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- Title
- EXPLORING EMPLOYEE TURNOVER DURING THE GREAT RESIGNATION.
- Creator
- Spano, Dominick John, Sementelli, Arthur, Florida Atlantic University, School of Public Administration, Dorothy F. Schmidt College of Arts and Letters
- Abstract/Description
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In this dissertation, I examined employee turnover during the Great Resignation. In my methods, I used the short-form Minnesota Satisfaction Questionnaire, the Scribd Questionnaire on Employee Turnover, and additional survey questions more applicable to our modern environment. A survey was conducted using Amazon Mechanical Turk that consisted of a sample of (N=1,036) professionals from the private, public, and nonprofit sectors who were either still employed with their organizations or had...
Show moreIn this dissertation, I examined employee turnover during the Great Resignation. In my methods, I used the short-form Minnesota Satisfaction Questionnaire, the Scribd Questionnaire on Employee Turnover, and additional survey questions more applicable to our modern environment. A survey was conducted using Amazon Mechanical Turk that consisted of a sample of (N=1,036) professionals from the private, public, and nonprofit sectors who were either still employed with their organizations or had turned over in their roles within the last year. Using correlation analysis, pictograms, regression analyses, and other tests, I inspected employee turnover, job satisfaction, and their effects on the private, public, and nonprofit sectors. The significance level was set at p-value = 0.10 in all regression analyses. Findings indicated validity in the claims that job satisfaction had a significant impact on turnover during the Great Resignation, the Great Resignation is related to characteristics, such as time of life, age, and work experience, and the Great Resignation contextually provided a trigger on turnover. However, the claim that the private, public, and nonprofit sectors have an impact on turnover during the Great Resignation proved to be inconclusive. A deeper analysis of hypotheses and results, limitations, recommendations, and prospective future studies are further provided in this dissertation.
Show less - Date Issued
- 2023
- PURL
- http://purl.flvc.org/fau/fd/FA00014236
- Subject Headings
- Labor turnover, Job satisfaction, Employee turnover
- Format
- Document (PDF)
- Title
- A comparative study of the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job among Saudi and American universities' faculty members.
- Creator
- Alzahrani, Mohammed., College for Design and Social Inquiry, School of Public Administration
- Abstract/Description
-
This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate...
Show moreThis study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided.
Show less - Date Issued
- 2013
- PURL
- http://purl.flvc.org/fcla/dt/3362326
- Subject Headings
- Conflict management, Interpersonal communication, Job satisfaction, Personnel management, Labor turnover
- Format
- Document (PDF)