Rising teacher attrition rates, decreasing teacher satisfaction levels, and a decline in teachers entering the educational field suggest that educational organizations may not be providing management and leadership structures that are conducive to the types of growth and improvement needed for teachers. The findings from this research add to the…

This article investigates the impact of perceived organizational learning culture and leader-member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive…

The study attempts to address the gap of exploring the possible antecedents of employees' commitment to change and its three dimensions. The role of context factors--participation in decision making, quality of communication, trust in management and history of change--are tested on overall commitment to change and also on its three…

This paper aims at testing a conceptual model connecting variables of the internal and external work environment to ITES/BPO employee turnover. Based on the gaps identified from the literature that no single model explains in a comprehensive way as to why, people choose to leave and the lack of turnover studies on call centers located in India.…

While theoretical models aimed at explaining or predicting employee turnover outcomes have been developed, minimal consideration has been given to the same task regarding safety, often measured as the probability of a crash in a given time frame. The present literature review identifies four constructs from turnover literature, which are believed…

Purpose: The purpose of this study was to understand the factors associated with turnover and retention of direct care workers. We hypothesize that a dual-driver model that includes individual factors, on-the-job factors, off-the-job factors, and contextual factors can be used to distinguish between reasons for direct care workforces (DCWs)…

The need to make organizations more flexible and thus more responsive to environmental change has led to many organizations using a flexible workforce that includes temporary employees. The article's purpose was to examine relationships between new employee development (NED) practices that promote organizational socialization and temporary…

Investigates three social network models of employee turnover: a structural equivalence model, a social influence model, and an erosion model. Administers a communication network questionnaire to all 170 employees of an organization. Finds support for all three models of turnover, with the erosion model explaining more of the variance than do the…

This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

Describes current directions of research on organizational entry and their limitations. Presents a new perspective that identifies key features of a newcomer's entry experiences (including surprise, contrast, and change), and describes the sense-making processes by which individuals cope with their entry experiences. (Author/IRT)

Examined the impact of goal change on employee perceptions and behavior in 107 secretaries. Aspects of goal change were significantly related to satisfaction, organizational commitment, and absenteeism. Organizational commitment was related to turnover, but satisfaction and organizational commitment had no significant relationship with…

Recent research on organizational turnover has examined the validity of the turnover decision process, in particular, the model of employee turnover proposed by Mobley (1977). This study followed-up on a previous (Kerber and Campbell, 1986) study of new employees of a large computer company in which participants completed a questionnaire that…

A model of direct care human service staff turnover was proposed and tested with 236 direct care staff members in 9 private, nonprofit New Jersey agencies. Four variables were found to be related to job satisfaction: (1) agreement of the job with personal goals and values; (2) burnout; (3) satisfaction with supervision; and (4) employment history.…

Recent research on organizational turnover has concentrated on testing models of the turnover decision process, in particular, Mobley's (1977) model of employee turnover. The present research was based on Mobley's theoretical work and the subsequent empirical tests of his model. Employees (N=266) at a large computer company completed a…

This document contains four papers on organizational enhancement and human resource development (HRD). "Motivation to Improve Work through Learning in Human Resource Development" (Sharon S. Naquin, Elwood F. Holton III) argues that HRD's traditional conceptualization of motivation should be expanded to incorporate motivation to use…