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1

The unfolding effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover  

Microsoft Academic Search

An evolving discontent with existing theories of voluntary turnover led to the postulation of an “unfolding model” for the effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover. In particular, existing theory and research on voluntary turnover were judged to apply validly to only a very small number of organizational situations. That is, their ecological validities appear

Thomas W. Lee; Terence R. Mitchell

1991-01-01

2

Employee Turnover and Post Decision Accommodation Processes.  

National Technical Information Service (NTIS)

Based on a review of existing research on employee turnover, this paper suggests a comprehensive model of the processes leading up to voluntary employee termination. The model includes several factors found in research but not heretofore included in previ...

L. W. Porter R. M. Steers R. T. Mowday

1979-01-01

3

Voluntary Turnover and Women Administrators in Higher Education  

ERIC Educational Resources Information Center

|A salient characteristic about the U.S. workforce is the continual process of voluntary employee turnover, which can be problematic for employers who invest a substantial amount of time and money in recruiting and training employees. This paper discusses the effects of workplace policies and practices on the voluntary turnover of women…

Jo, Victoria H.

2008-01-01

4

Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth and Promotions  

Microsoft Academic Search

[Excerpt] The relationship between job performance and voluntary employee turnover was investigated for 5,143 exempt employees in a single firm. As hypothesized, support was found for E. F Jackofsky's (1984) curvilinear hypothesis, as turnover was higher for low and high performers than it was for average performers. Two potential moderators of the curvilinearity were examined in an attempt to explain

Charlie O. Trevor; Barry A. Gerhart; John W. Boudreau

1997-01-01

5

The effects of autonomy and empowerment on employee turnover: test of a multilevel model in teams.  

PubMed

Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data collected from 817 employees on 115 teams indicates that psychological empowerment mediates the main effect of autonomy orientation and the interactive effect of autonomy support and its differentiation on a team member's voluntary turnover. The findings have meaningful implications for the turnover and self-determination literatures as well as for managers who endeavor to prevent voluntary turnover in teams. PMID:21744939

Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W

2011-07-11

6

Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover  

ERIC Educational Resources Information Center

|The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

7

Retaining your high performers: moderators of the performance-job satisfaction-voluntary turnover relationship.  

PubMed

Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work product, will have more external job opportunities and will, consequently, be more likely than their lower performing colleagues to voluntarily leave. The current study evaluated the behaviors and attitudes of 12,545 insurance employees over a 3-year period to examine how these 2 divergent expectations influence the performance-voluntary turnover relationship. Results show that both pay growth and the relevant unemployment rate interact with performance to influence the performance-voluntary turnover relationship and that they work independently of employee job satisfaction influences. PMID:20476825

Nyberg, Anthony

2010-05-01

8

Employee Turnover: Individual and Organizational Analyses.  

National Technical Information Service (NTIS)

Drawing on both the psychological and economic literatures and methodologies, the conceptual basis for modeling aggregate employee turnover in an organization is presented. The objective is to develop an analytic framework that will be useful at the polic...

B. D. Baysinger W. H. Mobley

1982-01-01

9

Commitment Profiles and Employee Turnover  

ERIC Educational Resources Information Center

|We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

Stanley, Laura; Vandenberghe, Christian; Vandenberg, Robert; Bentein, Kathleen

2013-01-01

10

Cusp catastrophe model of employee turnover.  

PubMed

A cusp catastrophe model is developed to explain job turnover of nursing employees. The temporal dynamics of the catastrophe model suggest that leavers experience lower organization commitment than do stayers prior to termination. Leavers' perceptions of job tension and commitment appear to cross the threshold levels prior to the termination dates. PMID:10262614

Sheridan, J E; Abelson, M A

1983-09-01

11

Using model-based expectations to predict voluntary turnover  

Microsoft Academic Search

Voluntary turnover among trained salespeople that have ongoing customer relationships is of concern to managers, due to the high costs involved in recruiting and training replacements and re-establishing relationships with customers. This research examines a new approach to assessing the impact of personal sales expectations on job satisfaction and tendency to leave or remain with a company. The modeling approach

Eileen Bridges; Holly H. Johnston; Jeffrey K. Sager

2007-01-01

12

Addressing employee turnover and retention: keeping your valued performers.  

PubMed

Employee turnover and employee retention are inextricably linked; to control turnover is to enhance retention. Turnover is a relatively simple concept; however, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some that can be corrected and some that cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role; every improvement in turnover is a direct improvement in retention, with eventual positive effects on the bottom line. PMID:21808181

McConnell, Charles R

13

Organisational determinants of employee turnover for multinational companies in Asia  

Microsoft Academic Search

High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot\\u000a be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the organisational\\u000a level. A group of organisational variables (e.g., training, size, age, industry, percentage of expatriate managers and headquarters’\\u000a national base) were tested, using a

Connie Zheng; David Lamond

2010-01-01

14

Does Perceived Support in Employee Development Affect Personnel Turnover?  

Microsoft Academic Search

This paper focuses on the question whether it is beneficial for firms to invest in the general skills of their workforce or that these training investments merely encourage personnel turnover. We examine two contrary theoretical perspectives on how investments in employee development are related to their turnover behaviour. Estimation results derived from a sample of 2,833 Dutch pharmacy assistants show

Koster Fleur; Grip Andries de; Fouarge Didier

2009-01-01

15

Does Perceived Support in Employee Development Affect Personnel Turnover?  

Microsoft Academic Search

Th is paper focuses on the question whether it is benefi cial for fi rms to invest inthe general skills of their workforce or that these training investments merelyencourage personnel turnover. We examine two contrary theoretical perspectives onhow investments in employee development are related to their turnover behaviour.Estimation results derived from a sample of 2,833 Dutch pharmacy assistants showthat participation

Koster Fleur; Grip Andries de; Fouarge Didier

2009-01-01

16

Does Perceived Support in Employee Development Aff ect Personnel Turnover?  

Microsoft Academic Search

Th is paper focuses on the question whether it is benefi cial for fi rms to invest in the general skills of their workforce or that these training investments merely encourage personnel turnover. We examine two contrary theoretical perspectives on how investments in employee development are related to their turnover behaviour. Estimation results derived from a sample of 2,833 Dutch

Andries de Grip; Didier Fouarge

17

How Employee Turnover Affects Career Success and Firm Performance in China  

Microsoft Academic Search

I discuss how employee turnover affects career success and firm performance in China. Based on the literatures the model about employee turnover, career success and firm performance is built. From the model it is found that employee turnover brings to employee input diminishing that could produce employee pay loss and cut down firm profit because of immature labor market in

Bai Peiwen

2010-01-01

18

19 CFR 200.735-114c - Voluntary submission by employees.  

Code of Federal Regulations, 2010 CFR

...Voluntary submission by employees. 200.735-114c Section 200.735-114c Customs Duties UNITED STATES INTERNATIONAL TRADE...Employment and Financial Interests § 200.735-114c Voluntary submission by employees. Any...

2009-04-01

19

19 CFR 200.735-114c - Voluntary submission by employees.  

Code of Federal Regulations, 2010 CFR

...Voluntary submission by employees. 200.735-114c Section 200.735-114c Customs Duties UNITED STATES INTERNATIONAL TRADE...Employment and Financial Interests § 200.735-114c Voluntary submission by employees. Any...

2010-04-01

20

Integrating disparate literatures on voluntary career transition and voluntary turnover : Implications for research in the Chinese context  

Microsoft Academic Search

Purpose – The multidisciplinary research on the phenomena of voluntary career transition (VCT) and voluntary turnover (VTO) remains disparate. This integrative review examines literatures in these two areas in relation to research in the Chinese context. The purpose of this paper is to identify future research directions for Chinese indigenous research in this area. Design\\/methodology\\/approach – This review adopted an

Judy Y. Sun; Greg G. Wang

2011-01-01

21

Employee Age and Voluntary Development Activity.  

ERIC Educational Resources Information Center

A study of 1798 workers involved in tuition reimbursement, employee-development programs, staff-development centers, or keeping personal-development logs showed that older workers generally had less education and more limited learning motivation. Those who had participated in development activities were as positive about lifelong learning as…

Warr, Peter; Birdi, Kamal

1998-01-01

22

The Problem of Employee Turnover: Can Training Help?  

Microsoft Academic Search

Training is an essential part of any industrial complex and is vital for the success of any operation. But it is the properly executed training program that will yield satisfied employees who intend to remain with the company. The reduction of a high turnover rate is discussed in this article.

W. Lewis Robinson

1974-01-01

23

Does perceived support in employee development affect personnel turnover?  

Microsoft Academic Search

This article focuses on whether it is beneficial for firms to invest in the general skills of their workforce or whether these training investments merely encourage personnel turnover. Estimation results derived from a sample of 2833 Dutch pharmacy assistants show that participation in general training does not induce employees' intention to quit, as predicted by human capital theory. We find

Fleur Koster; Andries de Grip; Didier Fouarge

2011-01-01

24

Factors Affecting State Government Information Technology Employee Turnover Intentions  

Microsoft Academic Search

Electronic government expansion is creating the complex challenges of managing an effective information technology (IT) workforce in the public sector. Survey questionnaires were sent to IT employees working in the central IT departments of two state governments to analyze how job characteristics, work environment, and human resource management practices influence their turnover intentions. Results show that work exhaustion, an emphasis

Soonhee Kim

2005-01-01

25

Application of Employee Turnover Research Findings to the Underground Mining Industry.  

National Technical Information Service (NTIS)

Several significant problems associated with employee turnover among underground miners are described in the Bureau of Mines report. The report presents the results of empirical research on employee turnover in other industries and describes and critiques...

R. H. Peters

1986-01-01

26

Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion  

Microsoft Academic Search

We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably, involuntary quits) and multiple types of staying. Guided by the premise that \\

Peter W. Hom; Terence R. Mitchell; Thomas W. Lee; Rodger W. Griffeth

2012-01-01

27

When Will Employees with High Impact Quit? The Interactive Effect of Impact and Supervisor's Monitoring on Chinese Employees' Turnover Intention  

Microsoft Academic Search

By collecting data from employees of Chinese organizations, this study examined the relationship between employee's impact (one of the dimensions of psychological empowerment) and turnover intention, and the moderating effect of supervisor's monitoring on this relationship. Results show that impact did not decrease turnover intention and, rather, increased turnover intention when supervisor's monitoring was high. These findings demonstrate that psychological

Xinhui Jiang; Qiang Zhang

2011-01-01

28

Work and Career considerations in Understanding Employee Turnover Intentions and Turnover: Development of the Turnover Diagnostic.  

National Technical Information Service (NTIS)

Two studies are reported in which some correlates of turnover intentions and turnover behavior were investigated. In Study 1, a criterion-keying technique (against turnover intentions) was used to select 31 items from a pool of 90 items pertaining to empl...

T. M. Mitchell B. Schneider

1984-01-01

29

Voluntary Turnover in the Omani Public Sector: An Islamic Values Perspective  

Microsoft Academic Search

Following four decades of economic growth the public sector, Oman is experiencing an emerging problem of labor turnover to the private sector. We examine this phenomenon through semi-structured interviews with 26 current and former public employees. The rate of turnover is low but this masks the impact of losses on key technical and management roles. The main reasons for turnover

Stephen Swailes; Saleh Al Fahdi

2011-01-01

30

To quit or not to quit: organizational determinants of voluntary turnover in MNC subsidiaries in Singapore  

Microsoft Academic Search

Adopting an inductive case study approach, the paper develops an empirically grounded theoretical framework for organizational determinants of voluntary turnover of local staff in MNC subsidiaries. The research draws upon semi-structured interviews with HR managers at the Singaporean subsidiaries of six western multinationals. Using the conceptual lens of organizational identification, the study derives two turnover determinants related to organizational structure

B. Sebastian Reiche

2009-01-01

31

The Effects of Autonomy and Empowerment on Employee Turnover: Test of a Multilevel Model in Teams  

ERIC Educational Resources Information Center

|Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data…

Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W.

2011-01-01

32

Work and family practices in Japanese firms: their scope, nature and impact on employee turnover  

Microsoft Academic Search

Using firm-level data from Japan, this study examines the effects of four commonly used work and family practices on employee turnover: flextime, maternity leave, child care leave, and nursing care leave. Overall, we find statistically significant associations between work and family practices and female employee turnover in Japan. In stark contrast, we do not find such a statistically significant linkage

Yoshio Yanadori; Takao Kato

2009-01-01

33

Travel agency employees' career commitment and turnover intention during the recent global economic crisis  

Microsoft Academic Search

One hundred and eighty-four travel agency employees in South Korea participated in this study to examine (1) the effect of career commitment (CC) on employee turnover and (2) the moderating effect of job insecurity on the relationship between CC and turnover intention. This study was conducted during the recent global economic crisis and found that the participants of this study

Young-Gook Kim; Soo Kim; Jung-Lim Yoo

2011-01-01

34

Travel agency employees' career commitment and turnover intention during the recent global economic crisis  

Microsoft Academic Search

One hundred and eighty-four travel agency employees in South Korea participated in this study to examine (1) the effect of career commitment (CC) on employee turnover and (2) the moderating effect of job insecurity on the relationship between CC and turnover intention. This study was conducted during the recent global economic crisis and found that the participants of this study

Young-Gook Kim; Soo Kim; Jung-Lim Yoo

2012-01-01

35

The Relationship Between Immediate Turnover and Employee Theft in the Restaurant Industry  

Microsoft Academic Search

This paper explores the relationship between immediate turnover and employee theft. Study 1 examined turnover and theft data from a large fast-food chain. The results suggested a relationship between theft and turnover rates. In Study 2, a laboratory study designed to test the causation of the relationship, participants indicated that they would be more likely to steal when they were

Peg Thoms; Paula Wolper; Kimberly S. Scott; Dave Jones

2001-01-01

36

Intermediate linkages in the relationship between job satisfaction and employee turnover  

Microsoft Academic Search

The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction–turnover relationship. Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction–turnover relationship, is presented. Previous

William H. Mobley

1977-01-01

37

The effect of work-life balance policies on women employees turnover  

Microsoft Academic Search

In this paper, we explore the relationship between work-life balance policies and three outcomes of interest to employers and employees: the job tenure of women employees, turnover rate of women employees and retention rate of new women graduates. In the cross sectional analysis, we find that firms with work-life balance policies such as the full amount of maternity pay practice

Chiang Hui-Yu; Noriaki Mamiko Takeuchi

2008-01-01

38

The Consequences of Employee Commitment, Turnover, and Absenteeism: An Exploratory Analysis.  

National Technical Information Service (NTIS)

Previous research on employee attachment to organizations has been more concerned with identifying the antecedents of commitment, turnover, and absenteeism than in understanding their consequences in organizations. As a result, we do not as yet have a com...

R. T. Mowday R. M. Steers L. W. Porter

1981-01-01

39

Research article: Look after they leap: illustrating the value of retrospective reports in employee turnover  

Microsoft Academic Search

The prevailing methodology for studying employee turnover is limited because it emphasizes prediction rather than understanding. This paper critiques this methodology and draws out the implications of an alternative: retrospective self-reporting, by actual leavers. Retrospective self-reporting has three main advantages. First, it allows direct assessment of actual incidents of turnover, so interventions can be informed by accounts of real events,

Kevin Morrell; John Arnold

2007-01-01

40

Turnover among New Employees with Physical and Mental Disabilities because of Unsuccessful Socialization in Sheltered Workshops.  

ERIC Educational Resources Information Center

The study investigated the relationship between prognosis of turnover (before placement) and actual turnover within two years after placement for new handicapped employees (N=1948) in Dutch sheltered workshops. The clinical judgment of rehabilitation professionals proved to be the best predictor variable controlling for all other explanatory…

Dijkstra, Atze

1986-01-01

41

A Study on the Employee Turnover Antecedents in ITES/BPO Sector  

ERIC Educational Resources Information Center

|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.…

Sree Rekha, K. R.; Kamalanabhan, T. J.

2010-01-01

42

Labor Pains: Change in Organizational Models and Employee Turnover in Young, High-Tech Firms  

Microsoft Academic Search

[Excerpt] Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article ex-amines one such mechanism-employee turnover. Analyzing a sample of high-technology start-ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent organizational performance. Turnover

James N. Baron; Michael T. Hannan; M. Diane Burton

2001-01-01

43

Impact Of Stress On Employee Productivity, Performance And Turnover; An Important Managerial Issue  

Microsoft Academic Search

Stress is a universal element and persons from nearly every walk of life have to face stress. Employers today are critically analyzing the stress management issues that contribute to lower job performance of employee originating from dissatisfaction &high turnover ultimately affecting organizational goals and objectives. How stress affects employee performance, managerial responsibility, & consequences high stress are basic aims of

Subha Imtiaz; Shakil Ahmad

2009-01-01

44

Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover  

Microsoft Academic Search

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6584 nursing home employees from 76 nursing homes in a midwestern state

B. Karsh; B. C. Booske; F. Sainfort

2005-01-01

45

Comparing the Effects of Determinants of Turnover Intentions between Taiwanese and U.S. Hospital Employees  

ERIC Educational Resources Information Center

|This research assesses how the direct effects of career satisfaction and job satisfaction on turnover intentions and the indirect effects through organizational commitment differ between Taiwanese and U.S. hospital employees. Using data collected from 179 Taiwanese and 144 U.S. hospital employees, the test results find the following differences:…

Ding, Cherng G.; Lin, Chieh-Peng

2006-01-01

46

Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover.  

PubMed

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6,584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed. PMID:16253944

Karsh, B; Booske, B C; Sainfort, F

2005-08-15

47

Organizational, work, and personal factors in employee turnover and absenteeism  

Microsoft Academic Search

Critically examines research over the past 10-12 yrs concerning factors related to turnover and absenteeism in work situations. On a general level, overall job satisfaction was consistently and inversely related to turnover. In an effort to break down the global concept of job satisfaction, various factors in the work situation were analyzed as they related to withdrawal behavior. 4 categories

Lyman W. Porter; Richard M. Steers

1973-01-01

48

College and University Foodservice Perceptions of Employee Training on Productivity and Turnover  

Microsoft Academic Search

Three major types of training--orientation, skill based and growth and development--may be used to change employee performance. Employee training is common in college and university foodservice but its impact on productivity and turnover is not well defined. A survey instrument was developed to assess differences between training for part-time and full-time employees and to determine if training programs were effective

B. L. Hackes; F. L. Hamouz

1995-01-01

49

Reviewing employee turnover: focusing on proximal withdrawal states and an expanded criterion.  

PubMed

We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably, involuntary quits) and multiple types of staying. Guided by the premise that "everyone eventually leaves; no one stays with an organization forever," we also suggest considering where leavers end up-or post-exit destinations, such as another job, full-time parenting, or educational pursuits. We propose "proximal withdrawal states" that motivate members to participate or withdraw from organizations as an expanded criterion. These motivational states precede turnover and are derived from 2 overarching dimensions: desired employment status (whether employees want to stay or leave) and perceived volitional control (whether quit or stay decisions are completely up to them or at least partially under external regulation). Crossing these dimensions yields 4 prime states: enthusiastic leavers and stayers and reluctant leavers and stayers. We further subdivide these mind-sets into subtypes by differentiating employer from other forms of external control (e.g., family). Focusing on more common subtypes, we explain how they arise from particular motivational forces and profile how they differ by attitudes, behaviors, and turnover speed and destinations. We further discuss ways to measure this expanded criterion and proximal states (and subtypes) and investigate the latter's profiled differences. Finally, we discuss scientific and practical implications and future research directions. PMID:22925138

Hom, Peter W; Mitchell, Terence R; Lee, Thomas W; Griffeth, Rodger W

2012-09-01

50

Promotion and employee turnover: Critique, meta-analysis, and implications  

Microsoft Academic Search

Qualitative reviews of the withdrawal literature have reached inconsistent conclusions regarding the strength of the relationship between promotion and turnover. Several issues were addressed in this study which may account for these inconsistencies. First, we differentiate among three distinct operationalizations of promotion: (1) promotion satisfaction; (2) perceptions of promotional opportunity; and (3) actual promotion. We then conduct quantitative reviews using

Paula Phillips Carson; Kerry D. Carson; Rodger W. Griffeth; Robert P. Steel

1994-01-01

51

26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...  

Code of Federal Regulations, 2013 CFR

...recipient contribute to the cost of such benefits, or the allowance...various coverages and the actual cost of purchasing the coverage is...approximately the same proportion of the cost for each coverage. To fund...former employees covered by Medicare, the plan provides a...

2013-04-01

52

A study of the relationship between job satisfaction, organizational commitment and turnover intention among hospital employees.  

PubMed

The purpose of this descriptive, co-relational and cross-sectional study was to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees, and their impact on turnover intention at Isfahan Hospitals, Isfahan, Iran, in 2005. Data were collected by the distribution of two questionnaires among 629 employees of these hospitals through a stratified random sampling method. The results of the paper indicate that hospital employees are moderately satisfied with their jobs and committed to their organization. Employees' job satisfaction and organizational commitment were closely inter-related and correlated with turnover intention (P < 0.001). The positive correlation between the two was expected, but there was also unexpected correlation with turnover intention. This may be due to external factors, such as job market conditions, which may influence perceived opportunities for career advancement elsewhere. The impact of such external factors is outside the scope of this study, but will have to be investigated in further research. As job satisfaction and organizational commitment have strong correlation with turnover, it is very important to reinforce them by applying the right human resource policies. PMID:18957399

Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

2008-11-01

53

Employee turnover in community mental health organization: A developmental stages study  

Microsoft Academic Search

The purpose of this study was to examine the reasons for employee turnover in community mental-health residential services, and to determine the relationship of workers' developmental stage to those reasons. Three types of variables were collected in the study: 1) Demorgraphics, including tenure and income; 2) Workers' ratings of their effectiveness, satisfaction, desired responsibility, expectancy of leaving the organization, morale,

Raphael Ben-Dror

1994-01-01

54

Emotional intelligence and leader member exchange : The relationship with employee turnover intentions and job satisfaction  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the mediating effect of leader member exchange (LMX) on the relationship between followers' emotional intelligence and the outcomes of turnover intention and job satisfaction. Design\\/methodology\\/approach – Using a longitudinal design, survey data were collected from 579 employees within a private pathology company. Measures of emotional intelligence and LMX were collected

Peter J. Jordan; Ashlea Troth

2011-01-01

55

Development of a Global Measure of Job Embeddedness and Integration Into a Traditional Model of Voluntary Turnover  

Microsoft Academic Search

Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embeddedness that overcomes important

Craig D. Crossley; Rebecca J. Bennett; Steve M. Jex; Jennifer L. Burnfield

2007-01-01

56

The relationship between perceptions of organizational functioning and voluntary counselor turnover: A four-wave longitudinal study  

PubMed Central

Using data from a nationwide study, we annually track a cohort of 598 substance use disorder counselors over a 4-wave period to (1) document the cumulative rates of voluntary turnover and (2) examine how counselor perceptions of the organizational environment (procedural justice, distributive justice, perceived organizational support, job satisfaction) and clinical supervisor leadership effectiveness (relationship quality, in-role performance, extra-role performance) predict voluntary turnover over time. Survey data were collected from counselors in year 1 and actual turnover data were collected from organizational records in year 2, 3, and 4. Findings reveal that 25% of the original counselors turned over by year 2, 39% by year 3, and 47% by year 4. Counselors with more favorable perceptions of the organizational environment are between 13.8% – 22.8% less likely to turn over than those with less favorable perceptions. None of the leadership effectiveness variables are significant.

Eby, Lillian T.; Rothrauff-Laschober, Tanja C.

2011-01-01

57

The retention of software development employees in the IT industry in Taiwan  

Microsoft Academic Search

This thesis is about retention of software development employees in the IT industry in Taiwan. Retention involves the management of voluntary staff turnover so that effective staff are encouraged to remain in the employ of the organization. The core concept of this thesis is to manage voluntary turnover of these software development employees and provide a tentative set of retention

Chin-Yao Tseng

2010-01-01

58

5 CFR 317.303 - Status of employees who decline voluntary conversion to the Senior Executive Service.  

Code of Federal Regulations, 2013 CFR

...employees who decline voluntary conversion to the Senior Executive Service. 317.303 Section 317...CIVIL SERVICE REGULATIONS EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service § 317.303 Status...

2013-01-01

59

Team climate, intention to leave and turnover among hospital employees: Prospective cohort study  

PubMed Central

Background In hospitals, the costs of employee turnover are substantial and intentions to leave among staff may manifest as lowered performance. We examined whether team climate, as indicated by clear and shared goals, participation, task orientation and support for innovation, predicts intention to leave the job and actual turnover among hospital employees. Methods Prospective study with baseline and follow-up surveys (2–4 years apart). The participants were 6,441 (785 men, 5,656 women) hospital employees under the age of 55 at the time of follow-up survey. Logistic regression with generalized estimating equations was used as an analysis method to include both individual and work unit level predictors in the models. Results Among stayers with no intention to leave at baseline, lower self-reported team climate predicted higher likelihood of having intentions to leave at follow-up (odds ratio per 1 standard deviation decrease in team climate was 1.6, 95% confidence interval 1.4–1.8). Lower co-worker assessed team climate at follow-up was also association with such intentions (odds ratio 1.8, 95% confidence interval 1.4–2.4). Among all participants, the likelihood of actually quitting the job was higher for those with poor self-reported team climate at baseline. This association disappeared after adjustment for intention to leave at baseline suggesting that such intentions may explain the greater turnover rate among employees with low team climate. Conclusion Improving team climate may reduce intentions to leave and turnover among hospital employees.

Kivimaki, Mika; Vanhala, Anna; Pentti, Jaana; Lansisalmi, Hannakaisa; Virtanen, Marianna; Elovainio, Marko; Vahtera, Jussi

2007-01-01

60

A study of relationship between job stress, quality of working life and turnover intention among hospital employees.  

PubMed

Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL. PMID:22040944

Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

2011-11-01

61

The role of leader-member exchange in high turnover work environments  

Microsoft Academic Search

Purpose – To assess the role of leader-member exchange (LMX) in affecting voluntary turnover in a high turnover work context. Design\\/methodology\\/approach – Following consideration of traditional predictors of employee turnover, how LMX is related to voluntary turnover is examined among 207 over-the-road truck drivers using a telephone survey. Findings – Leader member exchange is found to be nonlinearly related to

Paula C. Morrow; Yoshinori Suzuki; Michael R. Crum; Robert Ruben; Gregory Pautsch

2005-01-01

62

Are You Interested? A Meta-Analysis of Relations Between Vocational Interests and Employee Performance and Turnover  

Microsoft Academic Search

A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies

Chad H. Van Iddekinge; Philip L. Roth; Dan J. Putka; Stephen E. Lanivich

2011-01-01

63

Turnover prediction using attitudes towards benefits, pay, and pay satisfaction among employees and entrepreneurs in Estonia, Latvia, and Lithuania  

Microsoft Academic Search

Purpose – This paper seeks to examine the efficacy of predicting turnover for employees and entrepreneurs from Estonia, Latvia, and Lithuania using attitudes towards benefits, pay satisfaction, pay, gender, and age across a four-year time frame. Design\\/methodology\\/approach – A survey that included information on attitudes towards benefits and pay satisfaction was used to collect data from 153 Estonian, 157 Latvian,

Shawn M. Carraher

2011-01-01

64

Does affective disposition moderate the relationship between job satisfaction and voluntary turnover?  

Microsoft Academic Search

Empirical work over the years has clearly established the significant role of job satisfaction in predicting turnover. Car- sten and Spector (1987), in a meta-analysis of 47 studies, esti- mated a corrected correlation between job satisfaction and turn- over of-.26 (the 95% confidence interval did not include 0). Because sampling error accounted for only 21 % of the variance in

Timothy A. Judge

1993-01-01

65

Cognitive-behavioural training to change attributional style improves employee well-being, job satisfaction, productivity, and turnover  

Microsoft Academic Search

We report, for the first time in the literature, a cognitive-behavioural training waiting-list controlled study that changed employees’ attributional style, reduced turnover, increased productivity, and improved a number of individual differences measures of well-being. One hundred and sixty-six financial services sales agents (98% male, mean age 36.2±9 years) were randomly assigned to either (a) a seven-week cognitive-behavioural training program or

Judith G. Proudfoot; Philip J. Corr; David E. Guest; Graham Dunn

2009-01-01

66

Who Is Leaving the Federal Government: An Analysis of Employee Turnover.  

National Technical Information Service (NTIS)

The dynamics of Federal turnover are complex and multifaceted. While related most strongly to age and length of service, turnover rates also vary relative to occupation, agency, and a variety of demographic variables. Conclusions about what 'causes' turno...

1989-01-01

67

Meta-Analysis of the Antecedents of Voluntary Turnover in Studies Involving Active Duty Military Member Populations.  

National Technical Information Service (NTIS)

Studies have explored the antecedents to turnover in the military; however, results vary. This research used a meta-analytic method to evaluate reported correlations between antecedents of turnover intent and turnover in an effort to understand the true r...

C. A. Licklider

2011-01-01

68

The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector  

Microsoft Academic Search

This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as

Alexander Newman; Rani Thanacoody; Wendy Hui

2011-01-01

69

Attitudinal and Motivational Antecedents of Participation in Voluntary Employee Development Activities  

Microsoft Academic Search

This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature was tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation,

Gregory M. Hurtz; Kevin J. Williams

2009-01-01

70

A concept analysis of turnover intention: implications for nursing management.  

PubMed

This paper provides a review and concept analysis of turnover intention. The aim was to promote Nurse Managers' understanding of the meanings and mechanisms of turnover intention, which could help them counteract nurse turnover. Sixty-six papers published between January 1998 and August 2007 were collected from CINAHL, PubMed, and PsycINFO databases, and were subjected to Rogers' concept analysis. The results showed that turnover intention is a multi-stage process involving the voluntary departure of employees from their current position, and is triggered by negative psychological responses to internal/external job context. These psychological responses evolve into withdrawal cognition and behaviours, and lead to actual turnover. To prevent nurse turnover, Nurse Managers should closely observe the internal and external causes of turnover, and the stage of nurses' turnover intention. PMID:20394269

Takase, Miyuki

2010-01-01

71

The Study on the Influences of Enterprise Managers' Communication Competency on the Employees' Turnover Intention  

Microsoft Academic Search

The managers' communication competency is a very important factor that influences the enterprise management performance. This study, applying self-constructed “Questionnaire of Manager's Communication Competency” and “Questionnaire of Employees' Organizational Behavior”, measured 429 enterprise managers and employees from the following cities, Shanghai, Shenyang, Guangzhou, Beijing, and Ningxia. The Spss11.0 was used in the statistic. The results of multiple stepwise linear regression

Gang Yong; Zhang Shuhua

2010-01-01

72

Do employees participating in voluntary health promotion programs incur lower health care costs?  

Microsoft Academic Search

SUMMARY During the past two decades there has been a rapid increase in the number of wellness activities within public and private companies. A rationale for implementing worksite wellness programs has been the assumption that wellness programming can contain health-related costs. This investi- gation examined the relationship between health insurance costs and employee wellness program participation using a sample of

GEORGE HAYNES; TIM DUNNAGAN; VINCE SMITH

1999-01-01

73

Predicting absenteeism and turnover intentions by past absenteeism and work attitudes : An empirical examination of female employees in long term nursing care facilities  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the impact of prior absenteeism, demographic variables, and work attitudes (job satisfaction, perceptions of health, and work commitments forms) on absenteeism and turnover intentions. Design\\/methodology\\/approach – This study is a longitudinal survey. The questionnaire used established scales of the research instruments. The sample was composed of 119 female employees working

Aaron Cohen; Ronit Golan

2007-01-01

74

5?Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future  

Microsoft Academic Search

Given the extensive research on the topic of voluntary employee turnover in the past decade as well as new managerial approaches to employee retention, labor market dynamism, and evolution in research methodology and technology, it is important that researchers evaluate the current state of the field. In this chapter, we critically review prior research to provide a solid foundation and

Brooks C. Holtom; Terence R. Mitchell; Thomas W. Lee; Marion B. Eberly

2008-01-01

75

The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions  

Microsoft Academic Search

Using self-determination theory (Deci & Ryan, 2008) as the guiding theoretical framework, the present study tested a model that incorporates workers' perceptions of organizational support and supervisor autonomy support, global and domain specific (i.e., work) motivation, work satisfaction, and turnover intentions. The hypothesized model was tested using a sample of 735 workers (362 men and 373 women). Results revealed that

Nicolas Gillet; Marylène Gagné; Séverine Sauvagère; Evelyne Fouquereau

2012-01-01

76

Modeling Turnover Intentions and Their Antecedents Using the Locus of Control as a Moderator: A Case of Customer Service Employees  

ERIC Educational Resources Information Center

|The psychological model of organizational commitment (OC) has been extensively investigated in U.S. workers (Near, 1989), but less frequently applied in cross-personality studies. The investigation proposes a model of turnover intentions (TI) that uses locus of control (LOC) as a moderator. A causal model and a firm-specific sample were used to…

Chiu, Chou-Kang; Lin, Chieh-Peng; Tsai, Yuan Hui; Hsiao, Ching-Yun

2005-01-01

77

Evaluation of Coworker Turnover Outcomes and Its Impact on the Intention to Leave of the Remaining Employees  

Microsoft Academic Search

The study examined the effect of several personal and situational variables upon stayers' intention to leave, subsequent to the departure of a coworker. These effects were hypothesized to be mediated by the stayers' evaluation of outcomes of the departure. Police officers filled questionnaires prior to and within one month subsequent to turnover of a coworker. The theoretical model was tested

Moshe Krausz; Nurit Yaakobovitz; Aharon Bizman; Tamir Caspi

1999-01-01

78

How serious of a problem is staff turnover in substance abuse treatment? A longitudinal study of actual turnover.  

PubMed

In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19% and 50% (J.A. Johnson & P.M. Roman, 2002; S.L. Gallon, R.M. Gabriel, J.R.W. Knudsen, 2003; H.K. Knudsen, J.A. Johnson, & P.M. Roman, 2003; A.T. McLellan, D. Carise, & H.D. Kleber, 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a 2-year time span (2008-2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups, the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment. PMID:20675097

Eby, Lillian T; Burk, Hannah; Maher, Charleen P

2010-08-01

79

How Serious of a Problem is Staff Turnover in Substance Abuse Treatment? A Longitudinal Study of Actual Turnover1  

PubMed Central

In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19 and 50 percent (Johnson & Roman, 2002; Gallon, Gabriel, & Knudsen, 2003; Knudsen et al., 2003; McLellan et al., 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a two year time span (2008–2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment.

Eby, Lillian T.; Burk, Hannah; Maher, Charleen P.

2010-01-01

80

16 CFR 1031.13 - Criteria for employee involvement.  

Code of Federal Regulations, 2013 CFR

... Criteria for employee involvement...involved in the development of voluntary...official capacity as employees of the Commission...Generally, Commission employees may become involved in the development of voluntary...

2013-01-01

81

Voluntary use of respirators.  

PubMed

Allowing voluntary use of respirators can provide workers with an added level of comfort and relief from nuisance levels of particulates, gases, or vapors. But misuse can result in illness or injury to the worker. Understanding and following OSHA's guidelines on voluntary use of respirators is one of the many ways you help provide a safe workplace and ensure your employees stay healthy. PMID:19927871

Feiner, Lynn

2009-11-01

82

A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium  

Microsoft Academic Search

This article reports the results of a comprehensive meta-analysis of turnover antecedents, extending an earlier one by Hom and Griffeth (1995). As such, this updated meta-analysis represents the most wide-ranging quantitative review to date of the predictive strength of numerous turnover antecedents. Importantly, the present investigation identifies various moderators of antecedent-turnover correlations. The implications of these findings for both theory

Rodger W Griffeth; Peter W Hom; Stefan Gaertner

2000-01-01

83

Turnover among Air Force Nurses.  

National Technical Information Service (NTIS)

Nursing turnover is costly in money, personnel, and employee morale. The research in nursing turnover has alluded the job satisfaction, the personal reasons or the job itself as possible causes. This study identified U.S. Air Force Nurse Corps officers at...

J. C. Nichols

1987-01-01

84

Job satisfaction and turnover in the Chinese retail industry  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate employee turnover in a leading Chinese retail organisation, where high turnover rates are recognised as being a major issue for human resource strategy. The study seeks to focus on the job satisfaction-turnover relationship, examining how this is moderated by occupation. Design\\/methodology\\/approach – A literature review on employee job satisfaction and

2009-01-01

85

CEO turnover and outside succession A cross-sectional analysis  

Microsoft Academic Search

This study examines chief executive officer (CEO) turnover. It reports new evidence on factors that affect the likelihoods of voluntary and forced turnover, and for both of these turnover types, whether the new CEO is from inside the firm, from another firm in the industry, or from outside the industry. The evidence is consistent with arguments that poor CEOs are

Robert Parrino

1997-01-01

86

5 CFR 842.204 - Immediate voluntary retirement-basic age and service requirements.  

Code of Federal Regulations, 2013 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC...Immediate voluntary retirementâbasic age... (a) An employee or Member who...1) If an employee or Member separates...attaining the minimum retirement age and...

2013-01-01

87

Voluntary turnover: knowledge management – friend or foe?  

Microsoft Academic Search

The onset of the knowledge era has affected all industries. Without exception, the Canadian financial services industry has transformed itself due to the knowledge-intensive structure it possesses. However, high competition and career-minded professionals have created a situation in which leading financial services firms are losing key human capital each day – capital that can and will be used against them

Meaghan Stovel; Nick Bontis

2002-01-01

88

Fulfilling obligations: why Chinese employees stay  

Microsoft Academic Search

The paper reports on a longitudinal study examining how employer and employee psychological contract (PC) fulfilment influences employee turnover. The boundary conditional role of Chinese traditional values on the influence process is also examined. Results show that traditional employees are more likely to leave their employers when they fail to fulfil their PCs than less traditional employees. On the other

Jun Liu; Chun Hui; Cynthia Lee; Zhen Xiong Chen

2012-01-01

89

Fulfilling obligations: why Chinese employees stay  

Microsoft Academic Search

The paper reports on a longitudinal study examining how employer and employee psychological contract (PC) fulfilment influences employee turnover. The boundary conditional role of Chinese traditional values on the influence process is also examined. Results show that traditional employees are more likely to leave their employers when they fail to fulfil their PCs than less traditional employees. On the other

Jun Liu; Chun Hui; Cynthia Lee; Zhen Xiong Chen

2011-01-01

90

The importance of work conditions and health for voluntary job mobility: a two-year follow-up  

PubMed Central

Background Changing jobs is part of modern working life. Within occupational health, job mobility has mainly been studied in terms of employees’ intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility. Methods The study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions. Results Low variety and high autonomy were associated with increased voluntary job mobility. However, the associations between health and voluntary job mobility did not reach significance. Possible explanations for the null results may be that the population was homogeneous, and that the instruments for measuring global health are too coarse for a healthy, working population. Conclusions Voluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts.

2012-01-01

91

Voluntary performance.  

PubMed

Will, purpose, and volition have long been viewed as either causes of behavior or of no direct consequence to behavior. In this essay, volition affects a flexible direct coupling of participant to task, modulating the degrees of freedom for kinematics in action, a point of view first introduced in theories of motor coordination. The consequence is an explanation consistent with present knowledge about involuntary and voluntary sources of control in human performance, and also the changes of the body expressed in aging and dynamical disease. Specifically, this view explains how tradeoffs between sources of overly regular versus overly random dynamics change the structure of variability in repeated measurements of voluntary performance. PMID:21252592

Van Orden, Guy

2010-01-01

92

5 CFR 842.213 - Voluntary early retirement-substantial delayering, reorganization, reduction in force, transfer...  

Code of Federal Regulations, 2010 CFR

...2009-01-01 false Voluntary early retirement-substantial delayering, reorganization...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC ANNUITY Eligibility § 842.213 Voluntary early retirement-substantial delayering,...

2009-01-01

93

5 CFR 842.213 - Voluntary early retirement-substantial delayering, reorganization, reduction in force, transfer...  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Voluntary early retirement-substantial delayering, reorganization...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC ANNUITY Eligibility § 842.213 Voluntary early retirement-substantial delayering,...

2010-01-01

94

The costs of employee smoking. A computer simulation of hospital nurses.  

PubMed

A computer simulation model of the economic impact of employee smoking on an employer was developed with a population of hospital nurses as the example. Net economic impact was calculated by estimating cumulative costs borne by the employer under various scenarios and comparing them with projected costs estimated from baseline data. The model included the following: baseline number of staff, baseline percentage of smokers, annual employee turnover rate, number of smokers interested in quitting, the cost of a smoking cessation program, expected success rate of a voluntary cessation program, smokers quitting spontaneously without a program, and employer-borne costs related to employee smoking. A variety of scenarios were constructed to generate a range of employer net economic impact figures and resulting percentages of smoking employees. Results showed that the benefits of a cessation program would be eliminated over several years, unless the prevalence of smoking in incoming employees was reduced. The most favorable scenario, combining a hospital cessation program and reduced smoking among new employees, generated cumulative savings, discounted at 5%, of $358,000 to $684,000 over an eight-year period. PMID:3341841

Swank, R T; Becker, D M; Jackson, C A

1988-02-01

95

Predicting Organizational Actual Turnover Rates in the U.S. Federal Government  

Microsoft Academic Search

This study expands the level of analysis on turnover in public administration, especially in the U.S. federal government, from the individual level to the organizational level by using organizational actual turnover rates. Some scholars argue that public employees' turnover intention generally reflects actual turnover. However, very little empirical evidence supporting this argument has been provided in public administration, especially in

Chan Su Jung

2010-01-01

96

Optimal and dysfunctional turnover: toward an organizational level model.  

PubMed

Dysfunctional turnover is defined here as the level that produces a divergence between the organization's optimal balance of costs associated with turnover and the costs associated with retaining employees. Under this approach, the optimal level of aggregate turnover for most organizations will be (1) greater than zero and (2) variable across organizations, contingent on particular factors influencing retention costs and quit propensities. The model presented posits that individual, organizational, and environmental attributes influence individual quit propensities of employees and, hence, expected turnover rates for the organization. PMID:10266031

Abelson, M A; Baysinger, B D

1984-04-01

97

Further Clarifying Proximal Withdrawal States and the Turnover Criterion Space: Comment on Hom, Mitchell, Lee, and Griffeth (2012)  

ERIC Educational Resources Information Center

|In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area…

Maertz, Carl P., Jr.

2012-01-01

98

The Development of Quality Managers in the Hospitality Industry: Do Employee Development Programs Make Cents?  

Microsoft Academic Search

Employee development is the process of providing employees with opportunities to grow within an organization. While there is much research conducted on the value of training, there is little scholarship conducted on developing employees to prepare them for positions of greater responsibility. Given the high turnover prevalent in the hospitality industry, and the cost of this turnover, it is imperative

Wanda M. Costen; Misty M. Johanson; Donetta K. Poisson

2010-01-01

99

An investigation of employees’ job satisfaction: the case of hotels in Hong Kong  

Microsoft Academic Search

High employee turnover in the hotel industry has become one of the major concerns for Hong Kong hotel managers. Many studies have found that turnover is related to job satisfaction, and the importance of job facets perceived by employees. The study examines the relationship between demographic characteristics of hotel employees and job satisfaction, and also examines the importance of job

Terry Lam; Hanqin Zhang; Tom Baum

2001-01-01

100

Leadership effectiveness, leadership style and employee readiness  

Microsoft Academic Search

Purpose – This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes. Design\\/methodology\\/approach – The measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that

Jui-Chen Chen; Colin Silverthorne

2005-01-01

101

The effect of culture on the curvilinear relationship between performance and turnover.  

PubMed

Although researchers have theorized that there exists a curvilinear relationship between job performance and voluntary turnover, their research has been tested in the United States or culturally similar Switzerland. Through a study of the performance-turnover relationship from a multinational service-oriented organization in 24 countries, we demonstrate that the general relationship between performance and turnover is similar across countries but the details of that relationship change across countries. Using 4 cultural dimensions--in-group collectivism, power distance, uncertainty avoidance, and performance orientation--we find that cultural factors alter the overall probability of voluntary turnover and influence the degree of curvilinearity in the performance-turnover relationship. Our findings have implications for research on the performance-turnover relationship, turnover research, and practice. PMID:22023074

Sturman, Michael C; Shao, Lian; Katz, Jan H

2011-10-24

102

Employee Motivation: \\  

Microsoft Academic Search

Employee motivation is an intricate and sophisticated subject; however, contemporary managers must face and deal with this topic to obtain organizational success. To enhance understanding of employee motivation, mangers must recognize the imperativeness of employee motivation, its concepts, and differences in individual needs. Subsequently, managers need to be aware of a variety of employee motivational factors and the changes in

Dongho Kim

103

A Review of the Literature on Administrator Turnover: Why They Move on or Are Displaced.  

ERIC Educational Resources Information Center

|Employee turnover contributes to lost production, disrupts normal business practices, and is expensive. This literature review examines turnover of three administrator positions: the school superintendent, the executive director of nonprofit agencies, and the chief executive officer of for-profit corporations. The most cited reason for turnover

Shields, Bruce A.

104

Voluntary environmental governance arrangements  

Microsoft Academic Search

Voluntary environmental governance arrangements have focal attention in studies on environmental policy, regulation and governance. The four major debates in the contemporary literature on voluntary environmental governance arrangements are studied. The literature falls short of sufficiently specifying whether or not voluntary environmental governance arrangements are successful in addressing environmental risks. This is due to the narrow focus of many contemporary

Jeroen van der Heijden

2012-01-01

105

The longitudinal study of turnover and the cost of turnover in EMS  

PubMed Central

Purpose Few studies have examined employee turnover and associated costs in emergency medical services (EMS). The purpose of this study was to quantify the mean annual rate of turnover, total median cost of turnover, and median cost per termination in a diverse sample of EMS agencies. Methods A convenience sample of 40 EMS agencies was followed over a 6 month period. Internet, telephone, and on-site data collection methods were used to document terminations, new hires, open positions, and costs associated with turnover. The cost associated with turnover was calculated based on a modified version of the Nursing Turnover Cost Calculation Methodology (NTCCM). The NTCCM identified direct and indirect costs through a series of questions that agency administrators answered monthly during the study period. A previously tested measure of turnover to calculate the mean annual rate of turnover was used. All calculations were weighted by the size of the EMS agency roster. The mean annual rate of turnover, total median cost of turnover, and median cost per termination were determined for 3 categories of agency staff mix: all paid staff, mix of paid and volunteer (mixed), and all-volunteer. Results The overall weighted mean annual rate of turnover was 10.7%. This rate varied slightly across agency staffing mix: (all-paid=10.2%, mixed=12.3%, all-volunteer=12.4%). Among agencies that experienced turnover (n=25), the weighted median cost of turnover was $71,613.75, which varied across agency staffing mix: (all-paid=$86,452.05, mixed=$9,766.65, and all-volunteer=$0). The weighted median cost per termination was $6,871.51 and varied across agency staffing mix: (all-paid=$7,161.38, mixed=$1,409.64, and all-volunteer=$0). Conclusions Annual rates of turnover and costs associated with turnover vary widely across types of EMS agencies. The study’s mean annual rate of turnover was lower than expected based on information appearing in the news media and EMS trade magazines. Findings provide estimates of two key workforce measures – turnover rates and costs – where previously none have existed. Local EMS directors and policymakers at all levels of government may find the results and study methodology useful towards designing and evaluating programs targeting the EMS workforce.

Patterson, P. Daniel; Jones, Cheryl B.; Hubble, Michael W.; Carr, Matthew; Weaver, Matthew D.; Engberg, John; Castle, Nicholas

2010-01-01

106

29 CFR 531.40 - Payments to employee's assignee.  

Code of Federal Regulations, 2010 CFR

...Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT...LABOR REGULATIONS WAGE PAYMENTS UNDER THE FAIR...employer is directed by a voluntary assignment or order of his employee...party, deduction from wages of the actual sum...

2010-07-01

107

29 CFR 531.40 - Payments to employee's assignee.  

Code of Federal Regulations, 2010 CFR

...Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT...LABOR REGULATIONS WAGE PAYMENTS UNDER THE FAIR...employer is directed by a voluntary assignment or order of his employee...party, deduction from wages of the actual sum...

2009-07-01

108

Nurse turnover: A literature review  

Microsoft Academic Search

Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. A comprehensive literature review was undertaken to examine the current state of knowledge about the scope of the nurse turnover problem, definitions of turnover, factors considered to be determinants of nurse turnover, turnover costs and the impact of turnover on patient, and nurse and

Laureen J. Hayes; Linda O’Brien-Pallas; Christine Duffield; Judith Shamian; James Buchan; Frances Hughes; Heather K. Spence Laschinger; Nicola North; Patricia W. Stone

2006-01-01

109

Employee Compensation.  

ERIC Educational Resources Information Center

Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…

Osif, Bonnie A.; Harwood, Richard L.

1995-01-01

110

Employee Compensation.  

ERIC Educational Resources Information Center

|Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…

Osif, Bonnie A.; Harwood, Richard L.

1995-01-01

111

Thirty years of nursing turnover research: looking back to move forward.  

PubMed

Despite the substantial amount of useful prior work on turnover among nurses, our understanding of the causal mechanisms explaining why nurses voluntarily leave their jobs is limited. The purpose of this article is to promote the development of stronger conceptual models of the causes of voluntary turnover among nurses. The author compares the nursing-specific literature to research on voluntary turnover from the general management field over the past 30 years and examines the evolution of key theories used in the nursing literature. Results of this review comparing nursing research with that in the broader field suggest that, over time, nursing research has not kept pace with conceptualizations from general management explaining why people either remain at or quit their jobs. The author argues that conceptual models of turnover among nurses can benefit significantly from drawing more effectively on particular models and concepts available in general management studies of turnover. PMID:22679280

Gilmartin, Mattia J

2012-06-07

112

Personality and attitudinal variables as predictors of voluntary union membership  

Microsoft Academic Search

This study examines individual differences in personality and attitudinal variables as predictors of union membership, with control for demographic and job-related factors. The data were collected from government employees in a work setting in which union membership was voluntary (N=582 males, 83% response rate). A survey questionnaire was used to assess extraversion, neuroticism, internal locus of control, organizational commitment, and

K. R. Parkes; T. D. B. Razavi

2004-01-01

113

Employee relations.  

PubMed

This review highlights some of the more important employee relation aspects involved in starting, establishing, or expanding an existing dental practice. Despite a competitive compensation package, staff-related conflicts can sometimes hamper the progress of a dental practice. Such conflicts can be reduced by having policies and procedures in place for each employee that set expectations concerning the hours of operation, professional manner, dress code, job tasks, performance evaluations, disciplinary actions, and termination if violations occur. Understanding the legal requirements set by various governmental agencies such as OSHA can help ensure that the rights and well-being of every employee are protected. PMID:18501733

Demann, Eric T K; Stein, Pamela S; Levitt, Christine; Shelton, Keith E

2008-07-01

114

Employee tenure and the nationality of joint ventures in China  

Microsoft Academic Search

The retention of qualified Chinese employees is an increasing concern for managers in China today. Various studies have highlighted the rise of turnover rates, and many have suggested how human resource practices can help promote retention. However, little research has compared employee tenure or the use of human resource practices for retention between firms of different nationality in China. From

Angelika Zimmerman; Xiaohui Liu; Trevor Buck

2009-01-01

115

Employee Resistance to Change: A Contrarian View  

Microsoft Academic Search

Resistance to change is a natural outcome of the change process manifesting in a variety of ways ranging from passive resistance to open conflict, from decreasing work performance to employee absenteeism and turnover. Change must take place to allow organizations to adapt to their environment in order to remain competitive and successful adaptation necessitates the willingness of its members to

Cheryl Lampshire

116

Goldratt's thinking process applied to employee retention  

Microsoft Academic Search

Purpose – This study seeks to investigate the nature and extent of employee retention and turnover for metropolitan police and fire departments. Design\\/methodology\\/approach – In order to maximize the system production, the weakest link must be improved and all other links in the processes regulated to the speed of the weakest link. The weakest link is the constraint. In the

Lloyd J. Taylor III; Becki Murphy; William Price

2006-01-01

117

Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment  

PubMed Central

We investigate the turnover effects of an organizational innovation (ROWE—Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees’ gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the “opting-out” argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover.

Moen, Phyllis; Kelly, Erin L.; Hill, Rachelle

2011-01-01

118

Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment.  

PubMed

We investigate the turnover effects of an organizational innovation (ROWE-Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees' gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the "opting-out" argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover. PMID:21532909

Moen, Phyllis; Kelly, Erin L; Hill, Rachelle

2011-02-01

119

ATTITUDES AND PERCEPTIONS OF SOUTH CAROLINA'S JUVENILE CORRECTIONAL OFFICERS, INSIGHT INTO THE TURNOVER EPIDEMIC  

Microsoft Academic Search

Employee turnover has long been a problematic issue in the field of corrections. In the past, research has attempted to identify causal factors to address the staff attrition issue, but has failed to complete the void of information regarding staff turnover among the juvenile correctional officers. The current study examines juvenile correctional staff's degree of job satisfaction and their retention

Jeffrey A. Tipton

2002-01-01

120

Understanding China's Post80 employees' work attitudes: an explorative study  

Microsoft Academic Search

Purpose – The purpose of this paper is to explore the relationships among job and career satisfactions, work commitment, and turnover intentions for the Post-80 employees in China. Design\\/methodology\\/approach – A total of 290 of China's Post-80 employees from 19 knowledge-intensive companies were surveyed. Structural equation modeling was used for data analysis. Findings – The perceptions of selected Post-80 employees

Qinxuan Gu; Lihong Wang; Judy Y. Sun; Yanni Xu

2010-01-01

121

A Model of the Causes of Management Turnover in Hotels  

Microsoft Academic Search

The purpose of this study was to develop and test a comprehensive model of the causes of management turnover in cases where there is a breakdown in the employee-employer relationship. To accomplish this, the research employed three methodological tools not commonly used in hospitality research: triangulation, content analysis of qualitative data, and the use of structured phone interviews as a

Lawrence D. Stalcup; Thomas A. Pearson

2001-01-01

122

Employees' Attitudes Toward Drug Testing, Perceptions of Organizational Climate, and Withdrawal from the Employer  

Microsoft Academic Search

Theoretical models suggest that attitudes toward an employer's drug testing policy affect organizational climate and employee behavior, but empirical evidence has been scarce with limited external validity. Based on 66 manufacturing employees' questionnaire responses, attitudes toward drug testing significantly correlated with attitudes toward top management (r = +.39), support for employee safety (r = +.34), turnover intentions (r = -.31),

Paul M. Mastrangelo; Paula M. Popovich

2000-01-01

123

Perceived organizational support and employee performance: The mediating role of organizational commitment and organizational citizenship behavior  

Microsoft Academic Search

Current sport management literature shows that perceived organizational support (POS) influences some important employee attitudes and behaviors such as organizational citizenship behavior (OCB), organizational commitment (OC), job satisfaction, and turnover intention, among other attitudinal variables (e.g., Wayne, Shore, Boomer, & Tetrick, 2002; Pack, 2005). These employee attitudes and reactions, in turn, are said to influence employee performance. While the investigation

Claudio Rocha; Packianathan Chelladurai

2008-01-01

124

The Effects of Job Demands, Job Resources and Intrinsic Motivation on Emotional Exhaustion and Turnover Intentions: A Study in the Turkish Hotel Industry  

Microsoft Academic Search

This study develops and tests a model which investigates the simultaneous effects of job demands, job resources, and a personal resource (intrinsic motivation) on emotional exhaustion and turnover intentions. Frontline hotel employees in Ankara, Turkey serve as the study setting. Among others, results show that job demands (role conflict and role ambiguity) trigger frontline employees' emotional exhaustion and turnover intentions.

Emin Babakus; Ugur Yavas; Osman M. Karatepe

2008-01-01

125

Strengthening affective organizational commitment: the influence of fairness perceptions of management practices and underlying employee cynicism.  

PubMed

This study investigates the relationship between cynicism, the perceived fairness of change management and personnel practices, and affective organizational commitment. High levels of affective organizational commitment have been shown to reduce voluntary turnover in the nursing workforce. Previous research suggests that "unfair" management practices and employee cynicism lead to lower commitment. It is not clear, however, whether the perceived fairness of particular practices influences affective commitment beyond that accounted for by underlying employee cynicism. Data were obtained from a study involving 1104 registered nurses that formed part of a larger investigation of the general well-being of nurses in Western Australia. Only nurses who were permanent or employed on fixed term or temporary contracts were included. Findings indicated that although higher levels of cynicism among nurses were associated with lower levels of affective commitment, their perception of the fairness of change management and personnel practices influenced their affective commitment over and above their cynicism. The perceived fairness of management practices is an important influence on nurses' affective commitment beyond that accounted for by cynicism. The implication for managers is that the affective organizational commitment of nurses is likely to be strengthened by addressing the perceived fairness of change management and personnel practices notwithstanding their beliefs about the integrity of the organization. PMID:21248545

English, Brian; Chalon, Christopher

126

Employee Handbook  

SciTech Connect

Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the privileges, benefits, and responsibilities of being an employee at Berkeley Lab. In this organization, as in the rest of the world, circumstances are constantly changing. Policies and procedures can change at any time, so it is advisable to keep apprised of these changes by checking in frequently to the electronic version of this Employee Handbook found at www.lbl.gov/Workplace/HumanResources/EmployeeHandbook.

Bello, Madelyn

2008-09-05

127

Occupational turnover intentions among substance abuse counselors  

PubMed Central

This study examined predictor, moderator, and mediator variables of occupational turnover intention (OcTI) among substance abuse counselors. Data were obtained via questionnaires from 929 counselors working in 225 private substance abuse treatment (SAT) programs across the U.S. Hierarchical multiple regression models were conducted to assess predictor, moderator, and mediator variables of OcTI. OcTI scores were relatively low on a 7-point scale, indicating that very few counselors definitely intended to leave the SAT field. Age, certification, positive perceptions of procedural and distributive justice, and hospital-based status negatively predicted OcTI. Counselors’ substance use disorder impacted history moderated the association between organizational commitment and OcTI. Organizational turnover intention partially mediated the link between organizational commitment and OcTI. Workforce stability might be achieved by promoting perceptions of advantages to working in a particular treatment program, organizational commitment, showing appreciation for counselors’ work, and valuing employees from diverse backgrounds.

Rothrauff, Tanja C.; Abraham, Amanda J.; Bride, Brian E.; Roman, Paul M.

2010-01-01

128

Voluntary control of cough.  

PubMed

Cough is normally referred to a reflex mediated by control centres in the respiratory areas of the brainstem. However, there is much experimental information that indicates that human cough is under voluntary control and that higher centres such as the cerebral cortex have an important role in both initiating and inhibiting cough. Studies on acute cough associated with common cold, and capsaicin induced cough have demonstrated that human cough can be voluntarily inhibited and often abolished. Further evidence for some role of consciousness in the control of cough comes from studies that show that cough is inhibited or abolished during sleep and with light anaesthesia. This paper discusses the historical development of the brainstem 'cough centre' and discusses the experimental evidence on the voluntary control of cough in man. A cough model demonstrating the voluntary and reflex control of cough in man is proposed. A hypothesis is proposed that cough associated with common cold is a mixture of both reflex and voluntary cough. PMID:12099785

Lee, P C L; Cotterill-Jones, C; Eccles, R

2002-01-01

129

Voluntary Aluminum Industrial Partnership  

Microsoft Academic Search

A very successful record of emissions reduction has been achieved through a voluntary program developed between U.S. primary aluminum producers and the U.S. Environmental Protection Agency (EPA). The program is currently in the final year of the first agreement period, and work is under way to develop a new memorandum of understanding to achieve future reductions. Primary aluminum producers working

Jerry Y. Marks

130

The Concept of Voluntary Consent  

Microsoft Academic Search

Our primary focus is on analysis of the concept of voluntariness, with a secondary focus on the implications of our analysis for the concept and the requirements of voluntary informed consent. We propose that two necessary and jointly sufficient conditions must be satisfied for an action to be voluntary: intentionality, and substantial freedom from controlling influences. We reject authenticity as

Robert M. Nelson; Tom Beauchamp; Victoria A. Miller; William Reynolds; Richard F. Ittenbach; Mary Frances Luce

2011-01-01

131

7 CFR 70.44 - Interfering with a grader or employee of Service.  

Code of Federal Regulations, 2013 CFR

...1946 AND THE EGG PRODUCTS INSPECTION ACT (CONTINUED) VOLUNTARY GRADING OF POULTRY PRODUCTS AND RABBIT PRODUCTS Grading of Poultry Products and Rabbit Products Denial of Service § 70.44 Interfering with a grader or employee of...

2013-01-01

132

The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform  

PubMed Central

This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress (“low” versus “high”) experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.

Aarons, Gregory A.; Sommerfeld, David H.; Willging, Cathleen E.

2011-01-01

133

Employee retention: a customer service approach.  

PubMed

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the techniques of this process mirror the activities of customer service and customer relationship management, I call the combined process C/ERM for customer/employee relationship management. Both activities must be going on simultaneously to create a loyalty link that ensures customer satisfaction and retention through employee service, satisfaction and retention. PMID:12080928

Gerson, Richard F

134

41 CFR 301-10.307 - What will I be reimbursed if I use a POV to transport other employees?  

Code of Federal Regulations, 2011 CFR

...What will I be reimbursed if I use a POV to transport other employees? 301-10.307 Section...What will I be reimbursed if I use a POV to transport other employees? Using a POV to transport other employees is strictly voluntary...

2011-07-01

135

41 CFR 301-10.307 - What will I be reimbursed if I use a POV to transport other employees?  

Code of Federal Regulations, 2012 CFR

...What will I be reimbursed if I use a POV to transport other employees? 301-10.307 Section...What will I be reimbursed if I use a POV to transport other employees? Using a POV to transport other employees is strictly voluntary...

2012-07-01

136

The effects of inter-role conflicts on turnover intention among frontline service providers: does gender matter?  

Microsoft Academic Search

This study contrasts the different levels of the work and family conflict on turnover intention between male and female service employees. A conceptual model of the relationship between work-family conflicts (WFCs), family-work conflicts (FWCs), job stress, job satisfaction, and turnover intention is proposed and empirically tested across male and female service providers. The moderated multiple regression models are applied to

Min-Hsin Huang; Zhao-Hong Cheng

2012-01-01

137

The effects of inter-role conflicts on turnover intention among frontline service providers: does gender matter?  

Microsoft Academic Search

This study contrasts the different levels of the work and family conflict on turnover intention between male and female service employees. A conceptual model of the relationship between work-family conflicts (WFCs), family-work conflicts (FWCs), job stress, job satisfaction, and turnover intention is proposed and empirically tested across male and female service providers. The moderated multiple regression models are applied to

Min-Hsin Huang; Zhao-Hong Cheng

2011-01-01

138

Hiring, training and tetaining: managing student employee turnover  

Microsoft Academic Search

Coming from a large university with a student staff approximating 80, our hiring became overwhelming for one or two supervisors who had to hire 30-40 new consultants.We had to get the best results without sacrificing so much of our time. This paper will present a streamlined system that makes hiring and training a more efficient process. Our training begins when

Sian Shumway; Jon Crumpler; Christopher Washington; Vivian Chang

2006-01-01

139

Influence of Learning and Working Climate on the Retention of Talented Employees  

ERIC Educational Resources Information Center

Purpose: The aim of this study is to investigate some factors that have an influence on employee retention. Based on the literature and previous research, both employee and organisational factors are taken into account. Design/methodology/approach: Data were collected by means of a questionnaire that was distributed on a voluntary basis in…

Govaerts, Natalie; Kyndt, Eva; Dochy, Filip; Baert, Herman

2011-01-01

140

V-TIME. A New Way to Work. A Resource Manual for Employers and Employees.  

ERIC Educational Resources Information Center

This manual for managers, supervisors, and union representatives presents information on how to implement a comprehensive program of voluntary reduced work time (V-Time) options for employees. (V-Time allows full-time employees to reduce work hours temporarily while retaining benefits.) It reports mainly the experiences of two counties and two…

Moorman, Barbara; Olmsted, Barney

141

Further clarifying proximal withdrawal states and the turnover criterion space: Comment on Hom, Mitchell, Lee, and Griffeth (2012).  

PubMed

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area and at the same time explain why improved prediction is not among these contributions. I then enumerate 3 theoretically problematic aspects of the proposed framework, which limit its contribution. Finally, I suggest 3 directions that researchers should pursue in order to test and extend the framework. PMID:22925139

Maertz, Carl P

2012-09-01

142

Service Worker Burnout and Turnover Intentions: Roles of Person-Job Fit, Servant Leadership, and Customer Orientation  

Microsoft Academic Search

This study examines the effects of customer orientation and servant leadership on frontline employees' burnout and, subsequently, on their turnover intentions. Also investigated in the study is the intervening role of person-job fit in the process. Data collected from 530 frontline bank employees in New Zealand serve as the study setting. Results show that both customer orientation and servant leadership

Emin Babakus; Ugur Yavas; Nicholas J. Ashill

2010-01-01

143

Nurse turnover in substance abuse treatment programs affiliated with the National Drug Abuse Treatment Clinical Trials Network  

Microsoft Academic Search

Voluntary nurse turnover, which is costly and disrupts patient care, has not been studied as an organizational phenomenon within substance abuse treatment organizations. In this exploratory study, we examined the frequency and correlates of nurse turnover within treatment programs affiliated with the National Drug Abuse Treatment Clinical Trials Network. During face-to-face interviews conducted in 2005–2006, 215 program administrators reported the

Hannah K. Knudsen; Amanda J. Abraham; Paul M. Roman; Jamie L. Studts

2011-01-01

144

Voluntary Reporting of Greenhouse Gases  

EIA Publications

The Voluntary Reporting of Greenhouse Gases Program established a mechanism by which corporations, government agencies, individuals, voluntary organizations, etc., can report to the EIA, any actions taken that have or are expected to reduce/avoid emissions of greenhouse gases or sequester carbon.

Information Center

2011-02-01

145

Voluntary Simplicity: A Lifestyle Option.  

ERIC Educational Resources Information Center

This guide provides practical ideas for incorporating the concept of voluntary simplicity into home economics classes. Discussed in the first chapter are the need to study voluntary simplicity, its potential contributions to home economics, and techniques and a questionnaire for measuring student attitudes toward the concept. The remaining…

Pestle, Ruth E.

146

Operant Variability and Voluntary Action  

ERIC Educational Resources Information Center

|A behavior-based theory identified 2 characteristics of voluntary acts. The first, extensively explored in operant-conditioning experiments, is that voluntary responses produce the reinforcers that control them. This bidirectional relationship--in which reinforcer depends on response and response on reinforcer--demonstrates the functional nature…

Neuringer, Allen; Jensen, Greg

2010-01-01

147

Voluntary Simplicity: A Lifestyle Option.  

ERIC Educational Resources Information Center

|This guide provides practical ideas for incorporating the concept of voluntary simplicity into home economics classes. Discussed in the first chapter are the need to study voluntary simplicity, its potential contributions to home economics, and techniques and a questionnaire for measuring student attitudes toward the concept. The remaining…

Pestle, Ruth E.

148

Understanding Voluntary Travel Behaviour Change  

Microsoft Academic Search

Since the late 1990s, there have been examples of travel behaviour change programs using what are termed 'voluntary behaviour change methods' - primarily in Europe and Australia. At the same time, in the attempt to reduce greenhouse gas emissions in water, energy and waste, there has been a considerable amount of research and experience in household voluntary behaviour change methods

Elizabeth Ampt

2003-01-01

149

Operant Variability and Voluntary Action  

ERIC Educational Resources Information Center

A behavior-based theory identified 2 characteristics of voluntary acts. The first, extensively explored in operant-conditioning experiments, is that voluntary responses produce the reinforcers that control them. This bidirectional relationship--in which reinforcer depends on response and response on reinforcer--demonstrates the functional nature…

Neuringer, Allen; Jensen, Greg

2010-01-01

150

Employee empowerment, job satisfaction and organizational commitment : An in-depth empirical investigation  

Microsoft Academic Search

Purpose – The purpose of this paper is to test the relationship between perceived empowerment practices and Chinese service employee service effort and turnover intention, also to examine the mediating role of employee job attitudes in this relationship. Design\\/methodology\\/approach – To test hypotheses about the relationships above, survey data were collected by a self-administered questionnaire from frontline service workers at

Sut I Wong Humborstad; Chad Perry

2011-01-01

151

Social and economic exchange in the employee-organization relationship: the moderating role of reciprocation wariness  

Microsoft Academic Search

Purpose – This paper examines the relationships that social and economic exchanges, two elements of the employee-organization relationship (EOR), had with affective commitment, turnover intentions, employer trust, and altruism. The paper also aims to determine whether reciprocation wariness, reflecting fear of exploitation in reciprocation, moderated relationships that exchange elements had with outcomes. Design\\/methodology\\/approach – A total of 453 employees of

Lynn M. Shore; William H. Bommer; Alaka N. Rao; Jai Seo

2009-01-01

152

Gaps between managers' and employees' perceptions of work–life balance  

Microsoft Academic Search

Research on work–life balance (WLB) practices has increased in recent years. Academics affirm that the implementation of WLB practices helps to achieve better organizational results and improve employee outcomes such as higher satisfaction and commitment, and reduce turnover intentions. However, some authors have argued that there are differences between the availability of WLB practices in companies and employees' perceptions of

M Eugenia Sánchez-Vidal; David Cegarra-Leiva; Juan Gabriel Cegarra-Navarro

2012-01-01

153

Gaps between managers' and employees' perceptions of work–life balance  

Microsoft Academic Search

Research on work–life balance (WLB) practices has increased in recent years. Academics affirm that the implementation of WLB practices helps to achieve better organizational results and improve employee outcomes such as higher satisfaction and commitment, and reduce turnover intentions. However, some authors have argued that there are differences between the availability of WLB practices in companies and employees' perceptions of

M Eugenia Sánchez-Vidal; David Cegarra-Leiva; Juan Gabriel Cegarra-Navarro

2011-01-01

154

Facets of Type A personality and pay increase among the employees of fast food restaurants  

Microsoft Academic Search

Employee satisfaction continues to be a key to an understanding of relatively high turnover rates within the hospitality industry. The present study explores the personality characteristics of employees who receive pay increases in the restaurant industry. One of the two facets of Type A personality ‘achievement striving’ was found to be positively related to all three measures of pay increases

Abdul Aziz; Heather M. Goldman; Nils Olsen

2007-01-01

155

Employee Fitness and Wellness Programs in the Workplace.  

ERIC Educational Resources Information Center

Reviews literature on worksite fitness and health promotion programs. Examines their impact on employees and the sponsoring organization. Discusses beneficial effects such as increased fitness, and reduction in health care costs, risk factors of heart disease, absenteeism, and turnover. Addresses issues related to participation rates, program…

Gebhardt, Deborah L.; Crump, Carolyn E.

1990-01-01

156

Managers Empowering Employees  

Microsoft Academic Search

Problem statement: This article looked at the behavior of organization s as an important factor for empowering employees. This allowed for a greater level of partnering between managers and employees. The more that top management wants an internal commitment from its employees, the more it must involve employees in defining work obj ectives, specifying how to achieve them and setting

J. D. Tony Carter

2009-01-01

157

The concept of voluntary consent.  

PubMed

Our primary focus is on analysis of the concept of voluntariness, with a secondary focus on the implications of our analysis for the concept and the requirements of voluntary informed consent. We propose that two necessary and jointly sufficient conditions must be satisfied for an action to be voluntary: intentionality, and substantial freedom from controlling influences. We reject authenticity as a necessary condition of voluntary action, and we note that constraining situations may or may not undermine voluntariness, depending on the circumstances and the psychological capacities of agents. We compare and evaluate several accounts of voluntariness and argue that our view, unlike other treatments in bioethics, is not a value-laden theory. We also discuss the empirical assessment of individuals' perceptions of the degrees of noncontrol and self-control. We propose use of a particular Decision Making Control Instrument. Empirical research using this instrument can provide data that will help establish appropriate policies and procedures for obtaining voluntary consent to research. PMID:21806428

Nelson, Robert M; Beauchamp, Tom; Miller, Victoria A; Reynolds, William; Ittenbach, Richard F; Luce, Mary Frances

2011-08-01

158

An Under-Met and Over-Met Expectations Model of Employee Reactions to Merit Raises  

Microsoft Academic Search

The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Merit pay raises were strongly related to reactions only among employees with high raise

John Schaubroeck; Jason D. Shaw; Michelle K. Duffy; Atul Mitra

2008-01-01

159

Employee motivation in laboratory animal science: creating the conditions for a happy and productive staff.  

PubMed

High rates of employee turnover are the source of a considerable loss of time and resources, but managers are not always aware of the reasons that motivate employees to stay in their positions. The author compares prominent theories of employee motivation and then puts them to the test by surveying 82 cagewashers, animal caretakers, animal technicians, and supervisors working in a laboratory animal facility to determine the job characteristics that motivate them. PMID:16382232

Chick, John F

2006-01-01

160

New Employee Orientation: A Focus Evaluation of the Current Program at the National Naval Medical Center, Bethesda, Maryland.  

National Technical Information Service (NTIS)

Increased employee turnover, escalating recruiting costs, and a shrinking pool of qualified applicants are major factors promoting organizations to re-examine existing personnel entry practices, discovering a greater emphasis should be placed on the quali...

W. M. McGee

1992-01-01

161

Integrating Turnover Reasons and Shocks with Turnover Decision Processes  

ERIC Educational Resources Information Center

|We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. "Impulsive-type quitters," with neither a job offer in…

Maertz, Carl P., Jr.; Kmitta, Kayla R.

2012-01-01

162

Reasons for working part-time : Subgroup differences in job attitudes and turnover intentions  

Microsoft Academic Search

Purpose – The purpose of this paper is to explores the factors that might lead an individual to pursue part-time (PT) employment. Design\\/methodology\\/approach – The paper hypothesized that employees have very different motivations for PT working, and that these motivations will affect their work experiences. The paper builds on recent research focusing on attitudinal differences between “voluntary PT” and “involuntary

Douglas C. Maynard; Todd J. Thorsteinson; Natalya M. Parfyonova

2006-01-01

163

Voluntary Attention Enhances Contrast Appearance  

Microsoft Academic Search

Voluntary (endogenous, sustained) covert spatial attention selects relevant sensory information for prioritized processing. The behavioral and neural conse- quences of such selection have been extensively docu- mented, but its phenomenology has received little empirical investigation. We asked whether voluntary at- tention affects the subjective appearance of contrast—a fundamental dimension of visual perception. We used a demandingrapidserialvisualpresentation(RSVP)taskto direct endogenous attention to

Taosheng Liu; Jared Abrams; Marisa Carrasco

2009-01-01

164

Predicting hotel managers’ turnover cognitions  

Microsoft Academic Search

This paper reports the findings of a study which tested a model that predicts the turnover cognitions of hotel managers. Several predictor variables of turnover intentions were identified: perceived psychological contract breach and felt violation; organisational commitment; career expectations; perceived managerial competencies; job satisfaction, career identity and career satisfaction; demographic and human capital characteristics; and organisational characteristics. A total of

Ronan Carbery; Thomas N. Garavan; Fergal OBrien; Joe McDonnell

2003-01-01

165

Effect of newcomer socialisation on organisational commitment, job satisfaction, and turnover intention in the hotel industry  

Microsoft Academic Search

The academic literature features organisational socialisation as playing a crucial role in the early stages of newcomer employment. During this assimilation stage, newcomers adapt to a new workplace more effectively if socialisation is encouraged. It has been found that socialisation minimises the negative effects of unmet expectations on overall organisational effectiveness, including employee turnover – an issue that has become

Jen-Te Yang

2008-01-01

166

A successive convex approximation method for multistage workforce capacity planning problem with turnover  

Microsoft Academic Search

Workforce capacity planning in human resource management is a critical and essential component of the services supply chain management. In this paper, we consider the planning problem of transferring, hiring, or firing employees among different departments or branches of an organization under an environment of uncertain workforce demands and turnover, with the objective of minimizing the expected cost over a

Haiqing Song; Huei-chuen Huang

2008-01-01

167

Career Anchors of United States Air Force Information Systems Workers: A Turnover Predictor.  

National Technical Information Service (NTIS)

The United States Air Force (AF) has experienced a downward trend in retention of information systems (IS) workers over the past five years. This research draws on the employee turnover model proposed by Mobley et al. (1979) and the work of Schein (1987) ...

L. A. Wynne

2002-01-01

168

Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure  

Microsoft Academic Search

This study investigated the interrelations of the psychological contract with work engagement and turnover intention, which has hitherto been a largely overlooked topic in psychological contract research. Although previous research has mainly focused on how psychological contracts influence job attitudes and behaviours, it is proposed here that attitudes and behaviours also affect the psychological contract that the employee has with

P. Matthijs Bal; Rein De Cooman; Stefan T. Mol

2011-01-01

169

Explaining Turnover Intention in State Government: Examining the Roles of Gender, Life Cycle, and Loyalty  

Microsoft Academic Search

This paper proposes and tests a detailed model of turnover intention on a large sample of State of Texas employees. The paper focuses attention on three particular theoretical issues. First, the results offer support for a life-cycle stability hypothesis, which suggests that age, experience, and geographic living preferences foster a reluctance to change jobs, a reluctance which is compounded by

Donald P. Moynihan; N. Landuyt

2008-01-01

170

Sustainable Labor Practices? Hotel Human Resource Managers Views on Turnover and Skill Shortages  

Microsoft Academic Search

Through this research, the authors investigate the recruiting practices and causative factors of labor turnover and skill shortages in four- and five-star hotels in Australia using a web-based questionnaire survey. Their findings in this study confirmed that labor shortages are a major industry concern. In selecting new employees, personal presentation, interpersonal and customer skills are paramount. The key findings present

Michael C. G. Davidson; Ying Wang

2011-01-01

171

Work-Family Climate, Organizational Commitment, and Turnover: Multilevel Contagion Effects of Leaders  

ERIC Educational Resources Information Center

|This paper presents empirical research analyzing the relationship between work-family climate (operationalized in terms of three work-family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using…

O'Neill, John W.; Harrison, Michelle M.; Cleveland, Jeannette; Almeida, David; Stawski, Robert; Crouter, Anne C.

2009-01-01

172

Perceived competence mobilization: an explorative study of predictors and impact on turnover intentions  

Microsoft Academic Search

The present study explores predictors of perceived competence mobilization, as well as their direct and indirect impact on turnover intentions. Findings from a survey of 840 employees of a public civil service organization support the predictions that perceived competence mobilization is positively related to intrinsic motivation, peer support and supervisor support, career system satisfaction, and pay system satisfaction. Moreover, findings

Linda Lai; Janne C. Kapstad

2009-01-01

173

Employees Who Use Wheelchairs  

MedlinePLUS

... case by case basis, considering each employee’s individual limitations and accommodation needs. Employers are encouraged to contact ... to meet their specific needs, depending on their limitations and activities. Wheelchairs Users and the Americans with ...

174

Employees with Sleep Disorders  

MedlinePLUS

... case by case basis, considering each employee’s individual limitations and accommodation needs. Employers are encouraged to contact ... with sleep disorders may develop some of the limitations discussed below, but seldom develop all of them. ...

175

Employees with Cerebral Palsy  

MedlinePLUS

... case by case basis, considering each employee’s individual limitations and accommodation needs. Employers are encouraged to contact ... People with CP may develop some of the limitations discussed below, but seldom develop all of them. ...

176

Cooperative Employee Compensation.  

National Technical Information Service (NTIS)

The study looks at how education, cooperative function, and geography influence patterns in compensating cooperative employees. Generally, cooperative respondents in the West reported employees had the highest median salaries. Job responsibility, decision...

B. L. Rotan

1993-01-01

177

Privacy of Employee Emails  

Microsoft Academic Search

As email has become a popular tool for business and organizations to use to reduce costs and increase productivity, there have been unseen consequences of employee also using the email. Privacy of employee email is affected by various factors, ranging from organizational policy to user interface design. The main issue with email privacy is not privacy itself but how employees

Bhavik Kumar

178

Voluntary attention enhances contrast appearance  

PubMed Central

Voluntary (endogenous, sustained) covert spatial attention selects relevant sensory information for prioritized processing. The behavioral and neural consequences of such selection have been extensively documented, but its phenomenology has received little empirical investigation. Here we ask whether voluntary attention affects the subjective appearance of contrast—a fundamental dimension of visual perception. We used a demanding rapid serial visual presentation (RSVP) task to direct endogenous attention to a given location and measured perceived contrast at the attended and unattended locations. Attention increased perceived contrast of supra-threshold stimuli and also improved performance on a concurrent orientation discrimination task at the cued location. We ruled out response bias as an alternative account. Thus, this study establishes that voluntary attention enhances perceived contrast. This phenomenological consequence links behavioral and neurophysiological studies on the effects of attention.

Liu, Taosheng; Abrams, Jared; Carrasco, Marisa

2009-01-01

179

Calculating nursing turnover in NSW.  

PubMed

A study of nursing staff turnover is being carried out by the Nursing Research Team from the Riverina-Murray Institute of Higher Education for the New South Wales College of Nursing and the New South Wales Department of Health. The general aim of the study is to provide information about the annual rate of loss of registered nurses from public hospitals and licensed private hospitals in NSW. This paper provides background details about the project and recent attempts to understand the problem of nursing staff turnover. Brief mention is made of Australian and overseas literature and recent calls for methodological and conceptual precision in calculation nursing turnover. Reference is made to 'Nursing Turnover Indices' and other statistical descriptors used to guide this research. PMID:2980637

Battersby, D; Kermode, S; Boylan, C; van der Wal, J; Kerr, R; King, B

180

Work-family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders ?  

PubMed Central

This paper presents empirical research analyzing the relationship between work–family climate (operationalized in terms of three work–family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using multilevel modeling, we found significant associations between work–family climate, and both organizational commitment and turnover intent, both within and between hotels. Findings underscored the importance of managerial support for employee work–family balance, the relevance of senior managers’ own work–family circumstances in relation to employees’ work outcomes, and the existence of possible contagion effects of leaders in relation to work–family climate.

O'Neill, John W.; Harrison, Michelle M.; Cleveland, Jeannette; Almeida, David; Stawski, Robert; Crouter, Anne C.

2009-01-01

181

12 CFR 546.4 - Voluntary dissolution.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Voluntary dissolution. 546.4 Section 546.4 Banks...MUTUAL SAVINGS ASSOCIATIONS-MERGER, DISSOLUTION, REORGANIZATION, AND CONVERSION § 546.4 Voluntary dissolution. A Federal savings...

2010-01-01

182

12 CFR 546.4 - Voluntary dissolution.  

Code of Federal Regulations, 2010 CFR

...2009-01-01 false Voluntary dissolution. 546.4 Section 546.4 Banks...MUTUAL SAVINGS ASSOCIATIONS-MERGER, DISSOLUTION, REORGANIZATION, AND CONVERSION § 546.4 Voluntary dissolution. A Federal savings...

2009-01-01

183

Logic of Voluntary Collective Action  

Microsoft Academic Search

* Abstract: This article examines the rationale of voluntary co llective action through institutionalist and rational choice perspectives. While it looks into this phenomenon from a standpoint of individual rationalism, it does not o verlook social institutions and other exogenous factors. The relevant literature has been reviewed to seek answers to how and why these exogenous factors enter into individual

Hayrettin ÖZLER

184

Voluntary censorship in commercial media  

Microsoft Academic Search

We study commercial media whose revenues are largely derived from advertising, and where advertising is a constant fraction of fl- nal sales. Thus commercial media's objectives are naturally aligned with the aggregate of advertisers' objectives. Within a spokes model that allows for non-localized competition among arbitrary numbers of media outlets we characterize forms of voluntary censorship under a difierent settings

Fabrizio Germano; Martin Meier

2007-01-01

185

Voluntary euthanasia: a utilitarian perspective.  

PubMed

Belgium legalised voluntary euthanasia in 2002, thus ending the long isolation of the Netherlands as the only country in which doctors could openly give lethal injections to patients who have requested help in dying. Meanwhile in Oregon, in the United States, doctors may prescribe drugs for terminally ill patients, who can use them to end their life--if they are able to swallow and digest them. But despite President Bush's oft-repeated statements that his philosophy is to 'trust individuals to make the right decisions' and his opposition to 'distant bureaucracies', his administration is doing its best to prevent Oregonians acting in accordance with a law that its voters have twice ratified. The situation regarding voluntary euthanasia around the world is therefore very much in flux. This essay reviews ethical arguments regarding voluntary euthanasia and physician-assisted suicide from a utilitarian perspective. I shall begin by asking why it is normally wrong to kill an innocent person, and whether these reasons apply to aiding a person who, when rational and competent, asks to be killed or given the means to commit suicide. Then I shall consider more specific utilitarian arguments for and against permitting voluntary euthanasia. PMID:14959723

Singer, Peter

2003-10-01

186

Voluntary Euthanasia: A Utilitarian Perspective  

Microsoft Academic Search

ABSTRACTBelgium legalised voluntary euthanasia in 2002, thus ending the long isolation of the Netherlands as the only country in which doctors could openly give lethal injections to patients who have requested help in dying. Meanwhile in Oregon, in the United States, doctors may prescribe drugs for terminally ill patients, who can use them to end their life – if they

Peter Singer

2003-01-01

187

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2010 CFR

...PERSONNEL § 38.14 Voluntary services. (a) Scope...board concerned, accept voluntary services on behalf...groups, or students. Voluntary service shall be...compensation (salary or wages) by the Bureau from...performance of work assignments. (2) Federal...

2009-04-01

188

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2010 CFR

...PERSONNEL § 38.14 Voluntary services. (a) Scope...board concerned, accept voluntary services on behalf...groups, or students. Voluntary service shall be...compensation (salary or wages) by the Bureau from...performance of work assignments. (2) Federal...

2010-04-01

189

Histone turnover within nonproliferating cells  

PubMed Central

The turnover of DNA and histones in the livers and brains of mice has been determined. These mice had been exposed to constant levels of tritiated water from conception until they were 8 months old. At this point, exposure to tritium was discontinued, and the tritium remaining in DNA and histones was measured at various intervals afterward. The half-lives calculated for these components (with 95% confidence limits given in parentheses) were 117 (85-188) days for liver histone, 318 (241-466) days for liver DNA, 159 (129-208) days for brain histone and 593 (376-1406) days for brain DNA. The difference between histone and DNA turnover is statistically significant for both tissues and indicates that histone turnover within tissues cannot be solely accounted for by cell turnover within the tissue but also must include histone turnover within living cells. The half-life of histone within cells is estimated to be 117 (88-178) days in liver and 223 (187-277) days in brain.

Commerford, S. L.; Carsten, A. L.; Cronkite, E. P.

1982-01-01

190

International Voluntary Renewable Energy Markets (Presentation)  

SciTech Connect

This presentation provides an overview of international voluntary renewable energy markets, with a focus on the United States and Europe. The voluntary renewable energy market is the market in which consumers and institutions purchase renewable energy to match their electricity needs on a voluntary basis. In 2010, the U.S. voluntary market was estimated at 35 terawatt-hours (TWh) compared to 300 TWh in the European market, though key differences exist. On a customer basis, Australia has historically had the largest number of customers, pricing for voluntary certificates remains low, at less than $1 megawatt-hour, though prices depend on technology.

Heeter, J.

2012-06-01

191

Plasma acetate turnover and oxidation.  

PubMed Central

Plasma acetate turnover and oxidation were determined in 11 healthy subjects by the constant infusion of a trace amount of [1-14C]acetate for 6 h. The subjects ages ranged from 22 to 57 yr. There was a positive correlation (P less than 0.001) between plasma acetate concentration and turnover rate, and a negative correlation (P less than 0.001) between turnover and age. The plasma acetate concentration in the subjects 22--28 yr old was 0.17 vs. 0.13 mM (P less than 0.02) in subjects 40--57 yr old. The plasma acetate turnover rate was also greater in the younger age group (8.23 +/- 0.66 vs. 4.98 +/- 0.64 mumol/min . kg, P less than 0.01). Approximately 90% of the plasma acetate turnover was immediately oxidized to CO2 in both age groups, however, 13.2 +/- 0.89% of the CO2 output in the younger group was derived from plasma acetate oxidation compared to 7.9 +/- 0.94% in the older group (P less than 0.01). The mean plasma acetate concentration, turnover, and oxidation in six cancer patients 47--63 yr old were similar to the values observed in the age-matched healthy subjects. Uptake or output of acetate by various tissues was measured by arterial-venous plasma acetate concentration differences. In seven of eight subjects undergoing elective surgery, the arterial-portal venous concentration difference was negative, which indicated that the gastrointestinal tract can contribute to plasma acetate production. Uptake of plasma acetate by both the leg and liver appeared to be dictated by the arterial acetate concentration. Net production of acetate by both the leg and liver was most often observed at arterial plasma acetate concentrations less than 0.08 mM.

Skutches, C L; Holroyde, C P; Myers, R N; Paul, P; Reichard, G A

1979-01-01

192

Voluntary sterilization: six lessons learned.  

PubMed

Aspects of sterilization relevant to other reproductive health services include assuring voluntary decision-making, providing counseling services, preventing infection, maintaining clinical safety, reducing the discomfort and pain clients experience, establishing standards and guidelines for care, and providing follow-up care. Both high quality services and good access to those services are needed. A review of international work in more than 50 countries over the past 25 years has yielded the following lessons on how to assure quality voluntary sterilization services: focus on the client, assure informed choice, support providers with training and other needs, build ownership in the community, use technology which is appropriate for the setting, and offer services within an integrated reproductive health program. What has been learned from providing sterilization services can help lead to overall improvements in reproductive health services. Sustainable service delivery systems which are of good quality and achieve desirable results take long-term, steady work. PMID:12321065

Bakamjian, L; Harper, P B

1997-01-01

193

Implementation of an Initial Training Program for New Employees in a Profoundly Mentally and Physically Handicapped Children and Adult Residential Facility.  

ERIC Educational Resources Information Center

A project was designed to reduce the turnover of direct care staff in a community-based residential facility that provides a home and educational or adult day training services for 54 severely or profoundly mentally and physically handicapped children and adults. The project sought to reduce total staff turnover by 40%, reduce employee

Hoeft, Linda A.

194

When employees need help  

Microsoft Academic Search

The author discusses how companies in the gas industry have been reaching out with greater and more effective care to help their employees overcome all types of problems, to help make them more satisfied individuals as well as more safe and productive workers. Employee assistance programs, or EAPs, are becoming increasingly important. The U.S. Department of Transportation (DOT), through the

Stoddard

1990-01-01

195

Managing Psychopathic Employees  

Microsoft Academic Search

[Excerpt] What if a small but definable subset of the employee population were responsible for a major share of corporate crime and ethical breaches? If so, then developing policies that target them would improve the firm’s performance, not to mention its ethical climate. In this article I claim that psychopathic employees constitute such a subset, and I suggest human resource

Mitchell B. Langbert

2010-01-01

196

Protections for Transgender Employees  

Microsoft Academic Search

This Article discusses protections for transgender employee rights and how many transgender employees routinely face demotions, unfavorable conditions of employment, and even discriminatory terminations--due not to job-related problems but to employers' discomfort with and animus against transgender people. The Author points out that although courts historically have found transgender people excluded from coverage under certain laws, developing case law supports

Jennifer Levi

2003-01-01

197

Documentation of Employee Performance.  

ERIC Educational Resources Information Center

Although the main purpose of a school district's evaluation system is to improve employees' performance, the evaluation procedures and the supporting documentation must also serve as evidence in the termination hearings of an unsatisfactory employee. Accordingly, this chapter provides practical advice to school administrators concerning…

Frels, Kelly; Cooper, Timothy

198

Federal Employees' Compensation Act.  

PubMed

The Federal Employees' Compensation Act (FECA) program provides wage loss compensation and payments for medical treatment to federal civilian employees. Administered by the Department of Labor (DOL), FECA covers over 2.7 million federal employees in more than 70 different agencies. FECA costs rose from $1.4 billion in 1990 to $2.6 in 2006, while the federal workforce remained essentially unchanged. While federal civilian employees represent only 2.1% of all workers eligible for workers' compensation benefits, federal programs account for 6% of the benefits paid. Disability benefits under FECA are far greater than those in the state workers' compensation programs. The benefit payments often exceed the former salary of the injured employee. The last congressional hearings on the FECA program were held over thirty years ago. It is unlikely that Congressional review will occur any time soon, as the entrenched bureaucracy that benefits from the FECA program defines and protects its future. PMID:19496485

Ladou, Joseph

199

Employer-employee relations.  

PubMed

As an employer, a veterinarian must be vigilant to protect the rights of both job applicants and employees. Federal and state statutes guarantee that applicants and employees will not be subjected to discrimination in any aspect of employment, including recruitment, hiring, promotion, compensation, and termination of employment. An employer may not discriminate on the basis of sex, race, color, national origin, religion, age, or physical disability. In addition, common law tort actions give employees powerful causes of action be against those employers who injure employees. More than ever, employers must be diligent in obeying the law. Employers must also take measures to protect themselves from employee claims by instituting risk management plans and purchasing adequate insurance coverage. PMID:8236624

Copeland, J D

1993-09-01

200

Nurse turnover in substance abuse treatment programs affiliated with the National Drug Abuse Treatment Clinical Trials Network (CTN)  

PubMed Central

Voluntary nurse turnover, which is costly and disrupts patient care, has not been studied as an organizational phenomenon within substance abuse treatment organizations. In this exploratory study, we examined the frequency and correlates of nurse turnover within treatment programs affiliated with the National Drug Abuse Treatment Clinical Trials Network (CTN). During face-to-face interviews conducted in 2005–2006, 215 program administrators reported the number of nurses currently employed. Leaders of programs with nursing staff then described the number of nurses who had voluntarily quit in the past year, the degree to which filling vacant nursing positions was difficult, and the average number of days to fill a vacant position. About two-thirds of these programs had at least one nurse on staff. In programs with nurses, the average rate of voluntary turnover was 15.0%. Turnover was significantly lower in hospital-based programs and programs offering adolescent treatment, but higher in facilities offering residential treatment. The majority of administrators indicated that filling vacant nurse positions was difficult and took more than two months to complete. These findings suggest that nurse turnover is a significant issue facing many substance abuse treatment facilities. Efforts to improve retention of the addiction treatment workforce should be expanded to include nursing professionals.

Knudsen, Hannah K.; Abraham, Amanda J.; Roman, Paul M.; Studts, Jamie L.

2011-01-01

201

INDIVIDUAL NEEDS AND MILITARY TURNOVER  

Microsoft Academic Search

The purpose of this paper is to review individual differences factors that are likely to play a role in the process of military withdrawal. Four broad categories of factors relevant to military turnover have been identified. These are unmet expectations, work-family concerns, job related attitudes, and person-job fit. Unmet expectations expressed in the form of post- entry experiences concerning more

Hayriye Canan Sümer

202

Tritium Turnover in Succulent Plants.  

National Technical Information Service (NTIS)

Measurements of turnover rates for tissue free water tritium (TFWT) and tissue bound tritium (TBT) were carried out in three succulent plants, Opuntia sp., E. Trigona, and E. Mili using tritiated water as tracer. The estimated half-times were 52, 57.5 and...

T. M. Krishnamoorthy S. S. Gogate S. D. Soman

1977-01-01

203

Turning on Turnover in Your Store.  

ERIC Educational Resources Information Center

|Improvement of turnover (the rate of merchandise activity in a store) can mean more sales and more profits for college stores. Some ways to improve merchandise turnover include improved store layout, merchandise mix, and purchasing techniques. (MLW)|

Perry, Michael J.

1981-01-01

204

What Triggers Top Management Turnovers in China?  

Microsoft Academic Search

Studies on management turnover in Chinese companies typically find that turnover decisions are associated with companies' accounting performance. Using a sample of Chinese company turnovers during 2000–2003, we disaggregate their net-earnings into core, recurring non-core, and other non-recurring components. Analyzing these earnings components, we show that turnover decisions for government firms are related negatively only to recurring earnings which consist

Peter Cheng; Jack Lin Li; Wilson H. S. Tong

2008-01-01

205

Measuring Staff Turnover in Nursing Homes  

Microsoft Academic Search

Purpose: In this study the levels of staff turnover reported in the nursing home literature (1990-2003) are reviewed, as well as the definitions of turnover used in these prior studies. With the use of primary data collected from 354 facilities, the study addresses the various degrees of bias that result, depend- ing on how staff turnover is defined in nursing

Nicholas G. Castle

2006-01-01

206

Competition, Firm Turnover and Productivity Growth  

Microsoft Academic Search

This paper investigates the extent to which productivity growth is the result of firm turnover as output is shifted from one firm to another, driven by the competitive process. Turnover occurs as some firms gain market share and others lose it. Some of the resulting turnover is due to entry and exit. Another part arises from growth and decline in

John R. Gu Wulong Baldwin; Wulong Gu

2006-01-01

207

Predictors of Turnover of Female Factory Workers.  

ERIC Educational Resources Information Center

Examines predictors of turnover of female factory workers in a multivariate framework. Findings indicate that organizational, job, and personal characteristics are equally important in explaining turnover. Variables significantly related to turnover are tenure, cycle time, peer leadership, communication flow, training time, family income, and…

Koch, James L.; Rhodes, Susan R.

1981-01-01

208

Career satisfaction, organizational commitment, and turnover intention : The effects of goal orientation, organizational learning culture and developmental feedback  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate the impact of personal characteristics (goal orientation) and contextual characteristics (organizational learning culture and developmental feedback) on employees' career satisfaction, organizational commitment, and turnover intention. Design\\/methodology\\/approach – Subjects were drawn from four Fortune Global 500 companies in Korea. Descriptive statistics and hierarchical multiple regression analyses were used to explain the

Sunyoung Park

2010-01-01

209

Using Behavioral Economic Field Experiments at a Large Motor Carrier: The Context and Design of the Truckers and Turnover Project  

Microsoft Academic Search

The Truckers and Turnover Project is a statistical case study of a single firm and its employees which matches proprietary personnel and operational data to new data collected by the researchers to create a two-year panel study of a large subset of new hires. The project's most distinctive innovation is the data collection process which combines traditional survey instruments with

Stephen V. Burks; Jeffrey Carpenter; Lorenz Goette; Kristen Monaco; Aldo Rustichini

2007-01-01

210

The mediating effects of job satisfaction on turnover intention for long-term care nurses in Taiwan.  

PubMed

AIM: This study explores the mediating effects of job satisfaction on work stress and turnover intention among long-term care nurses in Taiwan. BACKGROUND: Healthcare institutions face a nursing shortage, and it is important to examine the factors that influence turnover intention among nurses. Excessive levels of work stress may lead to employee dissatisfaction and a significant inverse relationship between work stress and job satisfaction, including subsequent effects on turnover among nurses. However, little is known about the mediating role of job satisfaction on work stress and turnover intention among long-term care nurses. METHODS: A cross-sectional survey and a correlation design were used. Multistage linear regression was used to test the mediation model. RESULTS: This study showed that job satisfaction significantly mediated the relationship between work stress and turnover intention. Thirty-eight percent of the variance in turnover intention explained by work stress was accounted for by the mediation pathway. CONCLUSION: The results of this study showed that higher job satisfaction significantly decreased work stress and turnover intention among long-term care nurses. IMPLICATIONS FOR NURSING MANAGEMENT: This study provides nursing administrators with a resource to build a supportive environment to increase nurses' job satisfaction and to decrease their stress and turnover. PMID:23465339

Kuo, Huai-Ting; Lin, Kuan-Chia; Li, I-Chuan

2013-03-01

211

Privacy vs HHA employees.  

PubMed

Employers throughout the country are concerned about the apparent epidemic of employee alcohol or substance abuse. The risks to an organization inherent when employees are under the influence of alcohol or drugs are significant. However, those risks, including accidents, carelessness, absenteeism and lack of reliability, are even more critical to health care employers. With the ever increasing focus on medical malpractice issues, no health care employer can afford the risk of an employee being involved in alcohol or drug use or possession during the course of the working day. PMID:10274509

Lehr, R; Middlebrooks, D

1985-09-01

212

Ghiringhelli Specialty Foods Issues Voluntary Alert on ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... the company. Ghiringhelli Specialty Foods Issues Voluntary Alert on Undeclared Allergens in Caesar Salad. Contact: Consumer ... More results from www.fda.gov/food/recallsoutbreaksemergencies/recalls

213

URGENT - Voluntary Market Withdrawal of Octagam [Immune ...  

Center for Biologics Evaluation and Research (CBER)

... URGENT - Voluntary Market Withdrawal of Octagam [Immune Globulin Intravenous (human)] 5% Liquid Preparation. DATE ... More results from www.fda.gov/biologicsbloodvaccines/safetyavailability/recalls

214

URGENT: Voluntary Market Withdrawal - September 23, 2010 ...  

Center for Biologics Evaluation and Research (CBER)

... URGENT: Voluntary Market Withdrawal - September 23, 2010 Octagam [Immune Globulin Intravenous (Human)] 5% Liquid Preparation. ... More results from www.fda.gov/biologicsbloodvaccines/safetyavailability/recalls

215

The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment  

Microsoft Academic Search

The purpose of this study was to investigate the impact of a bundle of eight human resource management practices on intention to leave, and to examine the mediating effect of organizational commitment on the relationship between the HRM practices and intention to leave of employees of a service organization in India. Most of the prior HRM practices–employee turnover studies have

Priyanko Guchait; Seonghee Cho

2010-01-01

216

The relationship between employees' perceptions of human resource management and their retention: from the viewpoint of attitudes toward job-specialties  

Microsoft Academic Search

The purpose of this study is threefold. The first one is to investigate the relationship between employees' perceptions of human resource management (HRM) based on the commitment model and their turnover intentions (retention). The second one examines the relationship between employees' attitudes toward job-specialties and retention. The third one analyzes the impact of attitudes toward job-specialties on the relationship between

Hiroshi Yamamoto

2012-01-01

217

Cooperative Employee Compensation, 1999.  

National Technical Information Service (NTIS)

This report updates a 1993 study and looks at how education, cooperative function, and geography influence compensation of cooperative employees. Unlike the original report, this one addresses director compensation. Compensation varied from per diem and t...

B. L. Rotan

2001-01-01

218

Evaluating Seasonal Employees.  

ERIC Educational Resources Information Center

|A behaviorally anchored rating scale serves as a foundation for an effective human performance resources management system. Suggestions for developing an evaluation form for seasonal park and recreation employees are discussed. (DF)|

Dwyer, William D.; Cripe, Richard

1984-01-01

219

Understanding Employee Motivation.  

ERIC Educational Resources Information Center

Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

Lindner, James R.

1998-01-01

220

Food intake, nutrient utilization and water turnover in the lesser mouse-deer ( Tragulus javanicus) given lundai ( Sapium baccatum)  

Microsoft Academic Search

Voluntary food intake, digestibility and water turnover were determined in adult Malaysian lesser mouse-deer (Tragulus javanicus) given unlimited access to lundai foliage (Sapium baccatum). Daily dry matter (DM) intake was 42.4 g\\/kg metabolic live mass (M0.73) or 3.7% M. Digestible energy intake was 853 kJ\\/day (571 kJ metabolisable energy per M0.73), calculated to be used with 79% efficiency. Apparent digestibility

J. V. Nolan; J. B. Liang; N. Abdullah; H. Kudo; H. Ismail; Y. W. Ho; S. Jalaludin

1995-01-01

221

Impact of Realistic Job Previews on the Adjustment of New Employees.  

National Technical Information Service (NTIS)

Although it has been shown that new employees who receive realistic information about an organization prior to their entry into it tend to have lower turnover than those who receive positively-biased information, little is known about the process through ...

B. L. Dugoni D. R. Ilgen

1984-01-01

222

Perceived organisational support, job involvement and turnover intention in lean production in Sri Lanka  

Microsoft Academic Search

The literature suggests that the bottom-line changes often cited in lean implementation success stories, such as reduced inventories\\u000a and faster flow times, are not the only results that should be considered. The potential detrimental effects on employees\\u000a should be considered as well, or turnover and morale problems may sabotage the effectiveness of such implementations. However,\\u000a the ways in which lean

Dharmasri Wickramasinghe; Vathsala Wickramasinghe

2011-01-01

223

Supervisory Turnover in Outpatient Substance Abuse Treatment  

PubMed Central

Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover.

Knight, Danica K.; Broome, Kirk M.; Edwards, Jennifer R.; Flynn, Patrick M.

2009-01-01

224

Dynamics of Voluntary Cough Maneuvers  

NASA Astrophysics Data System (ADS)

Voluntary cough maneuvers are characterized by transient peak expiratory flows (PEF) exceeding the maximum expiratory flow-volume (MEFV) curve. In some cases, these flows can be well in excess of the MEFV, generally referred to as supramaximal flows. Understanding the flow-structure interaction involved in these maneuvers is the main goal of this work. We present a simple theoretical model for investigating the dynamics of voluntary cough and forced expiratory maneuvers. The core modeling idea is based on a 1-D model of high Reynolds number flow through flexible-walled tubes. The model incorporates key ingredients involved in these maneuvers: the expiratory effort generated by the abdominal and expiratory muscles, the glottis and the flexibility and compliance of the lung airways. Variations in these allow investigation of the expiratory flows generated by a variety of single cough maneuvers. The model successfully reproduces PEF which is shown to depend on the cough generation protocol, the glottis reopening time and the compliance of the airways. The particular highlight is in simulating supramaximal PEF for very compliant tubes. The flow-structure interaction mechanisms behind these are discussed. The wave speed theory of flow limitation is used to characterize the PEF. Existing hypotheses of the origin of PEF, from cough and forced expiration experiments, are also tested using this model.

Naire, Shailesh

2008-11-01

225

The Genos employee motivation assessment  

Microsoft Academic Search

Purpose – This paper aims to describe a new measure of employee motivational fit, namely the Genos employee motivation assessment (GEMA), its predictive validity and use in learning and organizational development activities. Design\\/methodology\\/approach – Within three different organizations, employees completed GEMA via an online web survey system. Correlation analyses were then performed with a series of job performance and employee

Gilles E. Gignac; Benjamin R. Palmer

2011-01-01

226

Why Do They Leave? Voluntary Turnover of South African Women Executives  

Microsoft Academic Search

\\u000a This chapter continues our analysis of the various systemic dynamics that may undermine women’s leadership in organizations.\\u000a Just as not all networks, even professional women’s networks, produce positive experiences, similarly, not all systems create\\u000a positive climates, particularly for women. In their study of South African women executives, Clark and Kleyn demonstrate how\\u000a social and cultural conditions in South Africa, such

Desray Clark; Nicola Kleyn

227

27 CFR 25.221 - Voluntary destruction of beer.  

Code of Federal Regulations, 2013 CFR

...2013-04-01 false Voluntary destruction of beer. 25.221 Section 25.221 Alcohol...DEPARTMENT OF THE TREASURY ALCOHOL BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises....

2013-04-01

228

12 CFR 239.65 - Voluntary supervisory conversions.  

Code of Federal Regulations, 2013 CFR

... false Voluntary supervisory conversions. 239.65 Section 239.65...HOLDING COMPANIES (REGULATION MM) Conversions From Mutual to Stock Form § 239.65 Voluntary supervisory conversions. (a) Voluntary...

2013-01-01

229

Voluntary Reporting of Greenhouse Gases Archive  

EIA Publications

The Voluntary Reporting of Greenhouse Gases Program established a mechanism by which corporations, government agencies, individuals, voluntary organizations, etc., can report to the EIA, any actions taken that have or are expected to reduce/avoid emissions of greenhouse gases or sequester carbon.

Joe Ayoub

230

Voluntary Support of Education 1972-73.  

ERIC Educational Resources Information Center

|This document details voluntary giving to higher education, private secondary, and elementary education. Highlights indicate: (1) The total voluntary support of the institutions of higher education in 1972-73 is estimated at $2.240 billion, an increase of $220 million from 1971-72. (2) All classes of colleges and universities reported increased…

Council for Financial Aid to Education, New York, NY.

231

Adolescents' capacities to provide voluntary informed consent  

Microsoft Academic Search

Minors' capacities to provide a valid informed consent for the treatment of medical and psychological disorders are contingent in part on the determination of whether they can make voluntary treatment decisions. The gravity of a medical dilemma and the nature of parental influence are two factors hypothesized to effect and perhaps compromise the voluntariness of treatment decisions made by adolescents.

David G. Scherer; N. Dickon Reppuccit

1988-01-01

232

Mitigating Greenhouse Gas Emissions: Voluntary Reporting 1996  

EIA Publications

Presents information on voluntary actions to reduce greenhouse gases or remove such gases from the atmosphere in 1995. It provides an overview of participation in the Voluntary Reporting Program, a perspective on the composition of activities reported, and a review of some key issues in interpreting and evaluating achievements associated with reported emissions mitigation initiatives.

Information Center

1997-10-01

233

School finance reform and voluntary fiscal federalism  

Microsoft Academic Search

California has transferred the financing of its public schools from localities to the state. In response, many families have supplemented the tax revenue of their local public schools with voluntary contributions. This paper analyzes that phenomenon. We propose a model of partial cooperation among parents in making voluntary contributions to their public schools. Under reasonable conditions, the model predicts that

Eric Brunner; Jon Sonstelie

2003-01-01

234

Situational factors and attitudes toward voluntary euthanasia  

Microsoft Academic Search

This study examines how attitudes toward voluntary euthanasia vary across categories of four situational factors: (1) type of assistance; (2) type of assistant; (3) type of illness; (4) age of the patient. The data, based on a random sample of 514 adult residents of Ohio, indicate that more active assistance is favored over less active assistance, and that voluntary euthanasia

William L. Macdonald

1998-01-01

235

Voluntary Reporting of Greenhouse Gases, 2002.  

National Technical Information Service (NTIS)

The Voluntary Reporting of Greenhouse Gases Program, required by Section 1605(b) of the Energy Policy Act of 1992, records the results of voluntary measures to reduce, avoid, or sequester greenhouse gas emissions. A total of 228 U.S. companies and other o...

2004-01-01

236

Voluntary action and causality in temporal binding.  

PubMed

Previous studies have documented temporal attraction in perceived times of actions and their effects. While some authors argue that voluntary action is a necessary condition for this phenomenon, others claim that the causal relationship between action and effect is the crucial ingredient. In the present study, we investigate voluntary action and causality as the necessary and sufficient conditions for temporal binding. We used a variation of the launching effect proposed by Michotte, in which participants controlled the launch stimulus in some blocks. Volunteers reported causality ratings and estimated the interval between the two events. Our results show dissociations between causality ratings and temporal estimation. While causality ratings are not affected by voluntary action, temporal bindings were only found in the presence of both voluntary action and high causality. Our results indicate that voluntary action and causality are both necessary for the emergence of temporal binding. PMID:19680639

Cravo, Andre M; Claessens, Peter M E; Baldo, Marcus V C

2009-08-13

237

Cortical transients preceding voluntary movement.  

PubMed

The process of initiating a voluntary muscular movement evidently involves a focusing of diffuse brain activity onto a highly specific location in the primary motor cortex. Even the very simple stereotypic movements used to study the 'contingent negative variation' and the 'readiness potential' begin with EEG indicative of widely distributed brain activity. In natural settings the involvement of diffuse cortical networks is undoubtedly even more important. Eventually, however, activity must coalesce onto specific neurons for the intended movement to ensue. Here we examine that focusing process from a mathematical point of view. Using a digital simulation, we solve the global equations for cortical dynamics and model the flow from diffuse onset to localized spike. From this perspective the interplay between global and local effects is seen as a necessary consequence of a basic cortical architecture which supports wave propagation. Watching the process evolve over time allows us to estimate some characteristic amplitudes and delays. PMID:19782694

Hartwell, J W

2009-09-25

238

Antecedents of Employee Lateness  

Microsoft Academic Search

\\u000a Lateness behavior can be described as arriving at work after the scheduled time (Shafritz, 1980). Typically, lateness is addressed in the literature as a withdrawal behavior, a category that includes absence and turnover\\u000a as well (Herzberg, Maunser, Peterson, & Capwell, 1957; Mobley, 1987). Compared to the latter behaviors, lateness is a milder form of withdrawal; not every case of late

Abraham Sagie; Meni Koslowsky; Yair Amichai Hamburger

239

Guide to good practices for operations turnover  

SciTech Connect

This Guide to Good Practices is written to enhance understanding of, and provide direction for, Operations Turnover, Chapter XII of Department of Energy (DOE) Order 5480.19, Conduct of Operations Requirements for DOE Facilities. The practices in this guide should be considered when planning or reviewing operations turnover programs. Contractors are advised to adopt procedures that meet the intent of DOE Order 5480.19. Operations Turnover is an element of an effective Conduct of Operations program. The complexity and array of activities performed in DOE facilities dictate the necessity for a formal operations turnover program to promote safe and efficient operations.

NONE

1998-12-01

240

The costs of turnover in nursing homes  

PubMed Central

Background Turnover rates in nursing homes have been persistently high for decades, ranging upwards of 100%. Objectives To estimate the net costs associated with turnover of direct care staff in nursing homes. Data and sample 902 nursing homes in California in 2005. Data included Medicaid cost reports, the Minimum Data Set (MDS), Medicare enrollment files, Census and Area Resource File (ARF). Research Design We estimated total cost functions, which included in addition to exogenous outputs and wages, the facility turnover rate. Instrumental variable (IV) limited information maximum likelihood techniques were used for estimation to deal with the endogeneity of turnover and costs. Results The cost functions exhibited the expected behavior, with initially increasing and then decreasing returns to scale. The ordinary least square estimate did not show a significant association between costs and turnover. The IV estimate of turnover costs was negative and significant (p=0.039). The marginal cost savings associated with a 10 percentage point increase in turnover for an average facility was $167,063 or 2.9% of annual total costs. Conclusion The net savings associated with turnover offer an explanation for the persistence of this phenomenon over the last decades, despite the many policy initiatives to reduce it. Future policy efforts need to recognize the complex relationship between turnover and costs.

Mukamel, Dana B.; Spector, William D.; Limcangco, Rhona; Wang, Ying; Feng, Zhanlian; Mor, Vincent

2009-01-01

241

Can employee share-ownership improve employee attitudes and behaviour?  

Microsoft Academic Search

Purpose – The purpose of this article is to examine the outcomes of a substantial broad-based employee share-ownership scheme for employee attitudes and behaviour in a privatised firm. Design\\/methodology\\/approach – Results are based on a survey of 711 employees in Eircom, an Irish telecommunications firm, which is 35 percent employee-owned. Findings – The ESOP has created sizable financial returns and

Dermot McCarthy; Eoin Reeves; Tom Turner

2010-01-01

242

Employees as internal audience: how advertising affects employees’ customer focus  

Microsoft Academic Search

Ad campaigns target consumers with information about the company, its products, and sometimes its employees. Ads also reach\\u000a the organization’s employees and may contain information useful to employees in meeting customer needs. Results from a study\\u000a involving a high-tech firm indicate that when employees believe ads are effective and value congruent, their customer focus\\u000a increases. Pride completely mediates the effects

Mary Wolfinbarger Celsi; Mary C. Gilly

2010-01-01

243

Azathioprine treatment increases hepatocyte turnover.  

PubMed

The effect of azathioprine on the hepatocytes cell turnover was evaluated. This was accomplished by injection of rats with trituim thymidine. The distance of labeled liver cells from the portal space was determined, after 1 hour and 30 days, in control and azathioprine-treated rats. In the control group, the streaming velocities of hepatocytes and littoral cells were 3.2 microns/day and 3.1 microns/day, respectively. In azathioprine-treated animals, the respective velocities were 7.0 microns/day and 5.5 microns/day. In the liver acinus, cell displacement velocity is proportional to cell production. Because hepatocyte velocity in azathioprine-treated animals increased by 218% and littoral cell velocity by 177%, their respective turnovers also increased to 218% and 177%. It can be concluded that the liver is essentially a slowly renewing cell population. Azathioprine increased the hepatocytes' and littoral cells' streaming velocities. This in vivo experimental model may help evaluate the effect of hepatotoxic drugs on the kinetics of liver cells. PMID:1889701

Arber, N; Zajicek, G; Nordenberg, J; Sidi, Y

1991-10-01

244

Employee Reactions to Ergonomic Job Design: The Moderating Effects of Health Locus of Control and Self-Efficacy  

Microsoft Academic Search

A field survey of 180 municipal government office employees (82% women, 21–75 years old) investigated the potential moderating effects of internal health locus of control (HLOC) and self-efficacy on employees' reactions to ergonomic job design. Internal HLOC moderated the associations between ergonomic job design and somatic complaints and turnover intentions, and, to a lesser extent, job satisfaction. Self-efficacy moderated the

Douglas R. May; Catherine E. Schwoerer; Kendra Reed; Paul Potter

1997-01-01

245

Employee\\/Employer  

Microsoft Academic Search

The issue of privacy as it relates to employment in general is one of great concern, both to employers and employees. Both groups are faced with increasing threats to their individual or corporate privacy. Given that such threats carry personal, economic and social consequences, it is not suprising that many people are concerned. The bibliography which follows provides the reader

Sandra S. Klein

1994-01-01

246

Enhancing Employee Skills.  

ERIC Educational Resources Information Center

|This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

1999

247

For NCI Employees & Staff  

Cancer.gov

For NCI Employees & Staff Report an Emergency NIH Bethesda (Main) Campus: From an office phone: 911 From a cell phone: (301)496-9911 Off Campus: From an office phone: 9-911 From a cell phone: 911 Please visit MyNCI.cancer.gov for detailed information

248

Employee Wellness Program Marketing  

Microsoft Academic Search

An employee wellness program (EWP) marketing system can be analyzed as an adhocracy, an organizational form proposed by Mintzberg and is characterized by sharing of power, mutual adjustment among its members, and ability to innovate. The design parameters of informal behavior, planning and control, liason, and decentralization appear to be particularly important to the success of EWPs.

David P. Campbell

1992-01-01

249

Paying for Employee Competence.  

ERIC Educational Resources Information Center

Competency-based pay provides an incentive for employees to enhance their capacity for performing their jobs. Salary increases are not linked to past performance, but to future professional growth to meet increasingly higher expectations. Discussions to identify key teaching competencies must precede implementation. (MLH)

Risher, Howard

2000-01-01

250

Teachers and School Employees.  

ERIC Educational Resources Information Center

|From year to year the types of disputes that courts are asked to settle regarding teachers and other school employees vary considerably. This variation may result in part from previous litigation that was directly related to teachers and presumably settled specific issues regarding them, has modified the apparent urgency of such litigation, or…

Punke, Harold H.

251

Enhancing Employee Skills.  

ERIC Educational Resources Information Center

This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

1999

252

Civilian Employee Training.  

National Technical Information Service (NTIS)

The Directive reissues DoD Directive 1430.4, August 5, 1969, and establishes policy and responsibilities for DoD civilian employee training, in compliance with Title 5, United States Code, Chapter 41; Executive Order (E.O.) 11348; Title 5, Code of Federal...

T. Hatheway

1985-01-01

253

The nonproductive senior employee.  

PubMed

A common and difficult problem for medical group managers is what to do with the long-term employee who is suffering decreased productivity. In light of the legal, humanitarian, cost, political, and many other considerations of the situation, the author discusses the available alternatives--retraining, transfer, early retirement, and termination. PMID:10261088

Moran, G F

254

Assessing Employee Skills.  

ERIC Educational Resources Information Center

This document contains four papers from a symposium on assessing employee skills. "Bridging the Training Gap: Identifying Work Place Transferable Skills Needs in Manufacturing Organizations in East Central Minnesota" (K. Peter Kuchinke, James M. Brown, Howie Anderson, Joe Hobson) reports a study of a workplace education program in rural Minnesota…

1997

255

Employee Communication: A Bibliography.  

ERIC Educational Resources Information Center

This partially annotated bibliography of several hundred items includes material published since 1965. Entries are listed alphabetically by author. The following subject headings were used in the literature search for this bibliography: communication in management, communication in personnel management, reports to employees, attitude surveys,…

Balachandran, Sarojini

256

Factors influencing the rate of job turnover among hospital pharmacists.  

PubMed

Factors influencing the rate of job turnover among hospital pharmacists were studied. In June 1982, pharmacists and pharmacy directors in acute-care hospitals in the Chicago area with more than 100 beds were asked both open-ended and multiple-choice questions pertaining to reasons for accepting and staying at current jobs, reasons for leaving previous and possibly current jobs, career goals, and demographic data. From the sample of 529 pharmacists, 217 (41%) usable responses were received. Pharmacy directors' responses indicated that the turnover rate for pharmacists was 14.4% and that relocation and layoffs or job termination were the most common reasons for job turnover. Overall, pharmacists' pay and benefits and opportunity for promotion or advancement were the reasons pharmacists cited most frequently both for leaving a job and for staying at a job. Men ranked pay and benefits as the most important reason for taking and staying at a position and for leaving, whereas women cited hospital location as the most important reason for taking, staying at, or leaving a job. Other factors cited as important were working hours, professional challenge, job duties, and continuation of education. Pharmacists who had been in the current job for more than two years were less likely to leave. Pregnancy of the employee or spouse was not a strong reason for leaving, and relocation was a more important reason for women than for men. Approximately half the respondents indicated they had a career goal; promotion to management and continuation of education were the goals most frequently mentioned. Regional or national studies should be conducted to gain further understanding of why pharmacists accept, remain in, and change jobs. PMID:3752133

Smith, S N; Stewart, J E; Grussing, P G

1986-08-01

257

Employee perceived training effectiveness relationship to employee attitudes  

Microsoft Academic Search

Purpose – The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design\\/methodology\\/approach – The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program. The questions asked contained information about the employee attitudes towards tvhe training

Alexandros G. Sahinidis; John Bouris

2008-01-01

258

Officer/Employee List - Kinrix  

Center for Biologics Evaluation and Research (CBER)

... Officer/Employee List - Kinrix. ... The following officers or employees of FDA participated in the ... Office of Communication, Outreach and Development. ... More results from www.fda.gov/biologicsbloodvaccines/vaccines/approvedproducts

259

Officer/Employee List - RECOTHROM  

Center for Biologics Evaluation and Research (CBER)

... Officer/Employee List. The following officers or employees of FDA participated in the decision ... Office of Communication, Outreach and Development. ... More results from www.fda.gov/biologicsbloodvaccines/bloodbloodproducts/approvedproducts

260

Broadening Your Employee Benefit Portfolio.  

ERIC Educational Resources Information Center

|Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)|

Blaski, Nancy J.; And Others

1989-01-01

261

Broadening Your Employee Benefit Portfolio.  

ERIC Educational Resources Information Center

Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)

Blaski, Nancy J.; And Others

1989-01-01

262

Employee guide to respiratory protection  

SciTech Connect

This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities. (PSB)

Wright, E.M.

1982-01-01

263

Voluntary Inhibition of Galvanic Skin Response.  

National Technical Information Service (NTIS)

An experiment was designed to assess the effectiveness of instructional set in voluntary inhibition of Galvanic Skin Response (GSR). Male subjects were assigned three treatment groups, each of which treated the problem under different instructions. Analys...

W. H. Ton J. R. Boulger

1971-01-01

264

Contemplated Suicide Among Voluntary and Involuntary Retirees  

ERIC Educational Resources Information Center

|This study explored anomic and egoistic dimensions of contemplated suicide among voluntary and involuntary retired males. Results indicated a direct relationship between anomie and egoism on the one hand, and contemplation of suicide on the other. (Author)|

Peretti, Peter O.; Wilson, Cedric

1978-01-01

265

Publix Issues Voluntary Recall Multiple Cake Products  

NASA Website

Out of an abundance of caution, Publix Super Markets is issuing a voluntary recall for forty-five (45) various cake products due to the fact that they may be adulterated with Listeria monocytogenes. Publix received notification of the contamination ...

266

42 CFR 460.162 - Voluntary disenrollment.  

Code of Federal Regulations, 2012 CFR

...DEPARTMENT OF HEALTH AND HUMAN SERVICES (CONTINUED) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) Participant Enrollment and Disenrollment § 460.162 Voluntary...

2012-10-01

267

Wegmans Food Markets Announces Voluntary Recall of ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... releases and other notices of recalls and market withdrawals from ... Wegmans Food Markets Announces Voluntary Recall of Select Wegmans Food ... More results from www.fda.gov/food/recallsoutbreaksemergencies/recalls

268

Employee testing: An ethical perspective  

Microsoft Academic Search

This paper deals with the conflict between the desire of an employer to test employees for honesty and chemical dependency, and the right of the employee to privacy. Not only is the physical privacy of the employee infringed upon, but the psychic privacy of the individual as well. It is the conclusion of the paper that such an invasion of

Dan Davidson

1988-01-01

269

Managerial Responsibility for Employee Discipline.  

ERIC Educational Resources Information Center

Discusses corrective action and employee discipline in library management, covering: (1) factors affecting the library manager's right to discipline; (2) employee orientation and training; (3) employee performance measurement; (4) corrective strategies; (5) termination as an option; (6) the importance of fairness; and (7) positive results of…

Hafner, Arthur W.; Kibble-Smith, Brian G.

1988-01-01

270

Managerial Responsibility for Employee Discipline.  

ERIC Educational Resources Information Center

|Discusses corrective action and employee discipline in library management, covering: (1) factors affecting the library manager's right to discipline; (2) employee orientation and training; (3) employee performance measurement; (4) corrective strategies; (5) termination as an option; (6) the importance of fairness; and (7) positive results of…

Hafner, Arthur W.; Kibble-Smith, Brian G.

1988-01-01

271

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2010 CFR

... 2010-07-01 false Training of employees and employee representatives... Training § 1960.59 Training of employees and employee representatives...appropriate safety and health training for employees including specialized...

2010-07-01

272

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2010 CFR

... 2009-07-01 false Training of employees and employee representatives... Training § 1960.59 Training of employees and employee representatives...appropriate safety and health training for employees including specialized...

2009-07-01

273

CEO TURNOVER IN THE ITALIAN FINANCIAL MARKET  

Microsoft Academic Search

We investigate ceo turnover in the Italian financial market analyzing a dataset cover- ing the period 1992-2003 for all listed companies. The likelihood of ceo turnover is higher for poorly performing companies, unless the company is controlled by a fam- ily. Managers' entrenchment is observed: managers holding shares of the company are less likely to lose their job. Ownership composition

EMILIO BARUCCI; CARLO BIANCHI; MIRKO FREDIANI

2007-01-01

274

CEO Turnover in the Italian Financial Market  

Microsoft Academic Search

We investigate ceo turnover in the Italian financial market analyzing a dataset covering the period 1992-2003 for all listed companies. The likelihood of ceo turnover is higher for poorly performing companies, unless the company is controlled by a family. Managers’ entrenchment is observed: managers holding shares of the company are less likely to lose their job. Ownership composition plays a

Emilio Barucci; Carlo Bianchi; Mirko Frediani

2006-01-01

275

Carrots and Sticks: Pay, Supervision and Turnover  

Microsoft Academic Search

Large and persistent differences across industries in wages paid for given occupations have commonly been observed. Recently, the efficiency wage model (EWM) has been advanced as an explanation for these wage differentials. The shirking version of the EWM assumes a trade-off between self-supervision and external supervision. The turnover version assumes turnover is costly to the firm. Variation across firms in

Jonathan S. Leonard

1987-01-01

276

Job Matching and the Theory of Turnover  

Microsoft Academic Search

A long-run equilibrium theory of turnover is presented and is shown to explain the important regularities that have been observed by empirical investigators. A worker's productivity in a particular job is not known ex ante and becomes known more precisely as the worker's job tenure increases. Turnover is generated by the exis- tence of a nondegenerate distribution of the worker's

Boyan Jovanovic

1979-01-01

277

A Model of Aircraft Maintenance Officer Turnover.  

National Technical Information Service (NTIS)

Turnover is a major problem in the Air Force. Turnover costs the Air Force millions of dollars annually. A less tangible cost is the degraded readiness that results from the loss of trained personnel. These trained personnel are essential because of the g...

J. M. Flanigan L. J. R. Little

1980-01-01

278

22 CFR 1509.640 - Employee.  

Code of Federal Regulations, 2013 CFR

...2013-04-01 2009-04-01 true Employee. 1509.640 Section 1509... Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE...Definitions § 1509.640 Employee. (a) Employee means the employee of a...

2013-04-01

279

45 CFR 1226.12 - Sponsor employees.  

Code of Federal Regulations, 2012 CFR

... 2012-10-01 2012-10-01 false Sponsor employees. 1226.12 Section 1226.12...PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor employees. Sponsor employees whose...

2012-10-01

280

45 CFR 1226.12 - Sponsor employees.  

Code of Federal Regulations, 2011 CFR

... 2011-10-01 2011-10-01 false Sponsor employees. 1226.12 Section 1226.12...PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor employees. Sponsor employees whose...

2011-10-01

281

Mitochondrial Turnover in the Heart  

PubMed Central

Mitochondrial quality control is increasingly recognized as an essential element in maintaining optimally functioning tissues. Mitochondrial quality control depends upon a balance between biogenesis and autophagic destruction. Mitochondrial dynamics (fusion and fission) allows for the redistribution of mitochondrial components. We speculate that this permits sorting of highly functional components into one end of a mitochondrion, while damaged components are segregated at the other end, to be jettisoned by asymmetric fission followed by selective mitophagy. Ischemic preconditioning requires autophagy/mitophagy, resulting in selective elimination of damaged mitochondria, leaving behind a population of robust mitochondria with a higher threshold for opening of the mitochondrial permeability transition pore. In this review we will consider the factors that regulate mitochondrial biogenesis and destruction, the machinery involved in both processes, and the biomedical consequences associated with altered mitochondrial turnover.

Gustafsson, Asa B.

2010-01-01

282

Predictors of turnover intention in nurse faculty.  

PubMed

Turnover of nurse faculty is an increasingly important issue in nursing as the available number of qualified faculty continues to decrease. Understanding the factors that contribute to turnover is important to academic administrators to retain and recruit qualified nursing faculty. The purpose of this study was to examine predictors of turnover intention in nurse faculty working in departments and schools of nursing in Carnegie Doctoral/Research Universities-Extensive, public and private, not-for-profit institutions. The multidimensional model of organizational commitment was used to frame this study. The predictor variables explored were organizational climate, organizational commitment, work role balance, role ambiguity, and role conflict. The work roles examined were research, teaching, and service. Logistical regression was performed to examine the predictors of turnover intention. Organizational climate intimacy and disengagement, affective and continuance organizational commitment, and role ambiguity were shown to predict turnover intention in nurse faculty. PMID:21323245

Gormley, Denise K; Kennerly, Susan

2011-02-14

283

Managing Employee Compensation Risk  

Microsoft Academic Search

We analyze a principal-agent model in which the principal (e.g., shareholders) and the agent (e.g., an employee) can personally\\u000a trade securities tied to the outcome of an uncontrollable event affecting output. The model is employed to address two questions.\\u000a First, under what conditions does compensation risk management at the individual level substitute for compensation risk management\\u000a at the firm level?

Paul E. Fischer

2000-01-01

284

Employee Withdrawal Behavior  

Microsoft Academic Search

\\u000a In today’s turbulent environment brought about by globalization and continuing technological change, innovation is a critical\\u000a ingredient for a successful organization. Innovation means more than new technology and products. It means that employees\\u000a use their knowledge, abilities, and experience to respond creatively to the constantly changing demands of the environment.\\u000a It includes “ideas for reorganizing, cutting costs, putting in new

Rabindra N. Kanungo; Manuel Mendonca

285

Protections for Transgender Employees  

Microsoft Academic Search

Many transgender employees routinely face demotions, unfavorable conditions of employment, and even discriminatory terminations--due not to job-related problems but to employers' discomfort with and animus against transgender people. Lawyers may look to several sources of law in order to redress the rights of transgender clients who face adverse treatment in such situations, including transgender-specific nondiscrimination laws, state and federal sex

Jennifer L. Levi

2003-01-01

286

Service Employee Performance: Its Components and Antecedents  

Microsoft Academic Search

Service employees are brand champions when their frontline performance supports the brand message. Conversely, employees are brand saboteurs when their performance detracts from the brand. This article explores frontline employees’ attitudes about their service performance. Findings from a study of 956 employees in Irish retail banking and grocery firms indicate that employee performance has multiple components. We reveal employee attitudes

Elaine Wallace; Leslie De Chernatony

2009-01-01

287

An Experimental Study of the Effects of Employer-Sponsored Child Care Services on Selected Employee Behaviors. Executive Summary.  

ERIC Educational Resources Information Center

|This executive summary describes a study conducted to determine whether different kinds of employer-supported child care services had differing effects on service users. Turnover and attendance data on 891 randomly selected female employees were gathered from 39 companies and hospitals offering on-site or off-site child care, information and…

Dawson, Ann Gilman; And Others

288

An Experimental Study of the Effects of Employer-Sponsored Child Care Services on Selected Employee Behaviors.  

ERIC Educational Resources Information Center

|Described in this report is a study conducted to determine whether different kinds of employer-supported child care services had differing effects on the users of these services. Data were gathered on a year's attendance and turnover rates for 891 female employees who had used employer-provided child care. Subjects were randomly selected from 39…

Dawson, Ann Gilman; And Others

289

The Role of Person–Environment Fit in the Job Satisfaction and Tenure Intentions of African American Employees  

Microsoft Academic Search

In light of speculation that the determinants of job satisfaction and tenure for African American employees may not be adequately captured by the theory of work adjustment (TWA; Dawis & Lofquist, 1984), in the present study the authors tested assumptions of the TWA with an African American sample by (a) examining the strength of fit–satisfaction and fit–turnover intentions relationships, (b)

Heather Z. Lyons; Karen M. O’Brien

2006-01-01

290

The island-mainland species turnover relationship  

PubMed Central

Many oceanic islands are notable for their high endemism, suggesting that islands may promote unique assembly processes. However, mainland assemblages sometimes harbour comparable levels of endemism, suggesting that island biotas may not be as unique as is often assumed. Here, we test the uniqueness of island biotic assembly by comparing the rate of species turnover among islands and the mainland, after accounting for distance decay and environmental gradients. We modelled species turnover as a function of geographical and environmental distance for mainland (M–M) communities of Anolis lizards and Terrarana frogs, two clades that have diversified extensively on Caribbean islands and the mainland Neotropics. We compared mainland–island (M–I) and island–island (I–I) species turnover with predictions of the M–M model. If island assembly is not unique, then the M–M model should successfully predict M–I and I–I turnover, given geographical and environmental distance. We found that M–I turnover and, to a lesser extent, I–I turnover were significantly higher than predicted for both clades. Thus, in the first quantitative comparison of mainland–island species turnover, we confirm the long-held but untested assumption that island assemblages accumulate biodiversity differently than their mainland counterparts.

Stuart, Yoel E.; Losos, Jonathan B.; Algar, Adam C.

2012-01-01

291

The island-mainland species turnover relationship.  

PubMed

Many oceanic islands are notable for their high endemism, suggesting that islands may promote unique assembly processes. However, mainland assemblages sometimes harbour comparable levels of endemism, suggesting that island biotas may not be as unique as is often assumed. Here, we test the uniqueness of island biotic assembly by comparing the rate of species turnover among islands and the mainland, after accounting for distance decay and environmental gradients. We modelled species turnover as a function of geographical and environmental distance for mainland (M-M) communities of Anolis lizards and Terrarana frogs, two clades that have diversified extensively on Caribbean islands and the mainland Neotropics. We compared mainland-island (M-I) and island-island (I-I) species turnover with predictions of the M-M model. If island assembly is not unique, then the M-M model should successfully predict M-I and I-I turnover, given geographical and environmental distance. We found that M-I turnover and, to a lesser extent, I-I turnover were significantly higher than predicted for both clades. Thus, in the first quantitative comparison of mainland-island species turnover, we confirm the long-held but untested assumption that island assemblages accumulate biodiversity differently than their mainland counterparts. PMID:22874754

Stuart, Yoel E; Losos, Jonathan B; Algar, Adam C

2012-08-08

292

Exploratory study of understanding hotel employees’ perception on work–life balance issues  

Microsoft Academic Search

This paper explores hotel employees’ perception on work–life balance issues. In-depth interviews and self-administered questionnaires were used to collect the data. Factor analysis discovered seven factors: (1) enough time-off from work; (2) workplace support on work–life balance; (3) allegiance to work; (4) flexibility on work schedule; (5) life orientation; (6) voluntary reduction of contracted hours to cater for personal needs;

Simon Chak-keung Wong; Annie Ko

2009-01-01

293

Understanding participation in e-learning in organizations: a large-scale empirical study of employees  

Microsoft Academic Search

Much remains unknown in the increasingly important field of e-learning in organizations. Drawing on a large-scale survey of employees (N?=?557) who had opportunities to participate in voluntary e-learning activities, the factors influencing participation in e-learning are explored in this empirical paper. It is hypothesized that key variables derived from the theories of planned behaviour and instructional design – general-person characteristics,

Thomas N. Garavan; Ronan Carbery; Grace O'Malley; David O'Donnell

2010-01-01

294

Voluntary attention increases perceived spatial frequency  

PubMed Central

Voluntary covert attention selects relevant sensory information for prioritized processing. The behavioral and neural consequences of such selection have been extensively documented, but its phenomenology has received little empirical investigation. Involuntary attention increases perceived spatial frequency (Gobell & Carrasco, 2005), but involuntary attention can differ from voluntary attention in its effects on performance in tasks mediated by spatial resolution (Yeshurun, Montagna, & Carrasco, 2008). Therefore, we ask whether voluntary attention affects the subjective appearance of spatial frequency—a fundamental dimension of visual perception underlying spatial resolution. We used a demanding rapid serial visual presentation task to direct voluntary attention and measured perceived spatial frequency at the attended and unattended locations. Attention increased the perceived spatial frequency of suprathreshold stimuli and also improved performance on a concurrent orientation discrimination task. In the control experiment, we ruled out response bias as an alternative account by using a lengthened interstimulus interval, which allows observers to disengage attention from the cued location. In contrast to the main experiment, the observers showed neither increased perceived spatial frequency nor improved orientation discrimination at the attended location. Thus, this study establishes that voluntary attention increases perceived spatial frequency. This phenomenological consequence links behavioral and neurophysiological studies on the effects of attention.

Abrams, Jared; Barbot, Antoine; Carrasco, Marisa

2010-01-01

295

Improvements to Kramers turnover theory.  

PubMed

The Kramers turnover problem, that is, obtaining a uniform expression for the rate of escape of a particle over a barrier for any value of the external friction was solved in the 1980s. Two formulations were given, one by Mel'nikov and Meshkov (MM) [V. I. Mel'nikov and S. V. Meshkov, J. Chem. Phys. 85, 1018 (1986)], which was based on a perturbation expansion for the motion of the particle in the presence of friction. The other, by Pollak, Grabert, and Ha?nggi (PGH) [E. Pollak, H. Grabert, and P. Ha?nggi, J. Chem. Phys. 91, 4073 (1989)], valid also for memory friction, was based on a perturbation expansion for the motion along the collective unstable normal mode of the particle. Both theories did not take into account the temperature dependence of the average energy loss to the bath. Increasing the bath temperature will reduce the average energy loss. In this paper, we analyse this effect, using a novel perturbation theory. We find that within the MM approach, the thermal energy gained from the bath diverges, the average energy gain becomes infinite implying an essential failure of the theory. Within the PGH approach increasing the bath temperature reduces the average energy loss but only by a finite small amount of the order of the inverse of the reduced barrier height. Then, this does not seriously affect the theory. Analysis and application for a cubic potential and Ohmic friction are presented. PMID:23635120

Pollak, Eli; Ankerhold, Joachim

2013-04-28

296

Improvements to Kramers turnover theory  

NASA Astrophysics Data System (ADS)

The Kramers turnover problem, that is, obtaining a uniform expression for the rate of escape of a particle over a barrier for any value of the external friction was solved in the 1980s. Two formulations were given, one by Mel'nikov and Meshkov (MM) [V. I. Mel'nikov and S. V. Meshkov, J. Chem. Phys. 85, 1018 (1986)], which was based on a perturbation expansion for the motion of the particle in the presence of friction. The other, by Pollak, Grabert, and Hänggi (PGH) [E. Pollak, H. Grabert, and P. Hänggi, J. Chem. Phys. 91, 4073 (1989)], valid also for memory friction, was based on a perturbation expansion for the motion along the collective unstable normal mode of the particle. Both theories did not take into account the temperature dependence of the average energy loss to the bath. Increasing the bath temperature will reduce the average energy loss. In this paper, we analyse this effect, using a novel perturbation theory. We find that within the MM approach, the thermal energy gained from the bath diverges, the average energy gain becomes infinite implying an essential failure of the theory. Within the PGH approach increasing the bath temperature reduces the average energy loss but only by a finite small amount of the order of the inverse of the reduced barrier height. Then, this does not seriously affect the theory. Analysis and application for a cubic potential and Ohmic friction are presented.

Pollak, Eli; Ankerhold, Joachim

2013-04-01

297

Voluntary reporting of greenhouse gases, 1995  

SciTech Connect

The Voluntary Reporting Program for greenhouse gases is part of an attempt by the U.S. Government to develop innovative, low-cost, and nonregulatory approaches to limit emissions of greenhouse gases. It is one element in an array of such programs introduced in recent years as part of the effort being made by the United States to comply with its national commitment to stabilize emissions of greenhouse gases under the Framework Convention on Climate Change. The Voluntary Reporting Program, developed pursuant to Section 1605(b) of the Energy Policy Act of 1992, permits corporations, government agencies, households, and voluntary organizations to report to the Energy Information Administration (EIA) on actions taken that have reduced or avoided emissions of greenhouse gases.

NONE

1996-07-01

298

A pattern to regenerate through turnover.  

PubMed

Tissues of animals and plants are maintained through balanced cell growth, movement, and elimination. Although cells are exchanged perpetually, the whole structure of the tissue is maintained. This form of maintenance is called cell turnover. Here I propose a bio-inspired model of patterns that regenerate through turnover. This model is derived from the Dachsous-Fat system, which has recently attracted much attention because it is considered to facilitate regeneration in insect legs. In this model, I parameterized the manner of the redistribution of Dachsous and Fat during cell division, and then derived equations in the parameters that enable the patterns to regenerate and maintain themselves through turnover. I extended the equations derived in the one-dimensional model into a two-dimensional model. Finally, I discuss a possible relationship between regeneration and turnover. PMID:22917582

Yoshida, Hiroshi

2012-08-14

299

Managerial Turnover: Process and Boundary Conditions.  

National Technical Information Service (NTIS)

Sixty university administrators were studied as a cohort for a year to determine attitudinal elements of job turnover. A triangulated perspective was produced by investigating the role demands of a focal manager as perceived by the focal respondent, super...

R. A. Kamrath

1973-01-01

300

Employer liability for telecommuting employees  

Microsoft Academic Search

Telecommuting is a work arrangement in which an employee regularly works at a site other than the employer's place of business—often the employee's home or a so-called telework center. Telecommuting may increase employees' job flexibility, retention, productivity, and motivation. However, telecommuting also carries distinct implications for legal liability. Among the issues are safety, adherence to disability-access laws, and wage and

Juline E. Mills; Chilian Wong-Ellison; William Werner; Joan M. Clay

2001-01-01

301

Knowledge Diffusion through Employee Mobility  

Microsoft Academic Search

In high-tech industries, one important method of diffusion is through employee mobility: many of the entering firms are started by employees from incumbent firms using some of their former employers' technological know-how. This paper explores the effect of incorporating this mechanism in a general industry framework by allowing employees to imitate their employers' know-how. The equilibrium is Pareto optimal since

April Mitchell Franco; Darren Filson

2000-01-01

302

Water turnover in children and young adults  

Microsoft Academic Search

Water homeostasis is essential for life and optimal function and considerable interest surrounds the issue of recommendations\\u000a for water consumption in healthy individuals. Objective data on water turnover in free-living individuals are limited, however.\\u000a The aim of the present work was to measure water turnover in children and young adults using isotopically labeled water to\\u000a provide objective data on magnitude

Elaine C. Rush; Purvi Chhichhia; Andrew E. Kilding; Lindsay D. Plank

2010-01-01

303

The costs of nurse turnover, part 2: application of the Nursing Turnover Cost Calculation Methodology.  

PubMed

This is the second article in a 2-part series focusing on nurse turnover and its costs. Part 1 (December 2004) described nurse turnover costs within the context of human capital theory, and using human resource accounting methods, presented the updated Nursing Turnover Cost Calculation Methodology. Part 2 presents an application of this method in an acute care setting and the estimated costs of nurse turnover that were derived. Administrators and researchers can use these methods and cost information to build a business case for nurse retention. PMID:15647669

Jones, Cheryl Bland

2005-01-01

304

An Exploratory Case Study of Factors That Impact the Turnover Intentions and Job Satisfaction of Multi-Unit Managers in the Casual Theme Segment of the U.S. Restaurant Industry  

Microsoft Academic Search

Multi-unit restaurants or “chain” restaurants represent the largest portion of the $537 billion U.S. foodservice industry (NRA, 2007). Turnover is the most serious issue facing these employers today; operators have consistently identified recruiting and retaining employees as their number one challenge. There is a need to identify the factors that impact turnover for a multi-unit manager (MUM) so employers can

Kevin S. Murphy; Robin B. DiPietro; Manuel Antonio Rivera; Christopher C. Muller

2009-01-01

305

Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs  

Microsoft Academic Search

Employees often have ideas, information, and opinions for constructive ways to improve work and work organizations. Sometimes these employees exercise voice and express their ideas, information, and opinions; and other times they engage in silence and withhold their ideas, information, and opinions. On the surface, expressing and withholding behaviours might appear to be polar opposites because silence implies not speaking

Linn Van Dyne; Isabel C. Botero

2003-01-01

306

Employee Perceived Training Effectiveness Relationship to Employee Attitudes  

ERIC Educational Resources Information Center

|Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

Sahinidis, Alexandros G.; Bouris, John

2008-01-01

307

Employee Perceived Training Effectiveness Relationship to Employee Attitudes  

ERIC Educational Resources Information Center

Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

Sahinidis, Alexandros G.; Bouris, John

2008-01-01

308

12 CFR 925.26 - Voluntary withdrawal from membership.  

Code of Federal Regulations, 2010 CFR

... 2009-01-01 false Voluntary withdrawal from membership. 925.26 Section...ASSOCIATES MEMBERS OF THE BANKS Withdrawal and Removal From Membership § 925.26 Voluntary withdrawal from membership. (a) In...

2009-01-01

309

75 FR 57281 - Patient Safety Organizations: Voluntary delisting  

Federal Register 2010, 2011, 2012, 2013

...Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary delisting AGENCY...voluntary relinquishment from the Florida Patient Safety Corporation of its status as a Patient Safety Organization (PSO). The Patient...

2010-09-20

310

24 CFR 972.212 - Timing of voluntary conversion.  

Code of Federal Regulations, 2013 CFR

...2013-04-01 false Timing of voluntary conversion. 972.212 Section 972.212...OF HOUSING AND URBAN DEVELOPMENT CONVERSION OF PUBLIC HOUSING TO TENANT-BASED ASSISTANCE Voluntary Conversion of Public Housing Developments...

2013-04-01

311

Rich Products Corporation Expands Voluntary Recall to All ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... announced a voluntary recall of certain Farm Rich® and Market Day® products is expanding its voluntary recall to include all products produced at ... More results from www.fda.gov/food/recallsoutbreaksemergencies/recalls

312

A Conceptualization of the Employee Branding Process  

Microsoft Academic Search

We propose a conceptual model of the employee branding process in which the employee brand image is driven by the messages employees receive and the mechanisms within employees' psyches that enable them to make sense of those messages. The model identifies various sources through which messages are delivered and describes the contributions of those sources to the employee branding process.

Sandra Jeanquart Miles; Glynn Mangold

2004-01-01

313

26 CFR 1.410(b)-3 - Employees and former employees who benefit under a plan.  

Code of Federal Regulations, 2013 CFR

...false Employees and former employees who benefit under a plan. 1.410...Thus, for example, a former employee benefits under a defined benefit plan...determination of whether a former employee benefits under a plan for purposes...

2013-04-01

314

29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.  

Code of Federal Regulations, 2013 CFR

...Post-employee restrictions on activities by former Officers and employees... RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees...Post-employee restrictions on activities by former Officers and...

2013-07-01

315

29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.  

Code of Federal Regulations, 2010 CFR

...Post-employee restrictions on activities by former Officers and employees... RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees...Post-employee restrictions on activities by former Officers and...

2009-07-01

316

29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.  

Code of Federal Regulations, 2010 CFR

...Post-employee restrictions on activities by former Officers and employees... RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees...Post-employee restrictions on activities by former Officers and...

2010-07-01

317

The Voluntary Euthanasia (Legalization) Bill (1936) revisited.  

PubMed Central

In view of the continuing debate on euthanasia, the restrictions and safeguards which were introduced into the Voluntary Euthanasia (Legislation) Bill 1936 are discussed. Proposals for a new Terminal Care and Euthanasia Bill are suggested, based on some of the principles of the Mental Health Act 1983.

Helme, T

1991-01-01

318

Voluntary Environmental Programs: A Comparative Perspective  

ERIC Educational Resources Information Center

Voluntary environmental programs (VEPs) are institutions for inducing firms to produce environmental goods beyond legal requirements. A comparative perspective on VEPs shows how incentives to sponsor and participate in VEPs vary across countries in ways that reveal their potential and limitations. Our brief survey examines conditions under which…

Prakash, Aseem; Potoski, Matthew

2012-01-01

319

School Ethical Climate and Teachers' Voluntary Absence  

ERIC Educational Resources Information Center

|Purpose: This paper aims to offer a theoretical framework for linking school ethical climate with teachers' voluntary absence. The paper attempts to explain this relationship using the concept of affective organizational commitment. Design/methodology/approach: Participants were 1,016 school teachers from 35 high schools in Israel. Data were…

Shapira-Lishchinsky, Orly; Rosenblatt, Zehava

2010-01-01

320

Voluntary Environmental Programs: A Comparative Perspective  

ERIC Educational Resources Information Center

|Voluntary environmental programs (VEPs) are institutions for inducing firms to produce environmental goods beyond legal requirements. A comparative perspective on VEPs shows how incentives to sponsor and participate in VEPs vary across countries in ways that reveal their potential and limitations. Our brief survey examines conditions under which…

Prakash, Aseem; Potoski, Matthew

2012-01-01

321

PERONEAL STIMULATOR WITH WIRELESS VOLUNTARY CONTROL  

Microsoft Academic Search

Microprocessor based, surface electrodes peroneal nerve stimulator that allows voluntary control of the stimulation has been developed. Easiness of use, minimum required maintenance and the compliance with the EC requirements were the main design goals. Radio frequency link between the crutch mounted push-button and the stimulator enables the patient to control the timing of stimulation. The use of conventional foot-switch

E. Ott; M. Munih; A. Kralj

322

Voluntary heart rate deceleration: A critical evaluation  

Microsoft Academic Search

This experiment was designed as a test of the view that the human heart rate (HR) deceleration response can be brought under voluntary control, when some form of exteroceptive feedback is available. Sixteen female volunteers were randomly assigned to two groups. The first group received instructions to decrease their HR plus a continuous negative (failure) binary feedback, while the second

Marc-André Bouchard; Jacques Labelle

1982-01-01

323

Altruism and Voluntary Provision of Public Goods  

Microsoft Academic Search

We study how people's predisposition towards altruism, as measured by tools developed by psychologists, affects their behaviour in a voluntary contributions public good environment. Earlier experiments provide evidence against the strong free rider hypothesis; however, contributions to the public good decrease with repetition. We investigate whether a high level of contributions can be sustained in groups of subjects who have

M. Dowling; O. Hall; L. Ma; K. Sherstyuk

2000-01-01

324

Altruism and voluntary provision of public goods  

Microsoft Academic Search

We study how people's predisposition towards altruism affects their behavior in a voluntary contributions public good experiment. We investigate whether a high level of contributions can be sustained in groups of subjects who have been pre-selected on the basis of their altruistic inclinations. In the first stage of the experiment, each subject responds to a psychology questionnaire that measures various

Katerina Sherstyuk; Oliver Hill; Malcolm Dowling; Leanne Ma

2002-01-01

325

Altruism and Voluntary Provision of Public Goods  

Microsoft Academic Search

We study how people's predisposition towards altruism, as measured by tools developed by psychologists, affects their behavior in a voluntary contributions public good experiment. Earlier experiments provide evidence against the strong free rider hypothesis; however, contributions to the public good decrease with repetition. We investigate whether a high level of contributions can be sustained in groups of subjects who have

Leanne Ma; Katerina Sherstyuk; Malcom Dowling; Oliver Hill

2000-01-01

326

DOE looking to voluntary syngas path  

Microsoft Academic Search

A voluntary approach to promoting synthetic gas production may be used instead of the mandatory plan under consideration for synthetic liquids. Both types of synthetic fuels are felt to be vital to assure future energy supplies for industry. Plans for syngas have not progressed as far as those for liquids, but planners are exploring cost, environmental, and financing considerations. The

Brodsky

1978-01-01

327

Cultural Dimensions Among Malaysian Employees  

Microsoft Academic Search

This study explores the similarities and differences of cultural values among the Malay, Chinese, and Indian management employees in Malaysia, mainly via a case study of Nestlé in Malaysia, one of the major multinational organisations in the country. Qualitative approach was taken where 13 management employees were interviewed. This study shows several new patterns of cultural values emerging among the

DAHLIA ZAWAWI

2008-01-01

328

More than money. [Employee compensation  

Microsoft Academic Search

Structured wisely, compensation and benefits packages become tactical tools that can unleash the power of utilities' secret weapon - their employees. In fact, in virtually all businesses, people are becoming the raw material of competitive advantage. The reason is this simple: competitive advantage comes from understanding what the market-place wants and then delivering it. And employees are the means through

J. M. Burns; A. D. Fokonas; R. F. Meischeid

2009-01-01

329

Share Repurchases and Employee Compensation  

Microsoft Academic Search

This paper focuses on the agency problem derived from the con‡ict of interest between employees and shareholders. I show that if employees are compensated with restricted stock or stock options, shareholders may engage in opportunistic share repurchases. Equityholders have an incentive to buy back stock after employment contracts have been signed because repurchases increase compensation sensitivity to …rm cash ‡ows

Ilona Babenko

2005-01-01

330

Assessing New Employee Orientation Programs  

ERIC Educational Resources Information Center

Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

Acevedo, Jose M.; Yancey, George B.

2011-01-01

331

Assessing new employee orientation programs  

Microsoft Academic Search

Purpose – This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design\\/methodology\\/approach – The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings – Although western organizations are revamping their NEO programs,

Jose M. Acevedo; George B. Yancey

2011-01-01

332

Training Guidelines for Employee Relations.  

ERIC Educational Resources Information Center

This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

Hotel and Catering Training Board, Wembley (England).

333

Counseling Employees: A Multifaceted Approach.  

ERIC Educational Resources Information Center

|This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

Sandhu, Daya Singh, Ed.

334

Community College Employee Wellness Programs  

ERIC Educational Resources Information Center

|This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program…

Thornton, L. Jay; Johnson, Sharon

2010-01-01

335

Community College Employee Wellness Programs  

ERIC Educational Resources Information Center

This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

Thornton, L. Jay; Johnson, Sharon

2010-01-01

336

Community College Employee Wellness Programs  

Microsoft Academic Search

This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information regarding funding, activities offered, program administration, participation rates, and incentives. The results

L. Jay Thornton; Sharon Johnson

2010-01-01

337

Housing Management: Employee Orientation Program.  

National Technical Information Service (NTIS)

The report is part of the Public Housing Management Improvement Program. This part of the program is an orientation program and it includes a procedure outline and new materials for holding group sessions to orient new employees; an employee newsletter; a...

1976-01-01

338

Assessing New Employee Orientation Programs  

ERIC Educational Resources Information Center

|Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

Acevedo, Jose M.; Yancey, George B.

2011-01-01

339

Counseling Employees: A Multifaceted Approach.  

ERIC Educational Resources Information Center

This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

Sandhu, Daya Singh, Ed.

340

An Analysis of Employee Motivation  

Microsoft Academic Search

This article presents the results of a survey that was designed to measure the attitude of employees toward the various phases of industrial quality motivation programs. This study was conducted with three categories of employees (engineers, factory workers, and supervisors), and the data are analyzed to determine the group attitudes as well as where and why significant differences in attitudes

Jerry L. Holman

1969-01-01

341

HIV voluntary counseling and testing: an experience from India  

Microsoft Academic Search

Despite proof of voluntary counseling and testing (VCT) effectiveness in HIV disease prevention and management, there are limited reports on experience with pre- and post-HIV-test counseling in developing countries. In view of this, we aimed to bring to the fore the voluntary counseling and testing experience at a tertiary healthcare center. The present study was conducted at the voluntary counseling

Madhu Vajpayee; Kamalika Mojumdar; Meenakshi Raina; Sharad Mishra; Vibhuti Sreenivas

2009-01-01

342

On the Assesment of Environmental Voluntary Agreements in Europe  

Microsoft Academic Search

The aim of this study is to gain insight on the factors leading to success or failure of environmental voluntary agreements. To do this we relied on a comparative case study covering twelve voluntary agreements from six different European countries. First, a general evaluation framework for assessing the performance of environmental voluntary agreements is presented. This framework takes into account

M. DE CLERCQ; R. Bracke

343

40 CFR 273.16 - Employee training.  

Code of Federal Regulations, 2012 CFR

...2012-07-01 2012-07-01 false Employee training. 273.16 Section 273...Universal Waste § 273.16 Employee training. A small quantity handler of universal waste must inform all employees who handle or have...

2012-07-01

344

40 CFR 68.83 - Employee participation.  

Code of Federal Regulations, 2013 CFR

...implementation of the employee participation...consult with employees and their representatives...the conduct and development of process hazards...analyses and on the development of the other...shall provide to employees and their...

2013-07-01

345

5 CFR 410.303 - Employee responsibilities.  

Code of Federal Regulations, 2013 CFR

...2013-01-01 2013-01-01 false Employee responsibilities. 410.303 Section...Implementing Training Programs § 410.303 Employee responsibilities. Employees are responsible for self-development, for successfully completing and...

2013-01-01

346

Employee Wellness: A Cost-Saving Approach.  

ERIC Educational Resources Information Center

Employee ill health causes high health costs. Employee "wellness" programs are instrumental in helping control rising health costs. Presents discussion on how to develop effective wellness programs and their benefits. Includes an employee survey. (MD)

Friedman, Glenn

1987-01-01

347

10 CFR 1060.301 - Government employees.  

Code of Federal Regulations, 2013 CFR

...2013-01-01 2013-01-01 false Government employees. 1060.301 Section 1060...PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part...

2013-01-01

348

28 CFR 105.24 - Employee's rights.  

Code of Federal Regulations, 2013 CFR

...Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled...

2013-07-01

349

10 CFR 30.7 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

350

10 CFR 63.9 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, that adversely affect an employee, may be predicated on nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

351

10 CFR 72.10 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

352

10 CFR 61.9 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

353

10 CFR 71.9 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

354

10 CFR 70.7 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

355

10 CFR 40.7 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

356

10 CFR 50.7 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

357

10 CFR 60.9 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...or others, which adversely affect an employee may be predicated upon nondiscriminatory...the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in protected activities does not...

2013-01-01

358

Factors influencing child welfare employee's turnover: Focusing on organizational culture and climate  

Microsoft Academic Search

Organizational culture and climate have been studied within the context of understanding the effectiveness of business and for-profit organizations. But these organizational factors have not been seriously considered in the social welfare literature, particularly in the child welfare area, even though Glisson and his colleagues have studied organizational culture and climate. This paper addresses this void through a systematic examination

Miseung Shim

2010-01-01

359

The impact of pre-employment integrity testing on employee turnover and inventory shrinkage losses  

Microsoft Academic Search

A major home improvement chain located primarily in the western United States initiated the use of thePersonnel Selection Inventory, a written integrity test, as part of its pre-employment hiring process. For two years only, those job applicants who passed this test and other pre-employment criteria were hired by the chain. Following the introduction of the inventory, there was: (1) a

Thomas S. Brown; John W. Jones; William Terris; Brian D. Steffy

1987-01-01

360

Relations of Job Characteristics From Multiple Data Sources With Employee Affect, Absence, Turnover Intentions, and Health  

Microsoft Academic Search

Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources—incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles—were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several

Paul E. Spector; Steve M. Jex

1991-01-01

361

The Impact Of Organizational Change, Structure And Leadership On Employee Turnover: A Case Study  

Microsoft Academic Search

Purpose - To provide the management team at BTSA Ltd with a practical guideline in managing organizational change through a designated lead change agent. Design\\/Methodology\\/approach - This guideline was developed by analyzing various organizational behaviour variables which included organizational structure, leadership and organizational culture. The objective of the case study is to provide a pragmatic approach to dealing with transformational

Steven H. Appelbaum

2008-01-01

362

Retail Food Protection: Employee Health and Personal ...  

Center for Food Safety and Applied Nutrition (CFSAN)

Retail Food Protection: Employee Health and Personal Hygiene Handbook. ... back to top. Employee Health and the Food Establishment. ... More results from www.fda.gov/food/guidanceregulation/retailfoodprotection

363

Employee occupational stress in banking.  

PubMed

Occupational stress literature emphasizes the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. However, in other regions such research is only at the introductory stages. The present study examines occupational stress of employees in the banking sector. A sample of 60 bank employees at different organizational levels and educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). Results of data analysis provided evidence that employees' educational levels affect the degree of stress they experience in various ways. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. The study also shows the degree to which some employees tend to bring work-related problems home (and take family problems to work) depends on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. Finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress. PMID:15860902

Michailidis, Maria; Georgiou, Yiota

2005-01-01

364

Addressing problems of employee performance.  

PubMed

Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems. PMID:21537142

McConnell, Charles R

365

Employee embezzlement: a growing problem.  

PubMed

Experts agree that the recession exposes all types of businesses, including medical practices, to a greater risk of employee fraud and embezzlement. There are many cases of employee embezzlement that can remain undetected for long periods of time, costing practices thousands of dollars from their top and bottom lines. In this article, we explore the reasons employees embezzle, the areas in which medical practices are at risk, and ways to safeguard your practice from this threat-in good times and in bad. PMID:20073167

Mathis, Deborah R; Lewis, Michael S

366

Voluntary reporting of greenhouse gases 1997  

SciTech Connect

The Voluntary Reporting of Greenhouse Gases Program, required by Section 1605(b) of the Energy Policy Act of 1992, records the results of voluntary measures to reduce, avoid, or sequester greenhouse gas emissions. In 1998, 156 US companies and other organizations reported to the Energy information Administration that, during 1997, they had achieved greenhouse gas emission reductions and carbon sequestration equivalent to 166 million tons of carbon dioxide, or about 2.5% of total US emissions for the year. For the 1,229 emission reduction projects reported, reductions usually were measured by comparing an estimate of actual emissions with an estimate of what emissions would have been had the project not been implemented.

NONE

1999-05-01

367

The Temporal Dynamics of Voluntary Emotion Regulation  

Microsoft Academic Search

BackgroundNeuroimaging has demonstrated that voluntary emotion regulation is effective in reducing amygdala activation to aversive stimuli during regulation. However, to date little is known about the sustainability of these neural effects once active emotion regulation has been terminated.Methodology\\/Principal FindingsWe addressed this issue by means of functional magnetic resonance imaging (fMRI) in healthy female subjects. We performed an active emotion regulation

Henrik Walter; Alexander von Kalckreuth; Dina Schardt; Achim Stephan; Thomas Goschke; Susanne Erk; André Aleman

2009-01-01

368

How voluntary actions modulate time perception  

Microsoft Academic Search

Distortions of time perception are generally explained either by variations in the rate of pacing signals of an “internal\\u000a clock”, or by lag-adaptation mechanisms that recalibrate the perceived time of one event relative to another. This study compares\\u000a these accounts directly for one temporal illusion: the subjective compression of the interval between voluntary actions and\\u000a their effects, known as ‘intentional

Dorit Wenke; Patrick Haggard

2009-01-01

369

School ethical climate and teachers' voluntary absence  

Microsoft Academic Search

Purpose – This paper aims to offer a theoretical framework for linking school ethical climate with teachers' voluntary absence. The paper attempts to explain this relationship using the concept of affective organizational commitment. Design\\/methodology\\/approach – Participants were 1,016 school teachers from 35 high schools in Israel. Data were collected by self-report questionnaires and tested against archival data. The GENMOD procedure

Orly Shapira-Lishchinsky; Zehava Rosenblatt

2010-01-01

370

Female Leadership in French Voluntary Associations  

Microsoft Academic Search

Drawing on a recent national survey, this article focuses on the female representation on executive committees in French voluntary\\u000a associations. To begin with, we observe that this representation is very unequal according to the different officer positions.\\u000a It is especially low among presidents while it is markedly higher among secretaries. Then, we study the relationship between\\u000a the associations’ attributes and

Lionel Prouteau; Muriel Tabariés

2010-01-01

371

Mitigating greenhouse gas emissions: Voluntary reporting  

SciTech Connect

The Voluntary Reporting Program, developed pursuant to Section 1605(b) of the Energy Policy Act of 1992, permits corporations, government agencies, households, and voluntary organizations to report on their emissions of greenhouse gases, and on actions taken that have reduced or avoided emissions or sequestered carbon, to the Energy Information Administration (EIA). This, the second annual report of the Voluntary Reporting Program, describes information provided by the participating organizations on their aggregate emissions and emissions reductions, as well as their emissions reduction or avoidance projects, through 1995. This information has been compiled into a database that includes reports from 142 organizations and descriptions of 967 projects that either reduced greenhouse gas emissions or sequestered carbon. Fifty-one reporters also provided estimates of emissions, and emissions reductions achieved, for their entire organizations. The projects described actions taken to reduce emissions of carbon dioxide from energy production and use; to reduce methane and nitrous oxide emissions from energy use, waste management, and agricultural processes; to reduce emissions of halocarbons, such as CFCs and their replacements; and to increase carbon sequestration.

NONE

1997-10-01

372

Employee Benefit Reporting After ERISA  

ERIC Educational Resources Information Center

The statutory reporting requirements of ERISA and some of the regulations recently promulgated are discussed. All type of employee benefit plans are covered. For journal availability see HE 508 741. (LBH)

Steen, Wesley W.

1976-01-01

373

Management's Role in Employee Performance.  

ERIC Educational Resources Information Center

|Good communication skills distinguish the poor manager from the effective manager. Effective communication skills on the part of managers can determine the effort and productivity of employees. (Author/MLF)|

Stephens, Bobby N.

1982-01-01

374

Implementing an Employee Assistance Program.  

ERIC Educational Resources Information Center

Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)

Gam, John; And Others

1983-01-01

375

Housing Management: Employee Orientation Program.  

National Technical Information Service (NTIS)

The report is part of the Public Housing Management Improvement Program. This part of the program consists of a handbook summarizing major policies affecting employment, a guide for the personnel office and supervisors introducing new employees, and orien...

1976-01-01

376

Giving Reasons for Terminating Employees  

Microsoft Academic Search

The legal review presented in this article, the writer says, should help administrators feel more comfortable with the task of formally evaluating teachers. He believes the practice of giving reasons for terminating employees will enhance the credibility of administrators.

J. P. Mahon

1979-01-01

377

Employee Compensation in Entrepreneurial Companies  

Microsoft Academic Search

Despite the central role played by human capital in entrepreneurship, little is known about how employees in entrepreneurial firms are compensated and incentivized. We address this gap in the literature by studying 18,935 non-CEO compensation contracts across 1,809 privately-held venture-backed companies. Our key finding is that employee compensation varies with the degree to which VCs versus founders control the business.

Ola Bengtsson; John R. M. Hand

2012-01-01

378

Labor Turnover Behavior: Japan Versus the West  

Microsoft Academic Search

Compared to other countries, Japan's labor turnover rate is generally said to be extremely low. It is believed that after taking a job upon graduation, most individuals work in the same firm until retirement without ever changing jobs. People take this as a sign of Japan's established lifetime employment system, but to how many individuals does this actually apply? Only

Yoshio Higuchi

1993-01-01

379

Calculating nursing turnover in New South Wales  

Microsoft Academic Search

A study of nursing staff turnover is being carried out by the Nursing Research Team from the Riverina-Murray Institute of Higher Education for the New South Wales College of Nursing and the New South Wales Department of Health. The general aim of the study is to provide information about the annual rate of loss of registered nurses from public hospitals

David Battersby; Stephen Kermode; Colin Boylan; Judith van der Wal; Ron Kerr; Brian King

1989-01-01

380

Mobility and Turnover among School Principals  

ERIC Educational Resources Information Center

|This paper uses administrative data from two states covering the school years 1987-1988 to 2000-2001 to examine principal turnover and mobility. We use a longitudinal event history modeling approach to examine whether individual characteristics of the principal and the school in which they work are related to different types of principal…

Gates, Susan M.; Ringel, Jeanne S.; Santibanez, Lucrecia; Guarino, Cassandra; Ghosh-Dastidar, Bonnie; Brown, Abigail

2006-01-01

381

Director Turnover: An Australian Academic Development Study  

ERIC Educational Resources Information Center

|Although it can be argued that directors of central academic development units (ADUs) are critical to the implementation of university teaching and learning strategies, it would appear there is a high director turnover rate. While research in the USA, the UK, and Australia illustrates that ADUs are frequently closed or restructured, that research…

Fraser, Kym; Ryan, Yoni

2012-01-01

382

Job Turnover Intentions Among Pharmacy Faculty  

PubMed Central

Objectives To determine the primary reasons why pharmacy faculty intend to remain or leave their current institution and why they left their most recent academic institution, and the relative contribution of various organizational and individual characteristics toward explaining variance in turnover intentions. Methods A survey instrument was e-mailed to pharmacy faculty members asking respondents to indicate up to 5 reasons for their intentions and up to 5 reasons why they left a previous institution. The survey also elicited perceptions on quality of work life in addition to demographic and institutional data, upon which turnover intentions were regressed using a forward-conditional procedure. Organizational commitment as a moderator of turnover intentions was regressed over the remaining variables not acting directly on employer intentions. Results Just over 1 in 5 respondents indicated intentions to leave their current academic institution. Excessive workload, seeking a new challenge, poor salary, and poor relationships with college or school administrators were frequently cited as reasons for leaving. Turnover intentions are influenced directly by department chair support and organizational commitment, which moderates various support and satisfaction variables. Conclusions Pharmacy faculty members’ decision to remain or leave an institution is dependent upon developing a sense of commitment toward the institution. Commitment is facilitated by support from the institution and department chair, in addition to a sense of satisfaction with the teaching environment.

Conklin, Mark H.

2007-01-01

383

Director Turnover: An Australian Academic Development Study  

ERIC Educational Resources Information Center

Although it can be argued that directors of central academic development units (ADUs) are critical to the implementation of university teaching and learning strategies, it would appear there is a high director turnover rate. While research in the USA, the UK, and Australia illustrates that ADUs are frequently closed or restructured, that research…

Fraser, Kym; Ryan, Yoni

2012-01-01

384

Ownership structure and top executive turnover  

Microsoft Academic Search

We report that ownership structure significantly affects the likelihood of a change in top executive. Controlling for stock price performance, the probability of top executive turnover is negatively related to the ownership stake of officers and directors and positively related to the presence of an outside blockholder. In addition, the likehood of a change in top executive is significantly less

David J. Denis; Diane K. Denis; Atulya Sarin

1997-01-01

385

Pay, Performance, and Turnover of Bank CEOs  

Microsoft Academic Search

We studied the relation of CEO pay and turnover to performance and characteristics of companies in a new data set that covers large commercial banks over the period 1982-87. For newly hired CEOs, the elasticity of pay with respect to assets is about one-third. As experience increases, the correlation between compensation and assets diminishes for about four years and then

Jason R. Barro; Robert J. Barro

1990-01-01

386

SALESFORCE TURNOVER IN AUSTRALIAN DIRECT SELLING ORGANISATIONS  

Microsoft Academic Search

Little is known about the research issue of direct salesforce turnover, despite high annual attrition rates This research measures the relationships between key variables to identify and quantify contributing factors to the attrition of Australian direct sales consultants. Performance, met expectations, image of the activity, job satisfaction and organisational commitment are found to be strongly and positively related to stated

Rowan Kennedy

387

Decreased bone turnover in oral contraceptive users  

Microsoft Academic Search

The objective of this study was to determine the effect of oral contraceptive pills on bone turnover. The design consisted of a cross-sectional analysis of a prospective cohort. There were 52 women taking oral contraceptives and 156 nonuser controls from a large cohort of 1039 healthy women, aged 31–89 years (OFELY study). Most users were taking combined oral contraceptives containing

P. Garnero; E. Sornay-Rendu; P. D. Delmas

1995-01-01

388

Determinants of Civilian High Grade Turnover.  

National Technical Information Service (NTIS)

The commander of a major Air Force organization with a high percentage of civilian personnel requested a special study of high grade civilian turnover in an attempt to be pro-active to an anticipated favorable industrial hiring climate in the next two to ...

J. S. Austin M. D. Meyer B. R. Jolly N. R. Mehserle

1984-01-01

389

Managing Student Employees in a Recruitment Setting.  

ERIC Educational Resources Information Center

A discussion of student-employee management in the college admissions office looks at the philosophy underlying student use in this function, employee recruitment and hiring practices, training and compensation, monitoring of student-employee performance, and the personal and professional rewards of working with student employees in this context.…

Blackburn-Smith, Jefferson; Lembo, Laura

1998-01-01

390

28 CFR 97.12 - Employee training.  

Code of Federal Regulations, 2013 CFR

...2013-07-01 2013-07-01 false Employee training. 97.12 Section 97.12...DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport...of a minimum of 100 hours of employee training before an employee may...

2013-07-01

391

Employee Ownership Plans. Background Paper No. 34.  

ERIC Educational Resources Information Center

Employee ownership through employee stock ownership plans (ESOPs) was first mentioned in federal legislation in the Regional Rail Reorganization Act of 1973. Since then, at least 19 pieces of federal legislation have been enacted that deal with employee ownership in some way, including the Employee Retirement Income Security Act (ERISA) and tax…

Stern, Robert N.

392

Acknowledging and Accounting for Employee Benefits  

Microsoft Academic Search

Employee benefits are all forms of counter services granted by an entity in return to services given by the employees. This category includes only the benefits covered by the entity, not those from the state or the employee on the payroll. The employer counting and presenting all the benefits of the employees, including those provided on the basis of official

Florentina MOISESCU; Iuliana MIHAI

2009-01-01

393

28 CFR 97.12 - Employee training.  

Code of Federal Regulations, 2010 CFR

...2009-07-01 2009-07-01 false Employee training. 97.12 Section 97.12...DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport...of a minimum of 100 hours of employee training before an employee may...

2009-07-01

394

28 CFR 97.12 - Employee training.  

Code of Federal Regulations, 2010 CFR

...2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12...DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport...of a minimum of 100 hours of employee training before an employee may...

2010-07-01

395

Job Burnout among Airline Employees in JapanA Study of the Buffering Effects of Absence and Supervisory Support  

Microsoft Academic Search

The present study focuses on the cultural meaning and effectiveness of coping strategies on the process of burnout among Japanese employees in the airline industry. The role of self-applied and other-applied strategies for coping with burnout is investigated. Voluntary absence and supervisory support were chosen as the self- and other-applied coping mechanisms because of their theoretical and contextual relevance. The

Louise Tourigny; Vishwanath V. Baba; Terri R. Lituchy

2005-01-01

396

Making Sense of the Barriers Women Face in the Information Technology Work Force: Standpoint Theory, Self-disclosure, and Causal Maps  

Microsoft Academic Search

Two theoretical perspectives (i.e., standpoint theory and the communication boundary management theory) were used to investigate the comments that 39 female information technology (IT) employees made during focus groups as they discussed issues related to workplace barriers and voluntary turnover. The revealed causal mapping method was used to analyze the women’s responses. Voluntary turnover decisions were influenced by work schedule

Myria Watkins Allen; Deborah J. Armstrong; Cynthia K. Riemenschneider; Margaret F. Reid

2006-01-01

397

A closer look at decisions to quit  

Microsoft Academic Search

Aspects of March and Simon’s (1958) subjective expected utility model and a prediction of Lee and Mitchell’s (1994) unfolding model of voluntary employee turnover were tested. A policy capturing simulation that varied high, moderate, and low levels of five job characteristics was used to model voluntary turnover decision processes for 532 nurses. Survey measures of these job characteristics obtained over

Craig J. Russell; Mary Van Sell

398

Move over! Stock turnover, retrofit and industrial energy efficiency  

Microsoft Academic Search

We demonstrate the importance of stock turnover on industrial energy efficiency through a literature review and a case study of energy-intensive equipment, i.e. the electric arc furnace in the US steel industry. We describe the common methods for assessing stock turnover. We have found that both stock turnover and retrofit are important elements to explain the energy efficiency improvement rates.

Ernst Worrell; Gijs Biermans

2005-01-01

399

Job Turnover of CEOs in Teaching and Nonteaching Hospitals.  

ERIC Educational Resources Information Center

Using data published annually by the American Hospital Association, the turnover rates of chief executive officers at 800 teaching and 4,700 non-teaching hospitals were compared. Teaching hospital CEOs experienced less turnover than did nonteaching hospital CEOs. The higher-turnover hospitals typically under-perform relative to other hospitals.…

Weil, Peter A.

1990-01-01

400

Review of nursing turnover research, 1977–1996  

Microsoft Academic Search

Turnover represents a major problem for health care services in terms of cost and quality of care given. As a result, turnover has been the subject of a large number of investigations. However, the variety of study populations, research methodologies, and inconsistent definitions and measurements of turnover lead to difficulties when attempting to compare studies. The purpose of this paper

Teresa Wai Chi Tai; Sherry I. Bame; Chester D. Robinson

1998-01-01

401

41 CFR 109-27.5002 - Stores inventory turnover ratio.  

Code of Federal Regulations, 2010 CFR

...2010-07-01 false Stores inventory turnover ratio. 109-27.5002 Section 109-27... § 109-27.5002 Stores inventory turnover ratio. Comparison of investment...comparison may be expressed either as a turnover ratio (dollar value of issues...

2010-07-01

402

41 CFR 109-27.5002 - Stores inventory turnover ratio.  

Code of Federal Regulations, 2010 CFR

...2009-07-01 false Stores inventory turnover ratio. 109-27.5002 Section 109-27... § 109-27.5002 Stores inventory turnover ratio. Comparison of investment...comparison may be expressed either as a turnover ratio (dollar value of issues...

2009-07-01

403

Firm performance, corporate governance, and top executive turnover in Japan  

Microsoft Academic Search

We examine the role of corporate governance mechanisms during top executive turnover in Japanese corporations. Consistent with evidence from U.S. data, the likelihood of nonroutine turnover is significantly related to industry-adjusted return on assets, excess stock returns, and negative operating income, but is not related to industry performance. The sensitivity of nonroutine turnover to earnings performance is higher for firms

Jun-Koo Kang; Anil Shivdasani

1995-01-01

404

Below the Salary Line: Employee Engagement of Non-Salaried Employees  

ERIC Educational Resources Information Center

|This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Shuck, Brad; Albornoz, Carlos

2007-01-01

405

The Pygmalion Process and Employee Creativity  

Microsoft Academic Search

The study examined the Pygmalion process for creativity among 140 R&D employees. Results generally supported the Pygmalion model. Supervisors holding higher expectations for employee creativity were perceived by employees as behaving more supportively of creativity. The effects of these behaviors on employee creative self-efficacy were mediated by employee view of creativity expectations. Creative self-efficacy mediated the effects of supervisor expectations,

Steven M. Farmer

2004-01-01

406

Voluntariness in clinical research at the end of life.  

PubMed

Voluntariness is a requirement that is frequently voiced in research ethics but is poorly understood. This article seeks to clarify voluntariness and assess its significance in clinical research at the end of life. First, what voluntariness is and why we consider it important is considered. Next, where voluntariness fits in the overall context of making clinical research ethical is clarified. Finally, the murky terms "vulnerability," "exploitation," and "coercion" are clarified and their relationship to voluntariness examined. The danger of using some of these terms is that they carry a lot of moral weight and labeling patients as "vulnerable" or "coerced" can close off conversation because they are reflexively associated with unethical research. Finally, correctly characterized threats to voluntariness are examined and ways to ameliorate them are presented. PMID:12691694

Agrawal, Manish

2003-04-01

407

Voluntariness of Permissions Required for Security Measures  

Microsoft Academic Search

Employing security measures is a common practice for companies. However, some security measures intrude upon personal rights of employees e.g. privacy, their personal life, or dignity. In these cases their consent is required. But usually there exists quite an imbalance of power and information between both parties. As fundamental rights in certain cases even protect someone from him\\/herself, not everywhere

Michael Sonntag

2004-01-01

408

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2013 CFR

...individuals, groups, and students. Nothing in this section shall be construed...require Federal employees to work without compensation or to...students receiving credit for their work (i.e., student teaching...sustained during the performance of work assignments. (2)...

2013-04-01

409

Data Consistency in a Voluntary Medical Incident Reporting System  

Microsoft Academic Search

Voluntary medical incident reporting systems are a valuable source for studying adverse events and near misses. Unfortunately,\\u000a such systems usually contain a large amount of incomplete and inaccurate reports which negatively affect their utility for\\u000a medical error research. To investigate the reporting quality and propose solutions towards quality voluntary reports, we employed\\u000a a content analysis method to examine one-year voluntary

Yang Gong

410

The parallel programming of voluntary and reflexive saccades  

Microsoft Academic Search

A novel two-step paradigm was used to investigate the parallel programming of consecutive, stimulus-elicited (‘reflexive’) and endogenous (‘voluntary’) saccades. The mean latency of voluntary saccades, made following the first reflexive saccades in two-step conditions, was significantly reduced compared to that of voluntary saccades made in the single-step control trials. The latency of the first reflexive saccades was modulated by the

Robin Walker; Eugene McSorley

2006-01-01

411

South Carolina Jurisdictions Enrolled in the Draft Voluntary ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... South Carolina Jurisdictions Enrolled in the Draft Voluntary National Retail Food Regulatory Program Standards. ... October 2011. South Carolina. ... More results from www.fda.gov/food/guidanceregulation/retailfoodprotection

412

General Mills Announces Voluntary Recall of Limited Quantity ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... General Mills Announces Voluntary Recall of Limited Quantity of Refrigerated Pillsbury Cinnamon Rolls With Icing. No Other ... More results from www.fda.gov/food/recallsoutbreaksemergencies/recalls

413

World Class Distribution Issues Voluntary Allergy Alert On ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... the company. World Class Distribution Issues Voluntary Allergy Alert On Undeclared Soy In Southwest Salad. Contact Consumer ... More results from www.fda.gov/food/recallsoutbreaksemergencies/recalls

414

Rhode Island Jurisdictions Enrolled in the Draft Voluntary ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... Rhode Island Jurisdictions Enrolled in the Draft Voluntary National Retail Food Regulatory Program Standards. ... October 2012. Rhode Island. ... More results from www.fda.gov/food/guidanceregulation/retailfoodprotection

415

New York Jurisdictions Enrolled in the Draft Voluntary ...  

Center for Food Safety and Applied Nutrition (CFSAN)

... New York Jurisdictions Enrolled in the Draft Voluntary National Retail Food Regulatory Program Standards. ... July 2011. New York. ... More results from www.fda.gov/food/guidanceregulation/retailfoodprotection

416

Turnover intention in new graduate nurses: a multivariate analysis  

PubMed Central

Title Turnover intention in new graduate nurses: a multivariate analysis Aim This paper is a report of a study to determine the relationship of new nurse turnover intent with individual characteristics, work environment variables and organizational factors and to compare new nurse turnover with actual turnover in the 18 months of employment following completion of a residency. Background Because of their influence on patient safety and health outcomes nurse turnover and turnover intent have received considerable attention worldwide. When nurse staffing is inadequate, especially during nursing shortages, unfavourable clinical outcomes have been documented. Method Prospective data collection took place from 1999 to 2006 with 889 new paediatric nurses who completed the same residency. Scores on study instruments were related to likelihood of turnover intent using logistic regression analysis models. Relationships between turnover intent and actual turnover were compared using Kaplan–Meier survivorship. Results The final model demonstrated that older respondents were more likely to have turnover intent if they did not get their ward choice. Also higher scores on work environment and organizational characteristics contributed to likelihood that the new nurse would not be in the turnover intent group. These factors distinguish a new nurse with turnover intent from one without 79% of the time. Increased seeking of social support was related to turnover intent and older new graduates were more likely to be in the turnover intent group if they did not get their ward choice. Conclusion When new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds against turnover intent decrease. What is already known about this topic There is concern in many countries about nurse turnover and the resulting effects on patient safety and quality of care. Decreasing ability to recruit experienced nurses has increased the emphasis on recruitment of new graduate nurses, particularly in the United States of America. Historically, new graduate nurses have a high turnover rate within the first year of employment. What this paper adds When new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds of turnover intent decrease. Increased seeking social support to cope with the transition from student to competent Registered Nurse is related to turnover intent. Older graduates (>30) are 4·5 times more likely to have turnover intent if they do not get their ward of choice.

Beecroft, Pauline C; Dorey, Frederick; Wenten, Made

2008-01-01

417

Voluntary response to energy conservation appeals  

SciTech Connect

Previous studies that examined response to the oil embargo in terms of home energy use support the hypothesis that household reduction in energy use exceeded that which can be explained by changes in market price or real income. Additional supporting evidence from a study in College Station, Texas found this difference to be four per cent. The author finds that the factors responsible for this voluntary response vary by geographic areas. He concludes that these factors make it difficult to compare energy conservation response across studies. 14 references, 1 table.

Walker, J.M.

1980-06-01

418

36 CFR 905.735-106 - Notification to employees and special Government employees.  

Code of Federal Regulations, 2011 CFR

... false Notification to employees and special Government employees. 905.735-106 Section...Property PENNSYLVANIA AVENUE DEVELOPMENT CORPORATION STANDARDS OF...735-106 Notification to employees and special Government...

2011-07-01

419

36 CFR 905.735-106 - Notification to employees and special Government employees.  

Code of Federal Regulations, 2012 CFR

... false Notification to employees and special Government employees. 905.735-106 Section...Property PENNSYLVANIA AVENUE DEVELOPMENT CORPORATION STANDARDS OF...735-106 Notification to employees and special Government...

2012-07-01

420

Replicator dynamics with turnover of players.  

PubMed

We study adaptive dynamics in games where players abandon the population at a given rate and are replaced by naive players characterized by a prior distribution over the admitted strategies. We demonstrate how such a process leads macroscopically to a variant of the replicator equation, with an additional term accounting for player turnover. We study how Nash equilibria and the dynamics of the system are modified by this additional term for prototypical examples such as the rock-paper-scissors game and different classes of two-action games played between two distinct populations. We conclude by showing how player turnover can account for nontrivial departures from Nash equilibria observed in data from lowest unique bid auctions. PMID:24032882

Juul, Jeppe; Kianercy, Ardeshir; Bernhardsson, Sebastian; Pigolotti, Simone

2013-08-08

421

Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support  

Microsoft Academic Search

This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life

Alma McCarthy; Jeanette N. Cleveland; Sam Hunter; Colette Darcy; Geraldine Grady

2012-01-01

422

Costing child protective services staff turnover.  

PubMed

This article details the process used in one state to determine the financial costs to the child welfare agency accrued over the course of one year that were directly attributable to CPS staff turnover. The formulas and process for calculating specific cost elements due to separation, replacement and training are provided. The practical considerations inherent in this type of analysis are highlighted, as well as the use of this type of data to inform agency human resource strategies. PMID:11021345

Graef, M I; Hill, E L

423

Cholesterol turnover in the central nervous system  

Microsoft Academic Search

Immature rat brains were examined for a metabolite of cholesterol which could conceivably form in the central nervous system\\u000a as a result of cholesterol turnover. A basic assumption was made that an acidic product would be formed, preferentially by\\u000a oxidative degradation of the cholesterol side chain. Chemical fractionation of brain tissue and thin-layer chromatography\\u000a of an appropriate acidic fraction indicated

Harold J. Nicholas

1965-01-01

424

Ganglioside\\/glycosphingolipid turnover: New concepts  

Microsoft Academic Search

In this review focus is given to the metabolic turnover of gangliosides\\/glycosphingolipids. The metabolism and accompanying\\u000a intracellular trafficking of gangliosides\\/glycosphingolipids is illustrated with particular attention to the following events:\\u000a (a) the de novo biosynthesis in the endoplasmic reticulum and Golgi apparatus, followed by vesicular sorting to the plasma membrane; (b)\\u000a the enzyme-assisted chemical modifications occurring at the plasma membrane level;

G. Tettamanti

2003-01-01

425

Bone turnover markers: use in osteoporosis.  

PubMed

Biochemical markers of bone turnover (bone turnover markers, BTMs) can be used to study changes in bone remodelling in osteoporosis. Investigators and clinicians should be aware of the appropriate sample collection and storage conditions for optimum measurements of these markers. Improvements in the variability of BTM measurements have resulted from the development of assays for automated analysers, and from international consensus regarding their use. Appropriate reference intervals should be used for the optimum interpretation of results. BTMs can provide information that is useful for the management of patients with osteoporosis, for both the initial clinical assessment and for guiding and monitoring of treatment. BTMs are clinically useful to determine possible causes of secondary osteoporosis by identifying patients with high bone turnover and rapid bone loss. In the follow-up of treatment response, BTM levels respond rapidly to both anabolic and antiresorptive treatments. BTM changes can also be used for understanding the mechanism of action of drugs in development and identifying the correct dose; they are also potentially useful as surrogate biomarkers for fracture. PMID:22664836

Naylor, Kim; Eastell, Richard

2012-06-05

426

Stress, health and well-being: the mediating role of employee and organizational commitment.  

PubMed

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally. PMID:24157512

Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

2013-10-11

427

Employee Benefits: New Directions. Corporate Support for Employees with Dependents.  

ERIC Educational Resources Information Center

|Written for employers, this pamphlet provides a concise picture of many aspects of employer supported child care. The influx of working parents into the workplace--especially mothers with young children--has increased stress and pressure for both employees and employers. This, in turn, has increased the mutual dependence between businesses and…

Arkansas Advocates for Children and Families, Little Rock.

428

Employee Orientation and Job Satisfaction among Professional Employees in Hospitals.  

ERIC Educational Resources Information Center

|This study examines the relationship between job satisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting job satisfaction. Replication in other…

Jauch, Lawrence R.; Sekaran, Uma

1978-01-01

429

Exploring Employee Engagement from the Employee Perspective: Implications for HRD  

ERIC Educational Resources Information Center

|Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…

Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.

2011-01-01

430

Creating value for employees: investment in employee development  

Microsoft Academic Search

Relying on a social exchange theory we examine the relationships among perceived investment in employees' development (PIED), job satisfaction, organizational commitment and intent to leave. Individual-level analyses from a sample of 405 nurses from two countries indicate that PIED is positively associated with job satisfaction and affective commitment but not with continuance commitment. As expected, job satisfaction and affective commitment

Chay Hoon Lee; Norman T. Bruvold

2003-01-01

431

Health and turnover of working mothers after childbirth via the work-family interface: an analysis across time.  

PubMed

This study examined organizational levers that impact work-family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women's health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research. PMID:21604833

Carlson, Dawn S; Grzywacz, Joseph G; Ferguson, Merideth; Hunter, Emily M; Clinch, C Randall; Arcury, Thomas A

2011-09-01

432

Voluntary versus spontaneous swallowing in man.  

PubMed

This review examines the evidence regarding the clinical and neurophysiological differences between voluntary and spontaneous swallows. From the clinical point of view, voluntary swallow (VS) occurs when a human has a desire to eat or drink during the awake and aware state. Spontaneous swallow (SS) is the result of accumulated saliva and/or food remnants in the mouth. It occurs without awareness while awake and also during sleep. VS is a part of eating behavior, while SS is a type of protective reflex action. In VS, there is harmonized and orderly activation of perioral, lingual, and submental striated muscles in the oral phase. In SS, the oral phase is bypassed in most cases, although there may be partial excitation. Following the oral phase, both VS and SS have a pharyngeal phase, which is a reflex phenomenon that protects the upper airway from any escape of food and direct the swallowed material into the esophagus. This reflexive phase of swallowing should not be confused with SS. VS and SS are similar regarding their dependence on the swallowing Central Pattern Generator (CPG) at the brainstem, which receives sensory feedback from the oropharynx. There are differences in the role of the corticobulbar input between VS and SS. PMID:21161279

Ertekin, Cumhur

2010-12-15

433

What we think before a voluntary movement.  

PubMed

A central feature of voluntary movement is the sense of volition, but when this sense arises in the course of movement formulation and execution is not clear. Many studies have explored how the brain might be actively preparing movement before the sense of volition; however, because the timing of the sense of volition has depended on subjective and retrospective judgments, these findings are still regarded with a degree of scepticism. EEG events such as beta event-related desynchronization and movement-related cortical potentials are associated with the brain's programming of movement. Using an optimized EEG signal derived from multiple variables, we were able to make real-time predictions of movements in advance of their occurrence with a low false-positive rate. We asked participants what they were thinking at the time of prediction: Sometimes they were thinking about movement, and other times they were not. Our results indicate that the brain can be preparing to make voluntary movements while participants are thinking about something else. PMID:23363409

Schneider, Logan; Houdayer, Elise; Bai, Ou; Hallett, Mark

2013-01-30

434

Treatment staff turnover in organizations implementing evidence-based practices: Turnover rates and their association with client outcomes  

PubMed Central

High staff turnover has been described as a problem for the substance use disorder treatment field. This assertion is based primarily on the assumption that staff turnover adversely impacts treatment delivery and effectiveness. This assumption, however, has not been empirically tested. In this study, we computed annualized rates of turnover for treatment staff (n=249) participating in an evidence-based practice implementation initiative and examined the association between organizational-level rates of staff turnover and client-level outcomes. Annualized rates of staff turnover were 31% for clinicians and 19% for clinical supervisors. Additionally, multilevel analyses did not reveal the expected relationship between staff turnover and poorer client-level outcomes. Rather, organizational-level rates of staff turnover were found to have a significant positive association with two measures of treatment effectiveness: less involvement in illegal activity and lower social risk. Possible explanations for these findings are discussed.

Garner, Bryan R.; Hunter, Brooke D.; Modisette, Kathryn C.; Ihnes, Pamela C.; Godley, Susan H.

2011-01-01

435

Treatment staff turnover in organizations implementing evidence-based practices: turnover rates and their association with client outcomes.  

PubMed

High staff turnover has been described as a problem for the substance use disorder treatment field. This assertion is based primarily on the assumption that staff turnover adversely impacts treatment delivery and effectiveness. This assumption, however, has not been empirically tested. In this study, we computed annualized rates of turnover for treatment staff (N = 249) participating in an evidence-based practice implementation initiative and examined the association between organizational-level rates of staff turnover and client-level outcomes. Annualized rates of staff turnover were 31% for clinicians and 19% for clinical supervisors. In addition, multilevel analyses did not reveal the expected relationship between staff turnover and poorer client-level outcomes. Rather, organizational-level rates of staff turnover were found to have a significant positive association with two measures of treatment effectiveness: less involvement in illegal activity and lower social risk. Possible explanations for these findings are discussed. PMID:22154040

Garner, Bryan R; Hunter, Brooke D; Modisette, Kathryn C; Ihnes, Pamela C; Godley, Susan H

2011-12-05

436

Aging, Labor Turnover and Firm Performance  

Microsoft Academic Search

We study whether older workers are costly to firms. Our estimation equations are derived from a variant of the decomposition methods frequently used for measuring micro-level sources of industry productivity growth. By using comprehensive linked employer-employee data from the Finnish business sector, we study the productivity and wage effects, and hence the profitability effects, of hiring and separation of younger

Pekka Ilmakunnas; Mika Maliranta

2007-01-01

437

16 CFR 1031.7 - Commission support of voluntary standards activities.  

Code of Federal Regulations, 2013 CFR

...voluntary safety standards development...epidemiological and health science information and explanations...voluntary standards for specific...research, health science data...voluntary standard activity in...disseminating information and...

2013-01-01

438

46 CFR 5.201 - Voluntary deposits in event of mental or physical incompetence.  

Code of Federal Regulations, 2011 CFR

...Voluntary deposits in event of mental or physical incompetence. 5.201 Section 5...Voluntary deposits in event of mental or physical incompetence. (a) A holder may...case where there is evidence of mental or physical incompetence. A voluntary...

2011-10-01

439

46 CFR 5.201 - Voluntary deposits in event of mental or physical incompetence.  

Code of Federal Regulations, 2012 CFR

...Voluntary deposits in event of mental or physical incompetence. 5.201 Section 5...Voluntary deposits in event of mental or physical incompetence. (a) A holder may...case where there is evidence of mental or physical incompetence. A voluntary...

2012-10-01

440

36 CFR 1201.19 - How can I resolve my debt through voluntary repayment?  

Code of Federal Regulations, 2012 CFR

... How can I resolve my debt through voluntary repayment...and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION... How can I resolve my debt through voluntary repayment...you be allowed to repay the debt through a voluntary...

2012-07-01

441

36 CFR 1201.19 - How can I resolve my debt through voluntary repayment?  

Code of Federal Regulations, 2011 CFR

... How can I resolve my debt through voluntary repayment...and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION... How can I resolve my debt through voluntary repayment...you be allowed to repay the debt through a voluntary...

2011-07-01

442

75 FR 78257 - Agency Information Collection Activities; Proposed Collection; Comment Request; Voluntary...  

Federal Register 2010, 2011, 2012, 2013

...Collection; Comment Request; Voluntary Cosmetic Registration Program AGENCY: Food and...associated with the Agency's Voluntary Cosmetic Registration Program (VCRP). DATES...of information technology. Voluntary Cosmetic Registration Program--21 CFR...

2010-12-15

443

42 CFR 137.204 - How will this voluntary national uniform data set be developed?  

Code of Federal Regulations, 2010 CFR

...will this voluntary national uniform data set be developed? 137.204 Section...will this voluntary national uniform data set be developed? IHS will work...annual voluntary uniform subset of data that is consistent with...

2009-10-01

444

42 CFR 137.204 - How will this voluntary national uniform data set be developed?  

Code of Federal Regulations, 2010 CFR

...will this voluntary national uniform data set be developed? 137.204 Section...will this voluntary national uniform data set be developed? IHS will work...annual voluntary uniform subset of data that is consistent with...

2010-10-01

445

12 CFR 563b.670 - Will OTS approve my voluntary supervisory conversion application?  

Code of Federal Regulations, 2013 CFR

...OTS approve my voluntary supervisory conversion application? 563b.670 Section...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Ots Review of the Voluntary...

2013-01-01

446

12 CFR 563b.660 - What must I include in my voluntary supervisory conversion application?  

Code of Federal Regulations, 2013 CFR

...I include in my voluntary supervisory conversion application? 563b.660 Section...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Voluntary Supervisory Conversion...

2013-01-01

447

12 CFR 192.660 - What must I include in my voluntary supervisory conversion application?  

Code of Federal Regulations, 2013 CFR

...I include in my voluntary supervisory conversion application? 192.660 Section...CURRENCY, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Voluntary Supervisory Conversion...

2013-01-01

448

38 CFR 21.3024 - Nonduplication; Federal Employees' Compensation Act.  

Code of Federal Regulations, 2013 CFR

...Nonduplication; Federal Employees' Compensation Act. 21.3024 Section...Nonduplication; Federal Employees' Compensation Act. (a) Civilian...Programs, under the Federal Employees' Compensation Act (FECA) based...

2013-07-01

449

22 CFR 1203.735-104 - Applicability to detailed employees.  

Code of Federal Regulations, 2013 CFR

... Applicability to detailed employees. 1203.735-104 Section...UNITED STATES INTERNATIONAL DEVELOPMENT COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT... Applicability to detailed employees. All the...

2013-04-01

450

Integrating Voluntary Simplicity of Lifestyle into Home Economics.  

ERIC Educational Resources Information Center

|This curriculum guide presents guidelines for teaching concepts of Voluntary Simplicity in home economics in Florida. (Voluntary Simplicity is a lifestyle in which individuals choose to live more simply, considering the limited nature of the world's resources.) It is designed for use as a separate unit within different subject matter areas or as…

Pestle, Ruth E.

451

Consumer Participation: The Voluntary Sector and the Concept of Power  

Microsoft Academic Search

The relationship between voluntary agencies and their consumers has been the subject of very little, if any, empirical research. The burden of this paper is to highlight questions appropriate for investigation. It explores the idea of a ‘power’ relationship between voluntary agencies and consumers, and makes particular reference to the theory of a social construction of disability. Questions are raised

Robert F. Drake

1992-01-01

452

Management of common property resources: Limits to voluntary collective action  

Microsoft Academic Search

This paper finds that the voluntary collective action may be an alternative to market and government in the management of common property resources. In developing countries, the people's capabilities to harness the preserved commons and the fairness in the appropriation of benefits from them are the limits on the voluntary collective action. It shows that collective action is possible if

M. N. Murty

1994-01-01

453

Voluntary approaches in protection of forests in Austria  

Microsoft Academic Search

Voluntary contributions to biodiversity conservation efforts in private forests of Austria have a long tradition which dates back to the 19th century. The most important remnants of undisturbed forests of the Alps today owe their existence to these voluntary initiatives by forest owners. In this earlier period the protection of forest areas by decree or biodiversity conservation initiatives on public

G. Frank; F. Müller

2003-01-01

454

How Effective Are Voluntary Plans With Magnet Schools?  

Microsoft Academic Search

This study compares the desegregation effectiveness of voluntary plans with magnet schools to mandatory reassignment plans with magnet schools in a sample of 20 school districts. The analysis suggests that a magnet school plan based primarily on voluntary transfers will produce greater long-term interracial exposure than a mandatory reassignment plan with magnet components. This is probably due to the greater

Christine H. Rossell

1988-01-01

455

Voluntary euthanasia under control? Further empirical evidence from The Netherlands  

Microsoft Academic Search

Nineteen ninety-six saw the publication of a major Dutch survey into euthanasia in the Netherlands. This paper outlines the main statistical findings of this survey and considers whether it shows that voluntary euthanasia is under effective control in the Netherlands. The paper concludes that although there has been some improvement in compliance with procedural requirements, the practice of voluntary euthanasia

H Jochemsen; J Keown

1999-01-01

456

A SIMPLE MODEL OF VOLUNTARY VS MANDATORY LABELLING OF GMOS  

Microsoft Academic Search

We consider the welfare impact of the mandatory and voluntary labelling to inform consumers on GMOs content in foods. With a model of vertical differentiation in competitive markets, we evaluate the effects on price equilibrium and welfare levels. We find that the mandatory labelling scheme would be optimal in those countries with more GMO-averse consumers and no-GMOs practices producers. Voluntary

Stefanie Kirchhoff; Angelo M. Zago

2001-01-01

457

Voluntary and reflexive eye movements to illusory lengths  

Microsoft Academic Search

Considerable debate surrounds the extent and manner that motor control is, like perception, susceptible to visual illusions. Using the Brentano version of the Müller-Lyer illusion, we measured the accuracy of voluntary and reflexive eye movements to the endpoints of equal length line segments that appeared different (Experiment 1) and different length line segments that appeared equal (Experiment 3). Voluntary and

Gregory J. Digirolamo; Jason S. McCarley; Arthur F. Kramer; Harry J. Griffin

2008-01-01

458

Do Family Firms Provide More or Less Voluntary Disclosure?  

Microsoft Academic Search

We examine the voluntary disclosure practices of family firms. We find that, compared to non-family firms, family firms tend to provide less voluntary disclosure of both good and bad forward-looking information. This is consistent with family owners having a longer investment horizon, better monitoring of management, and less information asymmetry between owners and managers in family firms. We also document

Shuping Chen; Xia Chen; Qiang Cheng

2006-01-01

459

Corporate governance structure, regulatory regimes and voluntary disclosures  

Microsoft Academic Search

Voluntary disclosures communicated to investors are subject to considerable discretion of the disclosing companies. While regulated disclosure under the IFRS convergence could be a solution to greater transparencey, the benefits of such disclosure is still inconclusive. Hence, it is important to monitor managers voluntary disclosure decisions to be more align with the interests of the investors. Using the annual reports

Roshayani Arshad; Rina Fadhilah Ismail; Nur Adura Ahmad Noruddin; Maslinawati Mohamad

2010-01-01

460

Voluntary control and the dynamics of perceptual bi-stability  

Microsoft Academic Search

Voluntary control and conscious perception seem to be related: when we are confronted with ambiguous images we are in some cases and to some extent able to voluntarily select a percept. However, to date voluntary control has not been used in neurophys- iological studies on the correlates of conscious perception, presumably because the dynamic of perceptual reversals was not suitable.

R. van Ee; L. C. J. van Dam; G. J. Brouwer

2005-01-01

461

46 CFR 308.5 - Voluntary contract of commitment.  

Code of Federal Regulations, 2012 CFR

...2012-10-01 false Voluntary contract of commitment. 308.5 Section 308.5 Shipping... § 308.5 Voluntary contract of commitment. Applications for insurance on...shall be accompanied by a contract of commitment, in triplicate originals,...

2012-10-01

462

46 CFR 308.5 - Voluntary contract of commitment.  

Code of Federal Regulations, 2011 CFR

...2011-10-01 false Voluntary contract of commitment. 308.5 Section 308.5 Shipping... § 308.5 Voluntary contract of commitment. Applications for insurance on...shall be accompanied by a contract of commitment, in triplicate originals,...

2011-10-01

463

Servant leadership versus transformational leadership in voluntary service organizations  

Microsoft Academic Search

Purpose – The major purpose of this research is to test the application of two leadership models to a voluntary service club. Servant leadership was predicted to better explain the attitudes and commitment of service organization members than transformational leadership. Both leadership styles were hypothesized to be mediated by empowerment. Design\\/methodology\\/approach – At eight clubs of a national voluntary service

Sherry K. Schneider; Winnette M. George

2011-01-01

464

How Effective Are Voluntary Plans with Magnet Schools?  

ERIC Educational Resources Information Center

|The desegregation effectiveness of voluntary plans with magnet schools was compared to that of mandatory reassignment plans with magnet schools using a sample of 20 school districts. Results show that a voluntary magnet plan will provide more long-term interracial exposure than a mandatory plan with magnet components. (SLD)|

Rossell, Christine H.

1988-01-01

465

Nestlé USA Announces Voluntary Recall of NESQUIK' Chocolate Powder  

NASA Website

Nestlé USA announced the voluntary recall of limited quantities of Nestlé NESQUIK® Chocolate Powder in the 10.9, 21.8 and 40.7 ounce canisters. The voluntary recall is limited to only NESQUIK Chocolate Powder, which was distributed nationally. No ...

466

Employee Compensation: Research and Practice  

Microsoft Academic Search

[Excerpt] In this chapter, our goal is to define and describe the major decisions that organizations make in managing employee compensation and, based on theory, research, and practice, evaluate what the outcomes of such decisions are likely to be under different conditions. We have made several specific decisions in focusing the review.

Barry A. Gerhart; George T. Milkovich

1991-01-01

467

New Developments in Employee Training  

Microsoft Academic Search

In order to accommodate the rapid technological changes, employees must master increasingly complex technical skills. Five major forces behind training becoming so important and central to any firm?s operations are as follows: global and domestic competition; changes in technology; mergers, acquisitions and divestitures causing realignment of structures and functions of companies; better educated workforce;.

Christianne Derouen; Brian H. Kleiner

1994-01-01

468

Designing effective employee training programmes  

Microsoft Academic Search

Describes the elements of a successful employee training programme. Explains the distinction between training and education, along with a discussion of why “soft skills” training initiatives are less effective than skills-based approaches. Discusses the critical role of the training manager in implementing a training programme, as well as important considerations when developing a strategic training plan. Finally, describes several key

Aaron W. Hughey; Kenneth J. Mussnug

1997-01-01

469

Bereaved Employee: Returning to Work  

MedlinePLUS

... example: One employer called a grief therapist to help employees after a co-worker reported the death of her child. These co-workers had some good questions: "What do we do with the pictures of our kids that are on our desks? Should we put them away because it is ...

470

Cui Bono? Employee Benefit Packages  

Microsoft Academic Search

Recent difficulties in obtaining quality child care by Clinton administration nominees underscore the shortcomings in employee benefits available to the U.S. labor force. The author uses data from the 1991 National Organizations Survey to examine the extent to which employers provide various types of benefits. Factor analysis of 13 programs and services uncovers three underlying dimensions: (a) a personal benefits

DAVID KNOKE

1994-01-01

471

Work Stress and Employee Health  

Microsoft Academic Search

We review and summarize the literature on work stress with particular emphasis on those studies that examined the effects of work characteristics on employee health. Although there is not convincing evidence that job stressors cause health effects, the indirect evidence is strongly suggestive of a work stress effect. This evidence comes from occupational studies that show differences in health and

Daniel C. Ganster; John Schaubroeck

1991-01-01

472

Leisure Today--Employee Recreation.  

ERIC Educational Resources Information Center

|Twelve articles describe developments in the field of employee health and recreation. Establishing programs, designing facilities, evaluating program effectiveness, and relating participation to productivity are highlighted, and program philosophy, participation of the handicapped, and legal responsibility for injuries are discussed. (PP)|

Fain, Gerald S., Ed.; And Others

1983-01-01

473

Employee reactions to job characteristics  

Microsoft Academic Search

Developed and tested a conceptual framework specifying the conditions under which jobs will facilitate the development of internal motivation for effective performance. Ss were 62 supervisors and 208 telephone company employees who worked on 13 different jobs. Primary independent variables were (a) a measure of strength of desire for the satisfaction of higher order needs (e.g., obtaining feelings of accomplishment,

J. Richard Hackman; Edward E. Lawler

1971-01-01

474

Good Endings: Managing Employee Terminations.  

ERIC Educational Resources Information Center

A guide to managing employee terminations and resulting changes is presented for administrators. Three reasons for termination that are legitimate, nondiscriminatory, and acceptable in today's marketplace and courts are: cause (serious misconduct, dishonesty, unethical, or dangerous behavior); job elimination (reduction in force, economic…

Finnie, Robert A., Jr.; Sniffin, Paul B.

475

Considerations in Laying Off Employees  

Microsoft Academic Search

The impact of job loss can be both psychologically and physically harmful. Research suggests that the anticipation of unemployment and the early period of termination are particularly stressful. Surprisingly little has been written about the planning of lay-offs and the procedures used to inform employees of their dismissal. This article describes some considerations addressed by one company when developing and

Laura J Solomon

1983-01-01

476

Economic models of employee motivation  

Microsoft Academic Search

Workers present employers with a range of tricky problems. They can be crooked, subversive, surly, or indolent, even if they are paid on time. Joseph A. Ritter and Lowell J. Taylor explore economists' main theories of how compensation is used to address employee motivation and how these models help to explain puzzling features of labor market. Although these theories are

Joseph A. Ritter; Lowell J. Taylor

1997-01-01

477

Employee motivation: a Malaysian perspective  

Microsoft Academic Search

Purpose – The purpose of this paper is to identify the motivating factors of employees working in various Malaysian organizations. Design\\/methodology\\/approach – A survey method was adopted. The survey questionnaire consisted of two parts: respondents' personal information were obtained through Part A and in Part B, they were asked to rank the ten motivating factors in terms of their effectiveness.

Rafikul Islam; Ahmad Zaki Hj. Ismail

2008-01-01

478

Self Theories and Employee Motivation  

Microsoft Academic Search

Two paradigmatic approaches to theorizing about the self exist: the self as agent and the self as a series of processes emerging out of the self-concept. Within each paradigm a number of theories about the self imply consequences for employee motivation. The paradigms can be viewed as operational within different organizational contexts. A metatheoretical model is proposed, relating organizational and

Jerry J. Sullivan

1989-01-01

479

Status of Employee Caregiver Benefits.  

National Technical Information Service (NTIS)

The number of employee caregivers in the workforce is growing, and a significant number of caregivers will be employed by the year 2000. This trend will impact on employers in both the public and private sectors, and caregiving responsibilities could affe...

L. B. Wilson J. K. Nippes S. Simson P. Mahovich

1993-01-01

480

THE CASE FOR EMPLOYEE EDUCATION.  

ERIC Educational Resources Information Center

BUSINESS HAS A MORAL RESPONSIBILITY TO PROVIDE EDUCATION FOR ITS EMPLOYEES SINCE IT PROFITS FROM THE FACT THAT AMERICA HAS BECOME AN EDUCATION STATE, WITH THE INCREASED EDUCATION OF THE LABOR FORCE ACCOUNTING FOR 23 PERCENT OF ECONOMIC GROWTH BETWEEN 1929 AND 1957, AND SINCE BUSINESS ITSELF HAS CONTRIBUTED TO THE CRISIS IN EDUCATION BY INSISTING…

DUBOIS, EDWARD A.C.

481

The Myth of Employee Planning for Retirement  

ERIC Educational Resources Information Center

A survey of male hourly-wage earners indicates employees face serious problems in planning for income security in retirement. Retirement preparation programs that supply information and technical planning expertise are needed to assist employees in realistic retirement planning. (EA)

Morrison, Malcolm H.

1975-01-01

482

Minimizing the Risk of Employee Violence.  

National Technical Information Service (NTIS)

This program explores some of the causes of employee violence, myths about the violent worker, and warning signs of the potentially violent worker. It presents ways to deal with the problem of employee violence before it occurs, and provides recommendatio...

2001-01-01

483

Minimizing the Risk of Employee Violence.  

National Technical Information Service (NTIS)

This program explores some of the causes of employee violence; myths about the violent worker; warning signs of the potentially violent worker; and ways of preventing employee violence. It also provides recommendations for intervention should violence occ...

2000-01-01

484

Retaining Employees in Your Worksite Wellness Program.  

National Technical Information Service (NTIS)

Contents: Keep Employees on the Job and Healthy (Exploring the Wellness Needs of Employees with Disabilities); Diversify & Strengthen Your Worksite Wellness Activities (Designing Incentives & Accommodations); Aging Into Disabilities in the Workplace (The ...

2012-01-01

485

General Employee Training: Initial Needs Assessment.  

National Technical Information Service (NTIS)

US Department of Energy Orders, including those for Emergency Preparedness, require that DOE facility employees receive a preparatory course on certain basic work practices and employee responsibilities before receiving any job-specific training. Most of ...

E. Jones E. D. Copenhaver

1987-01-01

486

38 CFR 17.507 - Employee responsibilities.  

Code of Federal Regulations, 2013 CFR

...Section 17.507 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS MEDICAL Confidentiality of Healthcare Quality Assurance Review Records § 17.507 Employee responsibilities. (a) All VA employees and other...

2013-07-01

487

Developing Your Employee Handbook: Job Descriptions.  

ERIC Educational Resources Information Center

A job description is a brief document that conveys to employees the importance of their jobs to the overall success of the day-care center. If properly written, it can contribute to effective employee motivation and supervision. (RJC)

Perreault, Joe

1988-01-01

488

10 CFR 76.7 - Employee protection.  

Code of Federal Regulations, 2013 CFR

...Employee protection. 76.7 Section 76.7 Energy NUCLEAR REGULATORY COMMISSION (CONTINUED) CERTIFICATION OF GASEOUS DIFFUSION PLANTS General Provisions § 76.7 Employee protection. (a) Discrimination by the Corporation, a...

2013-01-01

489

Perfectionism and clinical disorders among employees  

Microsoft Academic Search

We examined differences in perfectionism between burned-out employees (n=77), depressed employees (n=29), anxiety-disordered employees (n=31), employees with comorbid disorders, that is, a combination of clinical burnout, depression, or anxiety disorder (n=28), and individuals without clinical burnout, depression disorder, or anxiety disorder (clinical control group; n=110). The results suggest that setting high personal standards per se is not associated with clinical

Nico W. Van Yperen; Marc Verbraak; Ellen Spoor

2011-01-01

490

The constitutional privacy rights of public employees  

Microsoft Academic Search

Despite the significant expansion of the constitutional rights of public employees during the last three decades, the Supreme Court has proven extremely reluctant to restrict public-sector employment practices on the grounds that they violate the constitutional privacy rights of public employees. This treatment of the privacy rights of public employees is likely to continue because of the Court's formulation of

Robert N. Roberts; Marion T. Doss Jr

1991-01-01

491

Employees' Perceptions of Restaurant Brand Image  

Microsoft Academic Search

This study examined how employees perceive restaurant brand image and the factors that affect those perceptions. An extensive review of the literature indicated a need for a better understanding of this area, which is related to both employee training and job satisfaction, and how it affects a restaurants brand image. Using survey data collected from employees in casual-dining chain restaurants,

Yoonkyung Hur; Howard Adler

2011-01-01

492

Employee benefits: Literature review and emerging issues  

Microsoft Academic Search

Many have noted the lack of human resource management research on employee benefits, which is surprising because employer-sponsored benefits are a primary concern of executives and employees alike. Moreover, of special interest to scholars, benefits provide a unique opportunity to examine fundamental theoretical and empirical questions about employee behavior and contemporary employment relationships. This paper provides a foundation for such

James H. Dulebohn; Janice C. Molloy; Shaun M. Pichler; Brian Murray

2009-01-01

493

Employee Volunteering: More than Good Feelings.  

ERIC Educational Resources Information Center

A study gathered perspectives of business, employee volunteers, and community organizations in New Zealand regarding employee volunteering. Benefits and issues for each group were identified, and the role of volunteer centers in managing successful employee volunteer programs was highlighted. (Contains 19 references.) (SK)

Lee, Louise

2001-01-01

494

Employee benefits as context for intergenerational conflict  

Microsoft Academic Search

Researchers have illuminated our understanding of how employee benefits systems are designed to motivate employees to perform jobs in a variety of settings. Benefits systems in U.S. companies generally rest on the assumption that employees have similar attitudes toward and will be motivated similarly by these systems. Several demographic trends in the U.S. work force call into question this assumption.

John C. Dencker; Aparna Joshi; Joseph J. Martocchio

2007-01-01

495

Improving Employee Benefits: Doing the Right Thing.  

ERIC Educational Resources Information Center

With some exceptions, child care workers receive fewer employee benefits than workers in other occupations. The employer's and the employee's point of view on employee benefits are discussed. Also considers availability of benefits in child care and the obstacles to improved benefits for workers. (DG)

Perreault, Joe

1990-01-01

496

The determinants of employee benefits satisfaction  

Microsoft Academic Search

This study developed a multidimensional scale of benefits satisfaction and utilized a discrepancy model to examine the determinants of employee benefits satisfaction. The empirical findings are based on the survey responses of 205 employees in a hospital. The results indicate that pay level, female gender and exempt status employees are positively related to benefits satisfaction. Further, age and education level

David B. Balkin; Rodger W. Griffeth

1993-01-01

497

A Collaborative University Model for Employee Wellness  

Microsoft Academic Search

Universities are taking a more active approach in understanding and monitoring employees’ modifiable health risk factors and chronic care conditions by developing strategies to encourage employees to start and sustain healthy behaviors. WellBama, the University of Alabama's signature health and wellness program, utilizes a collaborative model in partnership with select colleges and departments to implement strategies to improve employees’ health

Melondie R. Carter; Rebecca C. Kelly; Chelley K. Alexander; Lauren M. Holmes

2011-01-01

498

The global phenomenon of employee financial participation  

Microsoft Academic Search

At the century's end the phenomenon of employee financial participation has gradually emerged as a ‘normal’ attribute of the employment relationship in important corners of the world and of the workforce. Covering such systems as profit sharing, employee share ownership and personnel stock option plans, employee financial participation is becoming part of the employment relationship of an increasing number of

Erik Poutsma; Willem de Nijs; Michael Poole

2003-01-01

499

Strategies for Electronic Career Support to Employees.  

ERIC Educational Resources Information Center

|As more organizations reduce their human resources management (HRM) staff and look for ways for fewer employees to do more work, interest in developing electronic career support for employees is increasing. An Intranet-based solution uses technology to provide the means for bringing career development support to employees' workstations or their…

Stevens, Paul

500

Employees as customers: The role of social controls and employee socialization in developing patronage  

Microsoft Academic Search

Employees can be an important source of patronage. This article examines the role of social controls in fostering employee socialization and the role of socialization in influencing the preferences of employees to patronize their employer for goods and services. It is found that social controls lead to higher employee socialization, which results in higher patronage preferences for the goods and

Drue Schuler; Thomas Boyt

1996-01-01