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Minimizing Employee Turnover by Focusing on the New Hire Process by Anthony T Russo (Paperback, 2000)

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This dissertation summarizes research that focused on the new hire process for a targeted population within the Computer/Telephony Industry. The primary objective of this research was to determine how to build and maintain an effective employee/employer partnership that helped ensure employee loyalty. The research design was taken from the theoretical framework of Vroom's Work Motivation model adapted using Dunnette's work with relevant job features along with Scott's theories on Jablin's model of organization-wide communications. The study examined survey responses for importance and expectation/realization ratings of 15 job features given by 150 newly hired individuals at their new hire orientation and then at the individual's eight month anniversary. In addition, focus group sessions were conducted and statistical analyses were performed. The study found that overall employees had stronger feelings about certain job feature importance than job feature expectation certainty. The results showed that employees who remained with the company exhibited a change in importance and initial expectation set. This flexibility was demonstrated in the trade-offs that employees made between attributes of intrinsic value. The Chi-Square results on intent to leave showed that the level of overall satisfaction is significantly related to intentions of leaving. Review of the exit interview data reveals that the job feature of being a Good Boss was the deciding factor in the individual's decision to leave the business. Overall, respondents who voluntarily resigned or who remained with the organization based their final decision on how effective the supervisor/subordinate communications and organizational citizenship capabilities of the boss were perceived. The findings support Jablin and Scott's research investigating organizational communication relationships while expanding Dunnette's definitions of critical job features. In conclusion, the findings also validated that Vroom's expectancy theory can be used when predicting behaviors in situations where choices are made such as whether to expect an employee to remain or leave an organization.

Product Identifiers

Publisher
Universal Publishers
ISBN-13
9781581127133
eBay Product ID (ePID)
105911403

Product Key Features

Author
Anthony T Russo
Publication Name
Minimizing Employee Turnover by Focusing on the New Hire Process
Format
Paperback
Language
English
Subject
Management
Publication Year
2000
Type
Textbook
Number of Pages
304 Pages

Dimensions

Item Height
220mm
Item Width
152mm
Item Weight
386g

Additional Product Features

Title_Author
Anthony T Russo

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Minimizing Employee Turnover by Focusing on the New Hire Process by Anthony T Russo (Paperback, 2000)

About this product

Product Information

Product Identifiers

Product Key Features

Dimensions

Additional Product Features

Best Selling in Adult Learning & University

Australian Guidebook for Structural Engineers by Lonnie Pack (Paperback, 2019)

Eduqas GCSE (9-1) Religious Studies Route B: Catholic Christianity and Judaism by Deirdre Cleary, Andrew Barron, Joy White, Patrick Harrison (Paperback, 2017)

Time Management by Peter Quarry (Paperback, 1986)

The Ethnic Cleansing of Palestine by Ilan Pappe (Paperback, 2007)

Save on Adult Learning & University

The Australian Native Bee Hive Book: Keeping Stingless Sugarbag OATH Tim Heard

Weed Forager's Handbook: A Guide to Edible and Medicinal Weeds in Australia by A

Netter Atlas of Human Anatomy: Classic Regional Approach

The Indoctrinated Brain: How to Successfully Fend Off the Global Attack on Your

Tuning the A-Series Engine: the Definitive Manual on tuning for Performance or E

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