INTERPRETATION OF STANDARDIZED COEFFICIENTS OF A MULTIPLE EQUATION FOR LABOUR TURNOVER WITH INCLUSION OF BETA WEIGHTS AND STRUCTURE COEFFICIENTS

2021 ◽  
Vol 34 (01) ◽  
Author(s):  
Dr .G Nagasubramaniyan ◽  
◽  
C Sharmila ◽  
Keyword(s):  
Labour Turnover

Labour—turnover and absenteeism

1970 ◽  
Vol 49 (5) ◽  
pp. 202
Author(s):  
W.H. Chan
Keyword(s):  
Labour Turnover

A Study on Job Satisfaction among Tamil Nadu State Transport Corporation (TNSTC) Employees at Tiruvarur Branch

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 230-242
Author(s):  
M. Ganesan, K ◽  
K. Veerakumar ◽  
N. R Vembu ◽  
Dr. M. K Durgamani ◽  
Dr. Renuka
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Tamil Nadu ◽  
Heavy Traffic ◽  
Road Transportation ◽  
The Road ◽  
Tamil Nadu State ◽  
On The Road ◽  
Day By Day ◽  
Labour Turnover

Job satisfaction is an important factor for employees working in formal and informal sector. The job is small or big, permanent or temporary, risky or non-risky, job satisfaction is important. It is the mental feeling which drives the employees to excel. Job satisfaction is a combination of psychological, physiological and environmental circumstances. A satisfied employee is a contented and happy human being. The labour turnover depends upon job satisfaction. Even highly paid employees quit the job when they are not satisfied with the job. Road transportation in Tamilnadu is growing day by day. Job stress in the road transportation is very high due to increase in number of vehicle playing on the road and heavy traffic. The drivers and conductors working in public transport corporation are suffering from high job stress. If drivers and conductors are not satisfied with their job which leads to mental stresses and affects the productivity and also creates accidents. In this present study the researchers made an attempt to study the level of job satisfaction among the drivers and conductors who are working in the Tamilnadu State Transport Corporation (TNSTC). The study reveals the expectations of drivers and conductors working in TNSTC with regards to the attributes like salary, promotion and fringe benefits etc., are satisfactory and not detrimental. 

An analysis of labour turnover in British Railways

1989 ◽  
Vol 21 (11) ◽  
pp. 1465-1482 ◽  
Author(s):  
S. Derden
Keyword(s):  
Labour Turnover

scholarly journals Absenteeism, labour turnover and management style

1979 ◽  
Vol 10 (2) ◽  
pp. 53-56
Author(s):  
P. G. Human
Keyword(s):  
Organizational Effectiveness ◽  
Management Style ◽  
Motivational Strategies ◽  
Successful Management ◽  
Labour Turnover

Labour turnover and absenteeism rates are relatively easily measurable forms of behaviour. This article investigates the validity of these rates as indicators of organizational effectiveness. It is argued that management style and motivational strategies are related to absenteeism and labour turnover. Absenteeism and labour turnover are viewed as examples of deviant industrial behaviour and consequently as reflections of employee dissatisfaction with management. The implications of the incidence of and variations in these two phenomena are discussed together with their relevance to successful management, and their practical applicability as tools to aid the employer.Arbeidsomset- en werksafwesigheidsyfers is redelik maklik meetbare verskynsels en word jaarliks in meeste bedryfsorganisasies bepaal. Hierdie artikel ondersoek die geldigheid van hierdie syfers as indikatore van organisasie-effektiwiteit. Die argument is dat bestuurstyl en motiveringstrategie aan die een kant, verband hou met werksafwesigheid en arbeidsomset aan die ander kant. Werksafwesigheid en arbeidsomset word beskryf as voorbeelde van afwykende industriele gedrag en daarom as wyses waarop werknemers hul ontevredenheid ten opsigte van die werkgewers uitdruk. Die implikasies van die voorkoms en variasies van hierdie twee verskynsels word bespreek, asook hulle praktiese toepasbaarheid as hulpmiddels vir die werkgewer, en hulle verband met suksesvolle bestuur.

Explaining Labour Turnover: Empirical Evidence from UK Establishments

Labour ◽  
2003 ◽  
Vol 17 (3) ◽  
pp. 391-412 ◽  
Author(s):  
Christopher Martin
Keyword(s):  
Empirical Evidence ◽  
Labour Turnover

The Case of Shisong Hospital: Is Promotion the Reason for Employee Satisfaction, Commitment or Intention to Quit?

2021 ◽  
Vol 2 (5) ◽  
Author(s):  
Benard Berinyuy ◽  
Lema Catherine Forje
Keyword(s):  
Correlation Analysis ◽  
Significant Relationship ◽  
Employee Satisfaction ◽  
Employee Commitment ◽  
Strong Relationship ◽  
Health District ◽  
Intention To Quit ◽  
Significant Relationships ◽  
Northwest Region ◽  
Labour Turnover

The movement of professionals from one organisation to another in quest for satisfaction has been a matter of serious concern to health organisations especially Shisong hospital in Kumbo east health district, Bui Division of the Northwest Region of Cameroon. This hospital sought to reduce this labour turnover and increase employee satisfaction through promotion, which is one of its internal recruitment sources. The question has been whether the use of promotion will lead to employee satisfaction and commitment and reduce the urge to leave this organisation. An investigation has been done using a close ended questionnaire with 166 employees of this hospital to prove if significant relationships exist between promotion and employee satisfaction; employee satisfaction and employee commitment; and promotion and employee intention to quit the organisation. Correlation analysis concluded that there is a significantly strong relationship between promotion and employee satisfaction, a significantly very strong relationship between employee satisfaction and employee commitment and a negatively weak significant relationship between promotion and employee intention to quit this Hospital. Specially, it has been realised that even employees who have not experienced promotion in Shisong hospital are not willing to quit their job as a result of promotion. There will therefore be need to investigate the reason for this special result. Based on promotion alone, much is left to be desired from Shisong hospital.

scholarly journals Specialists, Spies, “Special Settlers”, and Prisoners of War: Social Frictions in the Kuzbass (USSR), 1920–1950

2015 ◽  
Vol 60 (S1) ◽  
pp. 185-205
Author(s):  
Julia Landau
Keyword(s):  
Western Siberia ◽  
Kuznetsk Basin ◽  
Prisoners Of War ◽  
Local State ◽  
Significant Part ◽  
Secret Police ◽  
Large Numbers ◽  
Place Of Origin ◽  
Labour Turnover ◽  
Regions Of Russia

AbstractThe Kuzbass coalmining region in western Siberia (Kuznetsk Basin) was explored, populated, and exploited under Stalin’s rule. Struggling to offset a high labour turnover, the local state-run coal company enrolled deportees from other regions of Russia and Siberia, who were controlled by the secret police (OGPU). These workers shared a common experience in having been forcibly separated from their place of origin. At the same time, foreigners were recruited from abroad as experts and offered a privileged position. In the years of the Great Terror (1936−1938) both groups were persecuted, as they were regarded by the state as disloyal and suspicious. After the war, foreigners were recruited in large numbers as prisoners of war. Thus, migrants, foreigners, and deportees from other regions and countries constituted a significant part of the workforce in the Kuzbass, while their status constantly shifted due to economic needs and repressive politics.

scholarly journals 'N Pragmatiese benadering tot die Ontwikkeling van Geweegde Aansoekvorm

1975 ◽  
Author(s):  
L. J. Fick
Keyword(s):  
Clothing Industry ◽  
Application Blank ◽  
Simplified Procedures ◽  
Labour Turnover

Simplified procedures for the development of a weighted application blank to combat labour turnover of co loured employees in the clothing industry are outlined and discussed. Opsomming Vereenvoudigde prosedures vir die ontwikkeling van ‘n geweegde aansoekvorm ter bekamping van arbeidsomset onder gekleurde werknemers in die klerasiebedryf, word sistematies bespreek.

scholarly journals Impact of labour turnover on organizational effectiveness in selected industries in Lagos State, Nigeria

2008 ◽  
Vol 5 ◽  
pp. 69-83
Author(s):  
D. I. Akintayo
Keyword(s):  
Organizational Effectiveness ◽  
Significant Relationship ◽  
Linear Regression Analysis ◽  
Management Strategies ◽  
Sampling Technique ◽  
Working Environment ◽  
Chi Square ◽  
Lagos State ◽  
The Impact ◽  
Labour Turnover

This study investigated the impact of labour turnover on organizational effectiveness in selected industries in Lagos State, Nigeria. This was with the view to determining the appropriate management strategies through which the problem of labour turnover could be reduced to the nearest minimum in work organizations in Nigeria. The survey research method was adopted for the study. A total of 640 respondents were selected for the study using proportionate stratified sampling technique. The major instruments used for the study were questionnaire and interview schedule. The reliability coefficient of 0.84 was obtained for the research instrument. The four hypotheses generated for the study were tested using chi-square and linear regression analysis statistical methods at 0.05 alpha levels. The findings of the study reveals that there was a significant relationship between labour turnover and organizational effectiveness. Also, a significant relationship was found dissatisfaction and labour turnover. There was a main effect of interaction of occupational variables and labour turnover on organizational effectiveness. Finally, a positive significant relationship was found among career mobility, labour turnover and organizational effectiveness. Based on the findings of the study, it is recommended that the working environment of the workers need to be improved upon in order to reduce the alarming rate of labour turnover that impact organizational effectiveness. Also, career development and promotion opportunities have become a rare phenomenon in most of the organisations, individuals who feel their contributions go unrewarded often feel undervalued which can lead to dissatisfaction and virtually an increase of unwarranted turnover. p>

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