You searched for subject:(retention).
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Texas A&M University
1.
McLellan, Michael Shane.
Organizational and Individual Factors Related to Retention of County Extension Agents Employed by the Texas A&M AgriLife Extension Service.
Degree: EdD, Agricultural Education, 2014, Texas A&M University
URL: http://hdl.handle.net/1969.1/154103 
► This study seeks to identify factors that contribute to why county extension agents choose to stay employed with the Texas A&M AgriLife Extension Service. Demographics…
(more)
▼ This study seeks to identify factors that contribute to why county extension agents choose to stay employed with the Texas A&M AgriLife Extension Service. Demographics that have been identified define the relationship levels that exist between organizational, work and non-work individual related factors with demographics of why county extension agents choose to remain employed with Extension. The data for the target population were collected from 560 Texas county Extension agents.
A web-based questionnaire was used to collect data for this study. The questionnaire was adapted by the researcher from a previously used instrument conducted on county Extension agent turnover by the University of Kentucky Cooperative Extension Service. The questions were modified to reflect why agents stay with Extension as opposed to why agents leave Extension. The researcher used a Likert scale to measure attitudes, knowledge, perceptions, values, and behavior changes. Content validity of the questionnaire was established by a panel of Extension administrators. Data was analyzed using SPSS 2014 software package. Descriptive statistics were utilized to analyze the data including means, medians, standard deviations, percentages, and frequencies. Correlation matrix and reliability were calculated employing Cronbach’s alpha. Construct is the hypothetical variable that is being measured. All observed variables, except the demographic and open-ended items, were subjected to Shapiro-Wilk test for normality and were found to have a normal distribution. T-test (independent samples) were utilized to predict the dependent variables (organizational, individual work, and individual non-work factors) with the independent variables (demographic factors) with only two choices (ex: male and female) for reasons why county Extension agents choose to stay in Extension. Analysis of variance F-tests were utilized to predict the dependent variables with demographic factors with two or more choices (ex: ethnicity) for reasons why county Extension agents choose to stay in Extension.
The ultimate goal and mission of Extension is carried out through employees.
Retention of these employees and continuing to decrease employee turnover is paramount for Extension to attain its primary goal of education.
Advisors/Committee Members: Cummings, Scott (advisor), Ritz, Rudy (committee member), Strong, Robert (committee member), Fraze, Steve (committee member).
Subjects/Keywords: Extension; retention
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APA (6th Edition):
McLellan, M. S. (2014). Organizational and Individual Factors Related to Retention of County Extension Agents Employed by the Texas A&M AgriLife Extension Service. (Doctoral Dissertation). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/154103
Chicago Manual of Style (16th Edition):
McLellan, Michael Shane. “Organizational and Individual Factors Related to Retention of County Extension Agents Employed by the Texas A&M AgriLife Extension Service.” 2014. Doctoral Dissertation, Texas A&M University. Accessed March 01, 2021.
http://hdl.handle.net/1969.1/154103.
MLA Handbook (7th Edition):
McLellan, Michael Shane. “Organizational and Individual Factors Related to Retention of County Extension Agents Employed by the Texas A&M AgriLife Extension Service.” 2014. Web. 01 Mar 2021.
Vancouver:
McLellan MS. Organizational and Individual Factors Related to Retention of County Extension Agents Employed by the Texas A&M AgriLife Extension Service. [Internet] [Doctoral dissertation]. Texas A&M University; 2014. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/1969.1/154103.
Council of Science Editors:
McLellan MS. Organizational and Individual Factors Related to Retention of County Extension Agents Employed by the Texas A&M AgriLife Extension Service. [Doctoral Dissertation]. Texas A&M University; 2014. Available from: http://hdl.handle.net/1969.1/154103
University of Nairobi
2.
Kinyoe, Tabitha N.
Challenges of strategy implementation at the christian health association of Kenya
.
Degree: 2012, University of Nairobi
URL: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12403
► The objective of the study is to establish the challenges of strategy implementation at CHAK how CHAK can overcome these challenges. The study was guided…
(more)
▼ The objective of the study is to establish the challenges of strategy implementation at CHAK how CHAK can overcome these challenges. The study was guided by interview guide. In the strategy implementation often called the action phase, the firm is required to translate its strategies and policies into actions through the development of specific budgets and procedures. Strategy may fail to achieve the expected results especially where strategy execution is flawed. Failure to execute is a major concern of the executives because it limits organizational growth, adaptability and competitiveness. Case study approach was adopted in the study because it provides an in depth understanding of the case understudy, in this context the study provides an understanding of the challenges of strategy implementation at CHAK and how CHAK overcoming these challenges. Interview guide was used to gather information from the senior and middle level management who were chosen as the respondents to the study, the data was analyzed using content analysis. The research study identified several challenges affecting CHAK in implementation of strategy. Some of these include insufficient funding, Donors are only interested on some areas on the strategic plan which are within their mandate. There is also the challenge of staff motivation and retention where the organization experiences challenges retaining the best and talented employees. Recommendations is that there is need for increased funding since sufficient funds for all areas on the strategic plan is a requisite for successful implementation of the strategic plan and that Human resource department should to develop ways of motivating and maintaining their best and talented employees who can effectively guide the strategy implementation process
Subjects/Keywords: Retention;
Competitiveness
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APA (6th Edition):
Kinyoe, T. N. (2012). Challenges of strategy implementation at the christian health association of Kenya
. (Thesis). University of Nairobi. Retrieved from http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12403
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Kinyoe, Tabitha N. “Challenges of strategy implementation at the christian health association of Kenya
.” 2012. Thesis, University of Nairobi. Accessed March 01, 2021.
http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12403.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Kinyoe, Tabitha N. “Challenges of strategy implementation at the christian health association of Kenya
.” 2012. Web. 01 Mar 2021.
Vancouver:
Kinyoe TN. Challenges of strategy implementation at the christian health association of Kenya
. [Internet] [Thesis]. University of Nairobi; 2012. [cited 2021 Mar 01].
Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12403.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Kinyoe TN. Challenges of strategy implementation at the christian health association of Kenya
. [Thesis]. University of Nairobi; 2012. Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12403
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
North-West University
3.
Papi, Samuel David Lebang.
An emperical analysis of staff turnover at Tshwane University of Technology / Samuel David Lebang Papi
.
Degree: 2010, North-West University
URL: http://hdl.handle.net/10394/15695
► The purpose of this study was to analyse staff turnover at Tshwane University of Technology (TUT). formed during merger of institutions of higher learning of…
(more)
▼ The purpose of this study was to analyse staff turnover at Tshwane University of
Technology (TUT). formed during merger of institutions of higher learning of
South Africa in 2904. A Total of 324 employees of the institution participated in
this study by completing questionnaires. Results of the study showed that
employees of the institution who have experienced the aftermath of the merger
are dissatisfied with the current working conditions of the institution and majority
of the respondents more than 70% agreed that the merger had an effect on
numerous resignations. The study further found out that other factors other than
the merger had an effect on resignations in the institution. Employees
sometimes think of leaving the institution and are scanning newspapers looking
for jobs. The study provides new avenues for conducting further future research
in other merged institutions including the one being investigated by including
other satellite campuses and other contributory factors that were not
investigated in this study and therefore increase the sample size.
Subjects/Keywords: Employee retention
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Manager
APA (6th Edition):
Papi, S. D. L. (2010). An emperical analysis of staff turnover at Tshwane University of Technology / Samuel David Lebang Papi
. (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/15695
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Papi, Samuel David Lebang. “An emperical analysis of staff turnover at Tshwane University of Technology / Samuel David Lebang Papi
.” 2010. Thesis, North-West University. Accessed March 01, 2021.
http://hdl.handle.net/10394/15695.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Papi, Samuel David Lebang. “An emperical analysis of staff turnover at Tshwane University of Technology / Samuel David Lebang Papi
.” 2010. Web. 01 Mar 2021.
Vancouver:
Papi SDL. An emperical analysis of staff turnover at Tshwane University of Technology / Samuel David Lebang Papi
. [Internet] [Thesis]. North-West University; 2010. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/10394/15695.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Papi SDL. An emperical analysis of staff turnover at Tshwane University of Technology / Samuel David Lebang Papi
. [Thesis]. North-West University; 2010. Available from: http://hdl.handle.net/10394/15695
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
North-West University
4.
Mosepidi, Tsholofelo Hope.
The development and implementation of retention strategy in the department of Health North West province / Tsholofelo Hope Mosepedi
.
Degree: 2011, North-West University
URL: http://hdl.handle.net/10394/15778
► This study highlights the importance of retaining employees and indicates how strategies can effectively, efficiently and economically affect the Department of Health. Employees are looking…
(more)
▼ This study highlights the importance of retaining employees and indicates how strategies can
effectively, efficiently and economically affect the Department of Health. Employees are
looking for an opportunity to learn on the job, learn from the more experienced. in good
working conditions, rewarded accordingly financially or otherwise and if that opportunity is
not there they may look for better opportunities. Areas examined include strategies and
theories that have historically been identified and used to retain personnel as well as current
data pertaining to employee retention and indicators that show whether the organisation has a
strong retention strategy in place. The research method was quantitative and the general design
of the study is analytical, as the researcher analysed the data collected from the respondents.
The tool used in the collection of data. was a questionnaire. The population that was targeted
was from the Department of Health. Forty respondents participated in this study. The study
revealed that there are currently used strategies for retention but they are not effective enough.
there are areas that need management attention such as remuneration and lack of resources.
The study results shows that all the respondents do not have the right tools to do their job,
furthermore half of them are not financially rewarded in accordance with their contribution
and performance.
Subjects/Keywords: Employee retention
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Manager
APA (6th Edition):
Mosepidi, T. H. (2011). The development and implementation of retention strategy in the department of Health North West province / Tsholofelo Hope Mosepedi
. (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/15778
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Mosepidi, Tsholofelo Hope. “The development and implementation of retention strategy in the department of Health North West province / Tsholofelo Hope Mosepedi
.” 2011. Thesis, North-West University. Accessed March 01, 2021.
http://hdl.handle.net/10394/15778.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Mosepidi, Tsholofelo Hope. “The development and implementation of retention strategy in the department of Health North West province / Tsholofelo Hope Mosepedi
.” 2011. Web. 01 Mar 2021.
Vancouver:
Mosepidi TH. The development and implementation of retention strategy in the department of Health North West province / Tsholofelo Hope Mosepedi
. [Internet] [Thesis]. North-West University; 2011. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/10394/15778.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Mosepidi TH. The development and implementation of retention strategy in the department of Health North West province / Tsholofelo Hope Mosepedi
. [Thesis]. North-West University; 2011. Available from: http://hdl.handle.net/10394/15778
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Manitoba
5.
Macdonald, Ian.
A Winnipeg constructed wetland: inciting curiosity, facilitating learning and fostering engagement.
Degree: Landscape Architecture, 2016, University of Manitoba
URL: http://hdl.handle.net/1993/31240
► In urban areas, traditional lake-style retention ponds do little to remediate pollutants such as sediments, pesticides and fertilizers contained in stormwater. As an alternative, some…
(more)
▼ In urban areas, traditional lake-style
retention ponds do little to remediate
pollutants such as sediments, pesticides and fertilizers contained in stormwater.
As an alternative, some neighborhoods now feature naturalized constructed wetlands, often located in large open public spaces such as schoolyards. These settings can offer opportunity for physical engagement and education.
Can these constructed wetlands function both as stormwater detention facilities and outdoor classrooms? If teachers can foster engagement and curiosity, learning becomes intrinsic - an end in itself rather than a means to short term reward. Landscapes can be a means to this end, providing open-ended and meaningful learning opportunities that can inspire children to learn, play and discover.
The intent of this practicum is to redesign an existing, lake-style
retention pond adjacent to a south Winnipeg schoolyard, integrating ecological, recreational and educational functions. The pond will be transformed into a functioning wetland ecosystem, community amenity and outdoor classroom.
Advisors/Committee Members: Brown, Brenda (Landscape Architecture) (supervisor), McLachlan, Ted (Landscape Architecture) Babiuk, Gary (Education) (examiningcommittee).
Subjects/Keywords: Retention pond
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Manager
APA (6th Edition):
Macdonald, I. (2016). A Winnipeg constructed wetland: inciting curiosity, facilitating learning and fostering engagement. (Masters Thesis). University of Manitoba. Retrieved from http://hdl.handle.net/1993/31240
Chicago Manual of Style (16th Edition):
Macdonald, Ian. “A Winnipeg constructed wetland: inciting curiosity, facilitating learning and fostering engagement.” 2016. Masters Thesis, University of Manitoba. Accessed March 01, 2021.
http://hdl.handle.net/1993/31240.
MLA Handbook (7th Edition):
Macdonald, Ian. “A Winnipeg constructed wetland: inciting curiosity, facilitating learning and fostering engagement.” 2016. Web. 01 Mar 2021.
Vancouver:
Macdonald I. A Winnipeg constructed wetland: inciting curiosity, facilitating learning and fostering engagement. [Internet] [Masters thesis]. University of Manitoba; 2016. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/1993/31240.
Council of Science Editors:
Macdonald I. A Winnipeg constructed wetland: inciting curiosity, facilitating learning and fostering engagement. [Masters Thesis]. University of Manitoba; 2016. Available from: http://hdl.handle.net/1993/31240
University of Florida
6.
Mcreynolds, Joni R.
Why Do They Stay? Reasons Early Childhood Professionals Remain in the Classroom.
Degree: EdD, Curriculum and Instruction - Teaching and Learning, 2019, University of Florida
URL: https://ufdc.ufl.edu/UFE0056009
► Despite having the opportunity for increased wages and societal regard in other fields, some degreed preschool educators decide to remain in the classroom. With insight…
(more)
▼ Despite having the opportunity for increased wages and societal regard in other fields, some degreed preschool educators decide to remain in the classroom. With insight into the aspects of the school context that matter to teachers, I may be able to share a message that encourages more good teachers to stay, which will help to provide that consistency which is important for young children and their learning. In this study, through a series of individual interviews with veteran educators at University Preschool, I uncovered the factors most associated with why they have chosen to stay. Three major themes illustrate the important reasons why these specific educators choose to remain teaching in their classrooms for a number of years when other options for employment exist for them. These motivations include, for the love, joy, and importance of their students, for the health, vacation, and educational benefits provided, and for the relationships, support, and recognition they receive from the adults they are connected to through their school. ( en )
Advisors/Committee Members: Vescio,Vicki Ann (committee chair), Kumar,Swapna (committee member), Kemple,Kristen Mary (committee member).
Subjects/Keywords: preschool – retention
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APA (6th Edition):
Mcreynolds, J. R. (2019). Why Do They Stay? Reasons Early Childhood Professionals Remain in the Classroom. (Doctoral Dissertation). University of Florida. Retrieved from https://ufdc.ufl.edu/UFE0056009
Chicago Manual of Style (16th Edition):
Mcreynolds, Joni R. “Why Do They Stay? Reasons Early Childhood Professionals Remain in the Classroom.” 2019. Doctoral Dissertation, University of Florida. Accessed March 01, 2021.
https://ufdc.ufl.edu/UFE0056009.
MLA Handbook (7th Edition):
Mcreynolds, Joni R. “Why Do They Stay? Reasons Early Childhood Professionals Remain in the Classroom.” 2019. Web. 01 Mar 2021.
Vancouver:
Mcreynolds JR. Why Do They Stay? Reasons Early Childhood Professionals Remain in the Classroom. [Internet] [Doctoral dissertation]. University of Florida; 2019. [cited 2021 Mar 01].
Available from: https://ufdc.ufl.edu/UFE0056009.
Council of Science Editors:
Mcreynolds JR. Why Do They Stay? Reasons Early Childhood Professionals Remain in the Classroom. [Doctoral Dissertation]. University of Florida; 2019. Available from: https://ufdc.ufl.edu/UFE0056009
University of Minnesota
7.
Kelly, Brian.
Factors that Influence Teacher Retention in US Accredited Schools in Colombia.
Degree: D.Ed., Organizational Leadership, Policy, and Development, 2014, University of Minnesota
URL: http://hdl.handle.net/11299/183359
► The purpose of this study is to explore the factors that influence expatriate teacher retention in Colombian schools that are accredited through AdvancED and affiliated…
(more)
▼ The purpose of this study is to explore the factors that influence expatriate teacher retention in Colombian schools that are accredited through AdvancED and affiliated with the Association of Colombian-Caribbean American Schools (ACCAS). This research adds to previous studies completed on turnover and retention in other regions of the world, and focuses on both institutional and individual factors related to teacher retention. The approach for this study is founded in a mixed-method design involving both quantitative and qualitative research. Following the explanatory-sequential model (Creswell, 2014), an online survey was completed by 113 expatriate teachers representing the 13 Colombian schools accredited by AdvancED and affiliated with ACCAS. After an analysis of survey data, focus group questions were developed in order to further explore the significant factors of teacher retention for teachers in the region. Seven focus groups at four schools in the region were conducted, with forty teachers participating in the qualitative research process. Upon completion of the research, nine institutional factors and seven individual factors demonstrated statistically significant relationships to teacher retention. In addition, three additional factors were discovered as potentially significant based on the qualitative data from the focus group interviews. One of the most noteworthy findings is the role that school administrators play in expatriate teacher retention. These factors include support from the school director and principals, communication from school administration, teacher workload, and teacher involvement in decision making. Also noteworthy are the individual factors teachers' reported as significant. These factors include the quality of personal life in Colombia, living conditions, the ability to speak Spanish, and connection to the local community. Additional factors discovered through the focus group interviews that may be important include autonomy in teaching, positive relationships with students and having a local "significant other". The findings from this study indicate that living and teaching in Colombia is difficult and potentially challenging for expatriate teachers, especially when they come unprepared for the living conditions or do not have a strong enough background in Spanish to communicate freely and overcome cultural barriers. The implications of the results from this research are that administrators in these schools must provide consistent support, promote a positive school community, communicate clearly and concisely, and provide reasonable workloads with ample preparation time. Additionally, the school leaders must understand the importance of both individual and personal factors teachers face as expatriate faculty members. The findings of this study suggest that not only can the factors affecting teacher retention be anticipated, but they can become a focus for change for school leaders that will lead to improved teacher retention. If schools can successfully address these factors,…
Subjects/Keywords: Colombia; Retention
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APA ·
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Manager
APA (6th Edition):
Kelly, B. (2014). Factors that Influence Teacher Retention in US Accredited Schools in Colombia. (Doctoral Dissertation). University of Minnesota. Retrieved from http://hdl.handle.net/11299/183359
Chicago Manual of Style (16th Edition):
Kelly, Brian. “Factors that Influence Teacher Retention in US Accredited Schools in Colombia.” 2014. Doctoral Dissertation, University of Minnesota. Accessed March 01, 2021.
http://hdl.handle.net/11299/183359.
MLA Handbook (7th Edition):
Kelly, Brian. “Factors that Influence Teacher Retention in US Accredited Schools in Colombia.” 2014. Web. 01 Mar 2021.
Vancouver:
Kelly B. Factors that Influence Teacher Retention in US Accredited Schools in Colombia. [Internet] [Doctoral dissertation]. University of Minnesota; 2014. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/11299/183359.
Council of Science Editors:
Kelly B. Factors that Influence Teacher Retention in US Accredited Schools in Colombia. [Doctoral Dissertation]. University of Minnesota; 2014. Available from: http://hdl.handle.net/11299/183359
8.
Nodine, Bryan.
Retention in Law Enforcment.
Degree: 2016, Sam Houston State University
URL: http://hdl.handle.net/20.500.11875/2162
► The main topic of this research paper is the rising retention problem in police organizations today. Retaining qualified officers is a growing problem for law…
(more)
▼ The main topic of this research paper is the rising
retention problem in police organizations today. Retaining qualified officers is a growing problem for law enforcement in America today. Along with many other issues, departments are struggling to retain qualified law enforcement officers because of low morale, lack of pay and benefits, little or no training, poor equipment, and no or slow advancement opportunities. Patrol officers are the backbone and labor force of any police organization. Retaining officers not only benefits departments by having a full force of knowledgeable officers to serve the community, but by also saving budget money that would have to be spent recruiting and training a new officer. Information obtained to support this paper came from internet articles, books, and handouts. Hiring officers to replace the ones leaving causes strain on existing officers within the department. In conclusion it was determined that to help alleviate the
retention problem, agencieshave looked into mentoring programs, offering incentives such as a housing allowance. One can say the old cliché of praise in public and discipline in private goes a long way, but it seems this itself has been changed to discipline in public and praise in private. Law enforcement leaders must look toward the future and ways of retaining theirofficers.
Advisors/Committee Members: LEMIT.
Subjects/Keywords: employee retention
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APA (6th Edition):
Nodine, B. (2016). Retention in Law Enforcment. (Thesis). Sam Houston State University. Retrieved from http://hdl.handle.net/20.500.11875/2162
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Nodine, Bryan. “Retention in Law Enforcment.” 2016. Thesis, Sam Houston State University. Accessed March 01, 2021.
http://hdl.handle.net/20.500.11875/2162.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Nodine, Bryan. “Retention in Law Enforcment.” 2016. Web. 01 Mar 2021.
Vancouver:
Nodine B. Retention in Law Enforcment. [Internet] [Thesis]. Sam Houston State University; 2016. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/20.500.11875/2162.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Nodine B. Retention in Law Enforcment. [Thesis]. Sam Houston State University; 2016. Available from: http://hdl.handle.net/20.500.11875/2162
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
California State Polytechnic University – Pomona
9.
Jassel, Tiffany.
Predicting Retention in the Lodging Industry- Analysis of a California Based Hotel Company.
Degree: MS, The Collins College of Hospitality Management, 2019, California State Polytechnic University – Pomona
URL: http://hdl.handle.net/10211.3/212832
► Retention rates within the hospitality and tourism industry are historically lower than many other job segments, and as a result, turnover rates are much higher.…
(more)
▼ Retention rates within the hospitality and tourism industry are historically lower than many other job segments, and as a result, turnover rates are much higher. Due to the overwhelming costs of employee separation and turnover, it is pertinent for employers to not only attract, but also retain top talent. It is widely agreed that
retention of a current employee is significantly less costly than the recruitment of a new employee. Therefore, research should investigate strategies to predict and enhance
retention rates of hospitality workers, including management, who have an overarching impact on the
retention of other associates as well as the general profitability of an organization.
Though there is a tremendous amount of research associated with the prediction of turnover, there is little research dedicated to the prediction of employee
retention. The purpose of this paper is to identify whether or not various employment factors derived from previous academic research can be used to predict job
retention within the lodging industry. This study was conducted within a population group of one hotel company based in California, though the results may have implications that could assist other hotel owners in the evaluation and improvement of their own
retention rates on a much larger scale.
Advisors/Committee Members: Singh, Neha (advisor), Mao, Zhenxing Eddie (committee member).
Subjects/Keywords: employee retention
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Manager
APA (6th Edition):
Jassel, T. (2019). Predicting Retention in the Lodging Industry- Analysis of a California Based Hotel Company. (Masters Thesis). California State Polytechnic University – Pomona. Retrieved from http://hdl.handle.net/10211.3/212832
Chicago Manual of Style (16th Edition):
Jassel, Tiffany. “Predicting Retention in the Lodging Industry- Analysis of a California Based Hotel Company.” 2019. Masters Thesis, California State Polytechnic University – Pomona. Accessed March 01, 2021.
http://hdl.handle.net/10211.3/212832.
MLA Handbook (7th Edition):
Jassel, Tiffany. “Predicting Retention in the Lodging Industry- Analysis of a California Based Hotel Company.” 2019. Web. 01 Mar 2021.
Vancouver:
Jassel T. Predicting Retention in the Lodging Industry- Analysis of a California Based Hotel Company. [Internet] [Masters thesis]. California State Polytechnic University – Pomona; 2019. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/10211.3/212832.
Council of Science Editors:
Jassel T. Predicting Retention in the Lodging Industry- Analysis of a California Based Hotel Company. [Masters Thesis]. California State Polytechnic University – Pomona; 2019. Available from: http://hdl.handle.net/10211.3/212832
Louisiana State University
10.
Keegan, Robyn Eileen.
Volunteer retention at the Baton Rouge Crisis Intervention Center.
Degree: MSW, Social Work, 2014, Louisiana State University
URL: etd-04132014-174432
;
https://digitalcommons.lsu.edu/gradschool_theses/2598
► This study explores the relationship between increased supervision and volunteer retention at the Baton Rouge Crisis Intervention Center. Due to the agency’s anecdotal evidence of…
(more)
▼ This study explores the relationship between increased supervision and volunteer retention at the Baton Rouge Crisis Intervention Center. Due to the agency’s anecdotal evidence of a downward trend in volunteer retention between 2011 and 2012, the researcher began examining the groups and performing an intervention to increase retention. Specifically, this study looked at the differential effect of increased supervision on two nonequivalent comparison groups. The researcher hypothesized that increased supervision of the volunteers would result in a greater percentage of volunteers fulfilling their 72-hour commitment to the agency, increase the speed with which they completed the commitment, and increase the number of hours that the group volunteered in comparison with the nonintervention group, which received the normal amount of supervision from staff. The groups were nonrandomly selected based on the naturally occurring training groups at the agency, which occur three times per year. Six total training classes were used in this study. The results showed no significant difference between the intervention group and nonintervention group in terms of completion, speed of completion, and volunteer hours completed. However, there were clinically significant results due to the reversal of the downward trend in volunteers’ average monthly hours to the required level of 12 hours per month. Additionally, survival analysis of parallel groups showed that the difference in the speed with which volunteers completed their commitment approached significance, indicating that further observation and research on this intervention may continue to improve volunteer retention at this agency.
Subjects/Keywords: volunteer retention
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APA (6th Edition):
Keegan, R. E. (2014). Volunteer retention at the Baton Rouge Crisis Intervention Center. (Masters Thesis). Louisiana State University. Retrieved from etd-04132014-174432 ; https://digitalcommons.lsu.edu/gradschool_theses/2598
Chicago Manual of Style (16th Edition):
Keegan, Robyn Eileen. “Volunteer retention at the Baton Rouge Crisis Intervention Center.” 2014. Masters Thesis, Louisiana State University. Accessed March 01, 2021.
etd-04132014-174432 ; https://digitalcommons.lsu.edu/gradschool_theses/2598.
MLA Handbook (7th Edition):
Keegan, Robyn Eileen. “Volunteer retention at the Baton Rouge Crisis Intervention Center.” 2014. Web. 01 Mar 2021.
Vancouver:
Keegan RE. Volunteer retention at the Baton Rouge Crisis Intervention Center. [Internet] [Masters thesis]. Louisiana State University; 2014. [cited 2021 Mar 01].
Available from: etd-04132014-174432 ; https://digitalcommons.lsu.edu/gradschool_theses/2598.
Council of Science Editors:
Keegan RE. Volunteer retention at the Baton Rouge Crisis Intervention Center. [Masters Thesis]. Louisiana State University; 2014. Available from: etd-04132014-174432 ; https://digitalcommons.lsu.edu/gradschool_theses/2598
University of Oklahoma
11.
Byerly, Channa.
THE IMPACT OF THE FOUR-DAY SCHOOL WEEK, DISTRICT FINANCIAL DECISIONS, AND CHARACTERISTICS ON TEACHER RETENTION.
Degree: PhD, 2019, University of Oklahoma
URL: http://hdl.handle.net/11244/319735
► This study is a non-experimental quantitative design exploring teacher retention in Oklahoma by looking at variables including district level decisions and characteristics. The population in…
(more)
▼ This study is a non-experimental quantitative design exploring teacher
retention in Oklahoma by looking at variables including district level decisions and characteristics. The population in the study included 521 public school districts. This study has been broken into two distinct data analysis phases using hierarchical linear modeling to measure the relationship between the study predictive variables and teacher
retention. The first analysis was conducted using time-varying variables at the district-level. The second phase of the analysis was conducted using time-invariant variables. Data were collected over a five-year time period, 2013-2017. This study found statistically significant relationships between higher teacher salaries, instructional and support resources, and proximity of the district to teacher
retention. In addition, the study indicated a four-day workweek, administrative expenditures, and percent of economically disadvantaged students were significantly and inversely related to teacher
retention.
Advisors/Committee Members: Maiden, Jeffrey (advisor), Crowson, Howard (committee member), Branch, Gracie (committee member), Garn, Gregg (committee member), Jones, John (committee member).
Subjects/Keywords: Teacher Retention
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Chicago ·
MLA ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Byerly, C. (2019). THE IMPACT OF THE FOUR-DAY SCHOOL WEEK, DISTRICT FINANCIAL DECISIONS, AND CHARACTERISTICS ON TEACHER RETENTION. (Doctoral Dissertation). University of Oklahoma. Retrieved from http://hdl.handle.net/11244/319735
Chicago Manual of Style (16th Edition):
Byerly, Channa. “THE IMPACT OF THE FOUR-DAY SCHOOL WEEK, DISTRICT FINANCIAL DECISIONS, AND CHARACTERISTICS ON TEACHER RETENTION.” 2019. Doctoral Dissertation, University of Oklahoma. Accessed March 01, 2021.
http://hdl.handle.net/11244/319735.
MLA Handbook (7th Edition):
Byerly, Channa. “THE IMPACT OF THE FOUR-DAY SCHOOL WEEK, DISTRICT FINANCIAL DECISIONS, AND CHARACTERISTICS ON TEACHER RETENTION.” 2019. Web. 01 Mar 2021.
Vancouver:
Byerly C. THE IMPACT OF THE FOUR-DAY SCHOOL WEEK, DISTRICT FINANCIAL DECISIONS, AND CHARACTERISTICS ON TEACHER RETENTION. [Internet] [Doctoral dissertation]. University of Oklahoma; 2019. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/11244/319735.
Council of Science Editors:
Byerly C. THE IMPACT OF THE FOUR-DAY SCHOOL WEEK, DISTRICT FINANCIAL DECISIONS, AND CHARACTERISTICS ON TEACHER RETENTION. [Doctoral Dissertation]. University of Oklahoma; 2019. Available from: http://hdl.handle.net/11244/319735
University of Oklahoma
12.
Gieger, Joanie.
"It Seemed Like a Wonderful Way to Influence the World and to Touch Lives": Exploring Reasons Teachers Stay in the Classroom.
Degree: PhD, 2020, University of Oklahoma
URL: http://hdl.handle.net/11244/326831
► Retaining experienced, effective teachers in the classroom is essential. In fact, research shows it is the most significant factor in student achievement and the stability…
(more)
▼ Retaining experienced, effective teachers in the classroom is essential. In fact, research shows it is the most significant factor in student achievement and the stability of the learning environment (Carver-Thomas & Darling-Hammond, 2019; Gomba, 2015; Ronfeldt et al., 2013; Sorensen & Ladd, 2020). Especially vulnerable to teacher attrition are novice teachers with 44% of them leaving the classroom in the first five years of teaching (Ingersoll et al., 2018). This phenomenological study used interviews to examine experienced teachers’ reasons for remaining in the classroom. Through the lens of Brownell and Smith’s (1993) conceptual framework, teachers’ decisions to stay in the field were categorized into four levels: micro-, meso-, exo-, and macrosystems. These initial results showed teachers’ decisions for remaining in the classroom fell mostly within the micro- and mesosystems. As a follow-up, an in-depth study of reasons from those two systems was undertaken. Results showed teachers’ rationale for staying could be categorized in three broad categories: passion, lightbulb moments, and personal responsibility. These categories are described, with quotes from teachers provided for illustration. Finally, implications for administrators to aid in retaining highly effective teachers are presented.
Advisors/Committee Members: Lake, Vickie (advisor), Ford, Timothy (committee member), Ethridge, Libby (committee member), Horm, Diane (committee member), Kwon, Kyong-Ah (committee member).
Subjects/Keywords: Teacher Retention
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Manager
APA (6th Edition):
Gieger, J. (2020). "It Seemed Like a Wonderful Way to Influence the World and to Touch Lives": Exploring Reasons Teachers Stay in the Classroom. (Doctoral Dissertation). University of Oklahoma. Retrieved from http://hdl.handle.net/11244/326831
Chicago Manual of Style (16th Edition):
Gieger, Joanie. “"It Seemed Like a Wonderful Way to Influence the World and to Touch Lives": Exploring Reasons Teachers Stay in the Classroom.” 2020. Doctoral Dissertation, University of Oklahoma. Accessed March 01, 2021.
http://hdl.handle.net/11244/326831.
MLA Handbook (7th Edition):
Gieger, Joanie. “"It Seemed Like a Wonderful Way to Influence the World and to Touch Lives": Exploring Reasons Teachers Stay in the Classroom.” 2020. Web. 01 Mar 2021.
Vancouver:
Gieger J. "It Seemed Like a Wonderful Way to Influence the World and to Touch Lives": Exploring Reasons Teachers Stay in the Classroom. [Internet] [Doctoral dissertation]. University of Oklahoma; 2020. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/11244/326831.
Council of Science Editors:
Gieger J. "It Seemed Like a Wonderful Way to Influence the World and to Touch Lives": Exploring Reasons Teachers Stay in the Classroom. [Doctoral Dissertation]. University of Oklahoma; 2020. Available from: http://hdl.handle.net/11244/326831
University of the Western Cape
13.
Farao, Warren Emile.
A comparative study between thermoplastic and conventional removable partial denture designs
.
Degree: 2019, University of the Western Cape
URL: http://hdl.handle.net/11394/6637
► Three dental laboratories in the Cape Town Metropole that were known to fabricate “flexible” or NMCDs for dental practices were identified and were invited to…
(more)
▼ Three dental laboratories in the Cape Town Metropole that were known to fabricate “flexible” or NMCDs for dental practices were identified and were invited to participate in the study. Their participation consisted of emailing photographs of completed metal-frame, acrylic and flexible RPDs and their casts prior to sending them to the practices for delivery to patients. Specimens were collected until a total of 20 metal-frame, 20 acrylic resin and 20 flexible RPDs were received. A design was drawn for each submitted RPD. For each RPD, an “ideal” design was drawn, using the image of the cast. This was done by two observers, who are experienced members of staff in the Department of Restorative Dentistry (Prosthetics), independently. The designs from both observers were later compared for similarity. Where differences existed in the designs, these were resolved by means of discussion until agreement was reached. Each ideal design served as the control for each clinical design.The number of rests, their configuration, the type of support, number of clasps, the presence of indirect
retention, cross-arch stabilization, the number of teeth whose periodontal tissues were covered by design components for each design among the different denture type groups, and corresponding control designs were identified and reported. The ratios of teeth replaced/teeth covered per denture type groups and per classification, and corresponding control designs were compared.
Advisors/Committee Members: Geerts, Greta (advisor).
Subjects/Keywords: Support;
Retention;
Stability;
Indirect retention;
Partially edentulous
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Farao, W. E. (2019). A comparative study between thermoplastic and conventional removable partial denture designs
. (Thesis). University of the Western Cape. Retrieved from http://hdl.handle.net/11394/6637
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Farao, Warren Emile. “A comparative study between thermoplastic and conventional removable partial denture designs
.” 2019. Thesis, University of the Western Cape. Accessed March 01, 2021.
http://hdl.handle.net/11394/6637.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Farao, Warren Emile. “A comparative study between thermoplastic and conventional removable partial denture designs
.” 2019. Web. 01 Mar 2021.
Vancouver:
Farao WE. A comparative study between thermoplastic and conventional removable partial denture designs
. [Internet] [Thesis]. University of the Western Cape; 2019. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/11394/6637.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Farao WE. A comparative study between thermoplastic and conventional removable partial denture designs
. [Thesis]. University of the Western Cape; 2019. Available from: http://hdl.handle.net/11394/6637
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
14.
Makungwe, Mirriam.
Evaluation of the potential of Zeolite as a soil conditioner for two Zambian Soils.
Degree: 2015, University of Zimbabwe
URL: http://dspace.unza.zm/handle/123456789/3666
► Poor nutrient and water holding capacities characterise highly weathered soils, thereby limiting soil productivity. This study was conducted to investigate the potential of improving soil…
(more)
▼ Poor nutrient and water holding capacities characterise highly weathered soils, thereby limiting soil productivity. This study was conducted to investigate the potential of improving soil productivity through amending soils with zeolite to effect improvements on moisture and cation retention capacities. Two experiments were carried out: i) In the first experiment, an ALISOL and ACRISOL were each amended with zeolite to effect increases in CEC by 0, 25, 50, 75, 100 and 125%. The mixtures were placed in pots and allowed to equilibrate for a period of six weeks, and thereafter soil moisture retention and CEC were determined. ii) In the second experiment, the agronomic performance of zeolite was evaluated on the same soils used in the first experiment. A factorial experiment was carried out in the greenhouse with five levels of urea (0, 1, 2, 3, 4 g / plant) as the main plot, and zeolite to effect an increase of 0, 25, 50, 75 and 100% on CEC as the sub-plot. Maize was used as the test crop and this was harvested at the end of eight weeks when dry matter yield was determined. Significant (p<0.05) increases in moisture retention and CEC were obtained. For every gram of zeolite added to a kilogram of soil, plant available water increased by 0.12% for ACRISOL and a non-significant increase of 0.02% on ALISOL. Soil CEC increased by 0.10 cmol/kg and 0.11 cmol/kg for ALISOL and ACRISOL respectively. A combination of urea at 2 g/pot and zeolite at 100% CEC increase increased maize dry matter yield by 75% in the ALISOL and 57% in the ACRISOL. When the zeolite application rate exceeded 16.21 g / kg soil (36.58% in ALISOL and 60.27% in ACRISOL), maize dry matter yield declined. This was found to correlate with declining tolerance of maize to increasing sodium (Na) concentrations. This study has shown that within a limited range, addition of zeolite
iv
to soils can help increase soil productivity by increasing soil moisture retention and cation exchange capacities.
Subjects/Keywords: Soil Conditioner; Zeolite; Moisture Retention; Nutrients Retention
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Export
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Manager
APA (6th Edition):
Makungwe, M. (2015). Evaluation of the potential of Zeolite as a soil conditioner for two Zambian Soils. (Thesis). University of Zimbabwe. Retrieved from http://dspace.unza.zm/handle/123456789/3666
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Makungwe, Mirriam. “Evaluation of the potential of Zeolite as a soil conditioner for two Zambian Soils.” 2015. Thesis, University of Zimbabwe. Accessed March 01, 2021.
http://dspace.unza.zm/handle/123456789/3666.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Makungwe, Mirriam. “Evaluation of the potential of Zeolite as a soil conditioner for two Zambian Soils.” 2015. Web. 01 Mar 2021.
Vancouver:
Makungwe M. Evaluation of the potential of Zeolite as a soil conditioner for two Zambian Soils. [Internet] [Thesis]. University of Zimbabwe; 2015. [cited 2021 Mar 01].
Available from: http://dspace.unza.zm/handle/123456789/3666.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Makungwe M. Evaluation of the potential of Zeolite as a soil conditioner for two Zambian Soils. [Thesis]. University of Zimbabwe; 2015. Available from: http://dspace.unza.zm/handle/123456789/3666
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Texas State University – San Marcos
15.
Casey, Grace.
Sustaining Leadership: Identifying factors that inform principal longevity.
Degree: PhD, School Improvement, 2016, Texas State University – San Marcos
URL: https://digital.library.txstate.edu/handle/10877/6028
► Seventeen years after researchers sounded the alarm to the phenomenon of principal turnover, principal turnover continues at a national level of 15% to 30% annually…
(more)
▼ Seventeen years after researchers sounded the alarm to the phenomenon of principal turnover, principal turnover continues at a national level of 15% to 30% annually with schools serving students in high poverty, majority-minority student populations at the higher range. In Texas, Fuller and Young (2010) found that 50% of principals leave their positions after 5 years. The purpose of this phenomenological case study was to provide qualitative data that identify the motivational factors that inform principal
retention. This study captured the voices, perspectives and lived experiences of four middle school principals serving in the second largest school district in Texas. The context of their principalship was drawn from the state and district artifacts, the data from the self-reporting Basic Need Satisfaction at Work survey and the semi-structured interviews. This study questioned: Given the high levels of attrition of middle school principals in Texas, what and how have (a) professional and personal experiences, (b) administrative support, (c) professional preparation, and (d) technical abilities contributed to principal
retention and why? Data from this study revealed the personal connections, commitment to the community, and advocacy towards high needs student populations that advanced their reasons to pursue the principalship. The participants reported they did not initiate a career in the principalship and reported their principals recommended them to district sponsored principal preparation programs. These same principals supervised the participants' internships and continued to serve as mentors and peer supports. This research further solidified current research that purports the need for autonomy at the campus level and how the context of leadership matters. Further investigation is needed to capture the voices and lived experiences of principals at the elementary, middle, and high school levels to better understand their work environments and how districts can support principals based on campus needs. Research that informs principal longevity at elementary, middle, and high schools, from rural, suburban, and urban districts with varying years of experience would also be beneficial as well as identifying school districts that have retained principals for more than five years in schools with high needs student populations.
Advisors/Committee Members: Baray, Sarah N. (advisor), Aidan, Barry (committee member), Boone, Michael (committee member), Martinez, Melissa A. (committee member).
Subjects/Keywords: Principal retention; School principals; Employee retention
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Manager
APA (6th Edition):
Casey, G. (2016). Sustaining Leadership: Identifying factors that inform principal longevity. (Doctoral Dissertation). Texas State University – San Marcos. Retrieved from https://digital.library.txstate.edu/handle/10877/6028
Chicago Manual of Style (16th Edition):
Casey, Grace. “Sustaining Leadership: Identifying factors that inform principal longevity.” 2016. Doctoral Dissertation, Texas State University – San Marcos. Accessed March 01, 2021.
https://digital.library.txstate.edu/handle/10877/6028.
MLA Handbook (7th Edition):
Casey, Grace. “Sustaining Leadership: Identifying factors that inform principal longevity.” 2016. Web. 01 Mar 2021.
Vancouver:
Casey G. Sustaining Leadership: Identifying factors that inform principal longevity. [Internet] [Doctoral dissertation]. Texas State University – San Marcos; 2016. [cited 2021 Mar 01].
Available from: https://digital.library.txstate.edu/handle/10877/6028.
Council of Science Editors:
Casey G. Sustaining Leadership: Identifying factors that inform principal longevity. [Doctoral Dissertation]. Texas State University – San Marcos; 2016. Available from: https://digital.library.txstate.edu/handle/10877/6028
RMIT University
16.
Weng, F.
Modelling IT student retention at Taiwanese higher education institutions.
Degree: 2010, RMIT University
URL: http://researchbank.rmit.edu.au/view/rmit:12521
► The purpose of this study is to expand the understanding of IT student retention in Taiwan. Three objectives are proposed: (a) to identify at-risk students…
(more)
▼ The purpose of this study is to expand the understanding of IT student retention in Taiwan. Three objectives are proposed: (a) to identify at-risk students who are most likely to drop out; (b) to model Information System (IS) student retention; and (c) to inform intervention programs for at-risk students. The significance of this study is in serving to better inform faculties, staff and administrators of higher education institutions in turn to help strengthen the retention of IT students. In seeking to identify at-risk students most likely to drop out, two sets of secondary data were analysed. Both datasets included students’ demographic and academic performance variables, which were drawn from the student information systems of the institutions used in this study. The first dataset consisted of all-year level students who enrolled in the period 2003 to 2005. Logistic regression and Support Vector Machine (SVM), a type of machine learning technology, were used to classify at-risk students. The second dataset only included first-year students who enrolled in 2006. Logistic regression models were built to determine the significant predictors on attrition. A further two analytical steps were utilised in modelling IS student retention. Prior to building this model, the psychological factor of ‘self-efficacy’ in IT students was first examined. We introduced self-efficacy, a psychological factor that affects students’ academic outcomes, as a new factor to be incorporated into Tinto’s theory—a well-known framework in student retention research. Data gathered from a Taiwanese national survey conducted in 2005 was used. Multivariate analysis of variance (MANOVA) was used to analyse the interaction effects between academic integration and self-efficacy. The independent variables were institution type and students’ study major/discipline. Once the effect of the psychological factor on IT students was recognised, an IS student retention model was built corresponding to the factor of self-efficacy. A modified version of Tinto and Bean’s integrated model of student retention was adopted to investigate IS students in private higher education institutions in Taiwan. Tinto and Bean’s models are well respected in the area of retention research. A questionnaire survey was carried out in six private institutions. Structural equation modelling (SEM) was used to examine the parameter estimates of the measurement and structural models of the hypothesised model. In addition, face-to-face interviews were conducted to confirm the results of the SEM. Recommendations on improving student retention were obtained by using a qualitative approach. A face-to-face interview method was used to inform intervention programs for at-risk IS students. Sixteen students studying the IS discipline and four academic staff members were recruited randomly and interviewed, so that more detailed information on student retention could be gathered. The results of the research indicate that self-efficacy, commitment to goals linked to…
Subjects/Keywords: Fields of Research; Student retention; student retention model; higher education student retention; IT student retention
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Manager
APA (6th Edition):
Weng, F. (2010). Modelling IT student retention at Taiwanese higher education institutions. (Thesis). RMIT University. Retrieved from http://researchbank.rmit.edu.au/view/rmit:12521
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Weng, F. “Modelling IT student retention at Taiwanese higher education institutions.” 2010. Thesis, RMIT University. Accessed March 01, 2021.
http://researchbank.rmit.edu.au/view/rmit:12521.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Weng, F. “Modelling IT student retention at Taiwanese higher education institutions.” 2010. Web. 01 Mar 2021.
Vancouver:
Weng F. Modelling IT student retention at Taiwanese higher education institutions. [Internet] [Thesis]. RMIT University; 2010. [cited 2021 Mar 01].
Available from: http://researchbank.rmit.edu.au/view/rmit:12521.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Weng F. Modelling IT student retention at Taiwanese higher education institutions. [Thesis]. RMIT University; 2010. Available from: http://researchbank.rmit.edu.au/view/rmit:12521
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Pretoria
17.
[No author].
The relationship between the changing leadership
profile and the retention of black talent
.
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-07132010-091614/
► The retention of skills is central to the sustained success of an organisation. In an environment of increased globalisation and competition for skills, the retention…
(more)
▼ The
retention of skills is central to the sustained
success of an organisation. In an environment of increased
globalisation and competition for skills, the
retention of skills
is increasingly important yet difficult to achieve. An inclusive
organisational culture and the effective management of diversity
play a decisive role in the
retention of skills. In turn,
leadership is a key element in shaping and influencing the culture
of an organisation and creating an inclusive workplace environment
in a diverse culture such as that in post-Apartheid South Africa.
The explicit objective of the Employment Equity Act (1998) is to
transform the racial composition of the South African employment
landscape, but what of the implicit aim of transforming the
workplace into one that embraces all races and cultures? Has the
transformation process, driven by government through legislation,
had a positive impact in the workplace and achieved the objectives
of the Employment Equity Act? The aim of this research was to
establish if the increasing number of black managers have had a
positive influence on the culture of South African workplaces
resulting in the
retention of black talent. The results indicated
that the influence of black managers on the culture of an
organisation was limited - largely because the environment was not
conducive to the change they envisioned. Consequently black top and
senior managers have not influenced the decisions of other black
employees to seek alternate employment.
Advisors/Committee Members: Dr M Adonisi (advisor).
Subjects/Keywords: UCTD;
Employee retention
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Manager
APA (6th Edition):
author], [. (2010). The relationship between the changing leadership
profile and the retention of black talent
. (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-07132010-091614/
Chicago Manual of Style (16th Edition):
author], [No. “The relationship between the changing leadership
profile and the retention of black talent
.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://upetd.up.ac.za/thesis/available/etd-07132010-091614/.
MLA Handbook (7th Edition):
author], [No. “The relationship between the changing leadership
profile and the retention of black talent
.” 2010. Web. 01 Mar 2021.
Vancouver:
author] [. The relationship between the changing leadership
profile and the retention of black talent
. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://upetd.up.ac.za/thesis/available/etd-07132010-091614/.
Council of Science Editors:
author] [. The relationship between the changing leadership
profile and the retention of black talent
. [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-07132010-091614/
University of Pretoria
18.
[No author].
Factors affecting retention of black professional in
the South African financial institutions industry
.
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-07092010-222912/
► South Africa has a very low supply of adequately skilled and experience Black Professionals and as a result South African companies find themselves competing for…
(more)
▼ South Africa has a very low supply of adequately
skilled and experience Black Professionals and as a result South
African companies find themselves competing for the limited
resources that are available. Since the government introduced
Affirmative Action and Employment Equity Acts which resulted to an
increase in the demand for these professionals, this low supply has
lead to increased salaries for these professionals. What has
compounded the problem is the staff turnover problem that these
organisations are facing. The literature shows that 65% of black
professionals leave organisations within three years when it takes
five years to recover all the costs of getting that person into the
organization. The objective of this research is to uncover the
reasons why these professionals change jobs at the rate that they
are. It was decided that the best research method to use for this
exercise is an exploratory study. Depth interviews were conducted
by the researcher and the respondents were chosen through a
snow-balling technique where the initial respondents were chosen
through a judgmental technique. The following are the top five
factors that came out of this exercise which, according to the
respondents, push them out of the organisation, these have been
listed in order of importance: Career Aspirations and Lack of
Mentorship Programmes, Treatment and Respect, Salaries, Affirmative
Action and Undermining of Black Skills. The details are discussed
in the report.
Advisors/Committee Members: Mr M Goldman (advisor).
Subjects/Keywords: UCTD;
Employee retention
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Manager
APA (6th Edition):
author], [. (2010). Factors affecting retention of black professional in
the South African financial institutions industry
. (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-07092010-222912/
Chicago Manual of Style (16th Edition):
author], [No. “Factors affecting retention of black professional in
the South African financial institutions industry
.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://upetd.up.ac.za/thesis/available/etd-07092010-222912/.
MLA Handbook (7th Edition):
author], [No. “Factors affecting retention of black professional in
the South African financial institutions industry
.” 2010. Web. 01 Mar 2021.
Vancouver:
author] [. Factors affecting retention of black professional in
the South African financial institutions industry
. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://upetd.up.ac.za/thesis/available/etd-07092010-222912/.
Council of Science Editors:
author] [. Factors affecting retention of black professional in
the South African financial institutions industry
. [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-07092010-222912/
University of Pretoria
19.
[No author].
Management practices for retaining highly talented
employees in a large South African organisation
.
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-03122010-152909/
► The management practices used by predominantly large organisations for the purpose of retaining talented people is key to the greater success and longer term sustainability…
(more)
▼ The management practices used by predominantly large
organisations for the purpose of retaining talented people is key
to the greater success and longer term sustainability of the
business. However, these organisations continue to wrestle with
appropriate management practices to retain their talented people.
It is therefore of critical importance that organisations are aware
of the
retention practices that work, and those that don’t, in the
global war for retaining talent. A non-probability sampling method
was used to select a sample of high potential or talented employees
that either are, or have been participants of the Leadership
Academy at a large South African organisation, to participate in a
series of focus groups utilising the nominal group technique which
enabled the quantification of qualitative data. A total of 36
highly talented employees participated in the focus groups which
were split in terms of age in order to establish if different age
groups had different views. The findings of the research enabled
the development of a structured argument in terms of what
organisations need to start doing, stop doing and continue doing
with respect to the management practices employed for the
retention
of highly talented people. The research further enabled the
identification of a number of components to an employee value
proposition (EVP) geared specifically at the
retention of highly
talented people in a large organisation.
Advisors/Committee Members: Prof M Sutherland (advisor).
Subjects/Keywords: UCTD;
Employee retention
Record Details
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APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
author], [. (2010). Management practices for retaining highly talented
employees in a large South African organisation
. (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-03122010-152909/
Chicago Manual of Style (16th Edition):
author], [No. “Management practices for retaining highly talented
employees in a large South African organisation
.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://upetd.up.ac.za/thesis/available/etd-03122010-152909/.
MLA Handbook (7th Edition):
author], [No. “Management practices for retaining highly talented
employees in a large South African organisation
.” 2010. Web. 01 Mar 2021.
Vancouver:
author] [. Management practices for retaining highly talented
employees in a large South African organisation
. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://upetd.up.ac.za/thesis/available/etd-03122010-152909/.
Council of Science Editors:
author] [. Management practices for retaining highly talented
employees in a large South African organisation
. [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-03122010-152909/
University of Pretoria
20.
[No author].
Management practices that support retention in South
African inbound call centres
.
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-04082010-112313/
► The turnover of call centre agents in South Africa is higher than in most other industries. The costs incurred to retain agents versus the replacement…
(more)
▼ The turnover of call centre agents in South Africa
is higher than in most other industries. The costs incurred to
retain agents versus the replacement costs of an agent are massive.
This research focused on inbound call centre agents and the
perception of five management practises which were compared with
both managers and agents in two large call centres. The five
management practises tested were communication, call centre
structure, performance management, recruitment and selection, and
training and development. These five practises impacted on the
agents’ intention to leave by 36%. A non-probability sampling
method was used to select a sample of inbound call centre agents; a
total of 82 agents were surveyed. Regression, stepwise selection,
Wilcoxon Scores Rank Sum test, Pearson and Spearman correlation
tests were some of the tools used to interpret the survey. The
research concluded that communication had the strongest correlation
with an agent’s intention to leave. Communication had the best
combination of a matching variable to be predicted on a stepwise
selection. The research further showed that the managers’ and call
centre agents’ perception differs to the extent that managers
believe sufficient communication is made to keep call centre agents
satisfied, and this is contrary to the agents perception.
Interesting to note is that 82% of the agents have considered
leaving their organisation at some point, 63% of the employees do
not want to be working at their current employer in the next year,
and 53% had considered leaving within the past three months. This
research has contributed to the body of knowledge. Organisations
and managers are well positioned to direct their focus to specific
management practises identified in the research which will assist
them in retaining call centre agents.
Advisors/Committee Members: Ms C Scheepers (advisor).
Subjects/Keywords: UCTD;
Employee retention
Record Details
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❌
APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
author], [. (2010). Management practices that support retention in South
African inbound call centres
. (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-04082010-112313/
Chicago Manual of Style (16th Edition):
author], [No. “Management practices that support retention in South
African inbound call centres
.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://upetd.up.ac.za/thesis/available/etd-04082010-112313/.
MLA Handbook (7th Edition):
author], [No. “Management practices that support retention in South
African inbound call centres
.” 2010. Web. 01 Mar 2021.
Vancouver:
author] [. Management practices that support retention in South
African inbound call centres
. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://upetd.up.ac.za/thesis/available/etd-04082010-112313/.
Council of Science Editors:
author] [. Management practices that support retention in South
African inbound call centres
. [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-04082010-112313/
University of Pretoria
21.
[No author].
A consideration of the retention ratio and the impact
on selected management and investment performance
metrics
.
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-05052010-160615/
► They would possibly be less contentious if there was conclusive proof that managers were better allocators of capital generated through income retained than investors. Against…
(more)
▼ They would possibly be less contentious if there was
conclusive proof that managers were better allocators of capital
generated through income retained than investors. Against this
backdrop, this study examines the question of whether correlations
exist between the amount of income retained by managers to fund
capital and various financial management and investment performance
metrics. The objective of the study is to test various hypotheses
for relationships between the
retention ratio and various
management and investment performance metrics. The hypotheses
includes testing whether dividends are a significant contributor to
investor returns, whether there is a correlation between the
retention ratio and the share price, between the
retention ratio
and total investor returns and between the
retention ratio and
return on equity. A last hypothesis is to test whether there is a
correlation between total returns to investors and return on
equity. The results of the study did not support any of the
hypotheses and the indication is that no firm or clear relationship
between the
retention ratio and various performance metrics exists
for the sample of South African firms over the survey period,
namely share price, total investor returns and return on equity.
The study could therefore not conclude whether managers were either
good or poor allocators of capital generated through income
retained. The study could also not determine whether capital
retained did impact on future performance measures of a company or
not. This outcome of the study was surprising. It was anticipated
that there would be either positive correlations supporting
managers’ ability to allocate retained income or negative
correlations refuting managers’ ability to allocated retained
income. This, however, was not evident. The literature reviewed was
clear regarding the mystery surrounding dividend distributions and
its role within iii corporate finance, but was divided on the
drivers of the behaviour. It was hoped that this study would have
been able to provide some explanation for dividends in a South
African mining industry context. The reasons for the outcome are
varied but include the questionable credibility of the data with
regards to the size of the sample and the period of study.
Therefore, no certain conclusions could be made about managers’
ability to allocate capital generated through retained income and
the recommendation is for further research to be conducted with a
larger sample over a longer period of study before the results are
given undue significance.
Advisors/Committee Members: Prof A Saville (advisor).
Subjects/Keywords: UCTD;
Retention ratio
Record Details
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APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
author], [. (2010). A consideration of the retention ratio and the impact
on selected management and investment performance
metrics
. (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-05052010-160615/
Chicago Manual of Style (16th Edition):
author], [No. “A consideration of the retention ratio and the impact
on selected management and investment performance
metrics
.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://upetd.up.ac.za/thesis/available/etd-05052010-160615/.
MLA Handbook (7th Edition):
author], [No. “A consideration of the retention ratio and the impact
on selected management and investment performance
metrics
.” 2010. Web. 01 Mar 2021.
Vancouver:
author] [. A consideration of the retention ratio and the impact
on selected management and investment performance
metrics
. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://upetd.up.ac.za/thesis/available/etd-05052010-160615/.
Council of Science Editors:
author] [. A consideration of the retention ratio and the impact
on selected management and investment performance
metrics
. [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-05052010-160615/
Mississippi State University
22.
Dickerson, Reid.
Understanding racial differences in college student departure.
Degree: MS, Sociology, 2014, Mississippi State University
URL: http://sun.library.msstate.edu/ETD-db/theses/available/etd-05152014-143351/
;
► The goal of this paper is to understand the emergence of racial disparities in college student departure trajectories during the first year of college.…
(more)
▼ The goal of this paper is to understand the emergence of racial disparities in college student departure trajectories during the first year of college. Race, social class background, precollege academic preparation, expectations, integration into the university, and method of tuition payment are all variables used to explain three types of student departures. During the first year, students either remained at their initial institution, transferred horizontally, reverse transferred, or dropped out. The bivariate results from the multinomial logistic regression demonstrate that Black students have nearly twice the odds of dropping out compared to White and Asian students. This racial disparity is fully explained after controlling for differences in academic preparation. In fact, once academic preparation was accounted for, Black and Hispanic students had lower odds of dropping out. The results of this study demonstrate the importance of social context when explaining
retention outcomes in higher education.
Advisors/Committee Members: Yasmiyn Irizarry (chair), Lindsey Peterson (committee member), Jeralynn S. Cossman (committee member).
Subjects/Keywords: race; college; retention
Record Details
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APA ·
Chicago ·
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Manager
APA (6th Edition):
Dickerson, R. (2014). Understanding racial differences in college student departure. (Masters Thesis). Mississippi State University. Retrieved from http://sun.library.msstate.edu/ETD-db/theses/available/etd-05152014-143351/ ;
Chicago Manual of Style (16th Edition):
Dickerson, Reid. “Understanding racial differences in college student departure.” 2014. Masters Thesis, Mississippi State University. Accessed March 01, 2021.
http://sun.library.msstate.edu/ETD-db/theses/available/etd-05152014-143351/ ;.
MLA Handbook (7th Edition):
Dickerson, Reid. “Understanding racial differences in college student departure.” 2014. Web. 01 Mar 2021.
Vancouver:
Dickerson R. Understanding racial differences in college student departure. [Internet] [Masters thesis]. Mississippi State University; 2014. [cited 2021 Mar 01].
Available from: http://sun.library.msstate.edu/ETD-db/theses/available/etd-05152014-143351/ ;.
Council of Science Editors:
Dickerson R. Understanding racial differences in college student departure. [Masters Thesis]. Mississippi State University; 2014. Available from: http://sun.library.msstate.edu/ETD-db/theses/available/etd-05152014-143351/ ;
23.
Johnson, Amanda Lee.
TRENDS IN CIGARETTE SMOKING AND THE RELATIONSHIP WITH FAILING TO BE RETAINED IN HIV PRIMARY CARE, 2008-2010.
Degree: 2014, Johns Hopkins University
URL: http://jhir.library.jhu.edu/handle/1774.2/38055
► Introduction: Currently, there are over a million individuals living with HIV in North America, with over one-third not in HIV primary care and twice as…
(more)
▼ Introduction: Currently, there are over a million individuals living with HIV in North America, with over one-third not in HIV primary care and twice as many reporting cigarette smoking as non-HIV-infected individuals. Few smoking cessation programs exist to target this population and little research has been focused on the relationship between smoking and
retention in care. The objectives were to describe patterns of smoking in HIV-infected adults by demographic characteristics and to estimate the association of smoking on failing to be retained in HIV primary care. Methods: Analysis included data from five clinical cohorts from the North American Cohort Collaboration on Research and Design (NA-ACCORD). Adults retained in care during the year of their first visit and who contributed laboratory and smoking data for at least two visits from 2008 to 2010 were analyzed. Smoking status was time-varying and defined as never, ever, or current.
Retention in care was defined
as ≥2 HIV primary care visits ≥90 days apart in a calendar year. Trends in smoking statuses were described by clinical and demographic characteristics such as age, sex, race, injection drug use (IDU) as HIV risk factor, region of residence, and highly active antiretroviral therapy (HAART) use. Trends in the proportions of never/ever/current smokers were detected using logistic regression models with generalized estimating equations (GEE) using independent correlation matrixes and robust variance estimations. Univariate and multivariate Cox proportional hazard models with the Efron method for ties were used to assess associations between time-varying smoking status and failing to be retained in HIV primary care over the study period. Results: The sample of 3,575 HIV+ participants were 74% male, 47% African American, 19% IDUs, and 62% Southern US residents. At baseline, 28% were current smokers, 43% ever smokers, and 28% never smokers. 17% of the NA-ACCORD population failed to be
retained in care from 2008 to 2010, with a reduced risk among ever smokers (vs. never) and an increased risk among current smokers (vs. never). Conclusions: Programs incorporating smoking cessation into HIV clinical care may help better retain current smokers who are trying to quit.
Advisors/Committee Members: Althoff, Keri N (advisor).
Subjects/Keywords: HIV retention;
smoking
Record Details
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APA ·
Chicago ·
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CSE |
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to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Johnson, A. L. (2014). TRENDS IN CIGARETTE SMOKING AND THE RELATIONSHIP WITH FAILING TO BE RETAINED IN HIV PRIMARY CARE, 2008-2010. (Thesis). Johns Hopkins University. Retrieved from http://jhir.library.jhu.edu/handle/1774.2/38055
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Johnson, Amanda Lee. “TRENDS IN CIGARETTE SMOKING AND THE RELATIONSHIP WITH FAILING TO BE RETAINED IN HIV PRIMARY CARE, 2008-2010.” 2014. Thesis, Johns Hopkins University. Accessed March 01, 2021.
http://jhir.library.jhu.edu/handle/1774.2/38055.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Johnson, Amanda Lee. “TRENDS IN CIGARETTE SMOKING AND THE RELATIONSHIP WITH FAILING TO BE RETAINED IN HIV PRIMARY CARE, 2008-2010.” 2014. Web. 01 Mar 2021.
Vancouver:
Johnson AL. TRENDS IN CIGARETTE SMOKING AND THE RELATIONSHIP WITH FAILING TO BE RETAINED IN HIV PRIMARY CARE, 2008-2010. [Internet] [Thesis]. Johns Hopkins University; 2014. [cited 2021 Mar 01].
Available from: http://jhir.library.jhu.edu/handle/1774.2/38055.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Johnson AL. TRENDS IN CIGARETTE SMOKING AND THE RELATIONSHIP WITH FAILING TO BE RETAINED IN HIV PRIMARY CARE, 2008-2010. [Thesis]. Johns Hopkins University; 2014. Available from: http://jhir.library.jhu.edu/handle/1774.2/38055
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Texas A&M University
24.
Dimatteo, Kristen.
The Effects of a Mentoring Program on Teacher Retention Rates at Tashkent International School.
Degree: EdD, Curriculum and Instruction, 2014, Texas A&M University
URL: http://hdl.handle.net/1969.1/152813
► Teacher retention has become a focus of many schools and school systems in recent years. The United States, United Kingdom, and Australia have grappled with…
(more)
▼ Teacher
retention has become a focus of many schools and school systems in recent years. The United States, United Kingdom, and Australia have grappled with increasing attrition rates among new teachers. International schools experience similar rates to varying degrees. There are similarities among countries and international schools with respect to why teachers leave schools or the teaching profession.
The high monetary cost of teacher attrition and the upheaval in school culture and curriculum development warrant further investigation into teacher attrition prevention strategies. This study explored the effectiveness of a mentoring program for newly hired teachers at Tashkent International School (TIS). By investigating first whether the TIS program has achieved its intended outcome and, second, by determining characteristics of the program that have best achieved this goal, the study showed a clear path forward regarding mentoring that may inform similar international schools as they consider strategies to manage teacher
retention.
The purpose of this mixed method study was to examine the effects of a mentoring program on school-related factors that affect teacher
retention rates in an international school. Eight teachers employed at Tashkent International School from kindergarten to grade 5 who participated in a mentoring program were surveyed, interviewed, and observed in weekly meetings. The data collected were analyzed according to themes grouped as early intervention, a supportive communal culture, and distributive leadership. New teacher survey results and interviews indicated that the mentoring program positively affected teachers‘ perceptions of the school‘s collaborative culture and the level of support provided by the school. Data collected from mentor-teacher surveys and interviews indicated that lead teachers benefitted from leadership opportunities. Observation data reflected a focus on student work in meetings and a questioning/coaching model used by mentors.
While the study revealed these positive aspects of the program, analysis also revealed areas of possible improvements. These areas include formalizing responsibilities of lead teachers and providing ongoing training to increase the lead teacher capacity as mentor. The results of this study suggest that international schools should consider adopting a new teacher mentoring program as a teacher
retention strategy.
Advisors/Committee Members: Capraro, Mary M (advisor), Burlbaw, Lynn M (advisor), Madsen, Jean (committee member), Viruru, Radhika (committee member).
Subjects/Keywords: mentoring; teacher retention
Record Details
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Record Details
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❌
APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Dimatteo, K. (2014). The Effects of a Mentoring Program on Teacher Retention Rates at Tashkent International School. (Doctoral Dissertation). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/152813
Chicago Manual of Style (16th Edition):
Dimatteo, Kristen. “The Effects of a Mentoring Program on Teacher Retention Rates at Tashkent International School.” 2014. Doctoral Dissertation, Texas A&M University. Accessed March 01, 2021.
http://hdl.handle.net/1969.1/152813.
MLA Handbook (7th Edition):
Dimatteo, Kristen. “The Effects of a Mentoring Program on Teacher Retention Rates at Tashkent International School.” 2014. Web. 01 Mar 2021.
Vancouver:
Dimatteo K. The Effects of a Mentoring Program on Teacher Retention Rates at Tashkent International School. [Internet] [Doctoral dissertation]. Texas A&M University; 2014. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/1969.1/152813.
Council of Science Editors:
Dimatteo K. The Effects of a Mentoring Program on Teacher Retention Rates at Tashkent International School. [Doctoral Dissertation]. Texas A&M University; 2014. Available from: http://hdl.handle.net/1969.1/152813
University of Pretoria
25.
Law, Debbie.
A consideration
of the retention ratio and the impact on selected management and
investment performance metrics.
Degree: Gordon Institute of Business
Science (GIBS), 2010, University of Pretoria
URL: http://hdl.handle.net/2263/24359
► They would possibly be less contentious if there was conclusive proof that managers were better allocators of capital generated through income retained than investors. Against…
(more)
▼ They would possibly be less contentious if there was
conclusive proof that managers were better allocators of capital
generated through income retained than investors. Against this
backdrop, this study examines the question of whether correlations
exist between the amount of income retained by managers to fund
capital and various financial management and investment performance
metrics. The objective of the study is to test various hypotheses
for relationships between the
retention ratio and various
management and investment performance metrics. The hypotheses
includes testing whether dividends are a significant contributor to
investor returns, whether there is a correlation between the
retention ratio and the share price, between the
retention ratio
and total investor returns and between the
retention ratio and
return on equity. A last hypothesis is to test whether there is a
correlation between total returns to investors and return on
equity. The results of the study did not support any of the
hypotheses and the indication is that no firm or clear relationship
between the
retention ratio and various performance metrics exists
for the sample of South African firms over the survey period,
namely share price, total investor returns and return on equity.
The study could therefore not conclude whether managers were either
good or poor allocators of capital generated through income
retained. The study could also not determine whether capital
retained did impact on future performance measures of a company or
not. This outcome of the study was surprising. It was anticipated
that there would be either positive correlations supporting
managers’ ability to allocate retained income or negative
correlations refuting managers’ ability to allocated retained
income. This, however, was not evident. The literature reviewed was
clear regarding the mystery surrounding dividend distributions and
its role within iii corporate finance, but was divided on the
drivers of the behaviour. It was hoped that this study would have
been able to provide some explanation for dividends in a South
African mining industry context. The reasons for the outcome are
varied but include the questionable credibility of the data with
regards to the size of the sample and the period of study.
Therefore, no certain conclusions could be made about managers’
ability to allocate capital generated through retained income and
the recommendation is for further research to be conducted with a
larger sample over a longer period of study before the results are
given undue significance.
Advisors/Committee Members: Prof A Saville (advisor).
Subjects/Keywords: UCTD; Retention
ratio
Record Details
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Share »
Record Details
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« Share
❌
APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Law, D. (2010). A consideration
of the retention ratio and the impact on selected management and
investment performance metrics. (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/24359
Chicago Manual of Style (16th Edition):
Law, Debbie. “A consideration
of the retention ratio and the impact on selected management and
investment performance metrics.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://hdl.handle.net/2263/24359.
MLA Handbook (7th Edition):
Law, Debbie. “A consideration
of the retention ratio and the impact on selected management and
investment performance metrics.” 2010. Web. 01 Mar 2021.
Vancouver:
Law D. A consideration
of the retention ratio and the impact on selected management and
investment performance metrics. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/2263/24359.
Council of Science Editors:
Law D. A consideration
of the retention ratio and the impact on selected management and
investment performance metrics. [Masters Thesis]. University of Pretoria; 2010. Available from: http://hdl.handle.net/2263/24359
University of Pretoria
26.
Biyela, Bongumusa.
Factors
affecting retention of black professional in the South African
financial institutions industry.
Degree: Gordon Institute of Business
Science (GIBS), 2010, University of Pretoria
URL: http://hdl.handle.net/2263/26164
► South Africa has a very low supply of adequately skilled and experience Black Professionals and as a result South African companies find themselves competing for…
(more)
▼ South Africa has a very low supply of adequately skilled
and experience Black Professionals and as a result South African
companies find themselves competing for the limited resources that
are available. Since the government introduced Affirmative Action
and Employment Equity Acts which resulted to an increase in the
demand for these professionals, this low supply has lead to
increased salaries for these professionals. What has compounded the
problem is the staff turnover problem that these organisations are
facing. The literature shows that 65% of black professionals leave
organisations within three years when it takes five years to
recover all the costs of getting that person into the organization.
The objective of this research is to uncover the reasons why these
professionals change jobs at the rate that they are. It was decided
that the best research method to use for this exercise is an
exploratory study. Depth interviews were conducted by the
researcher and the respondents were chosen through a snow-balling
technique where the initial respondents were chosen through a
judgmental technique. The following are the top five factors that
came out of this exercise which, according to the respondents, push
them out of the organisation, these have been listed in order of
importance: Career Aspirations and Lack of Mentorship Programmes,
Treatment and Respect, Salaries, Affirmative Action and Undermining
of Black Skills. The details are discussed in the
report.
Advisors/Committee Members: Mr M Goldman (advisor).
Subjects/Keywords: UCTD; Employee
retention
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Manager
APA (6th Edition):
Biyela, B. (2010). Factors
affecting retention of black professional in the South African
financial institutions industry. (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/26164
Chicago Manual of Style (16th Edition):
Biyela, Bongumusa. “Factors
affecting retention of black professional in the South African
financial institutions industry.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://hdl.handle.net/2263/26164.
MLA Handbook (7th Edition):
Biyela, Bongumusa. “Factors
affecting retention of black professional in the South African
financial institutions industry.” 2010. Web. 01 Mar 2021.
Vancouver:
Biyela B. Factors
affecting retention of black professional in the South African
financial institutions industry. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/2263/26164.
Council of Science Editors:
Biyela B. Factors
affecting retention of black professional in the South African
financial institutions industry. [Masters Thesis]. University of Pretoria; 2010. Available from: http://hdl.handle.net/2263/26164
University of Pretoria
27.
McCarthy, Siobhan.
The relationship
between the changing leadership profile and the retention of black
talent.
Degree: Gordon Institute of Business
Science (GIBS), 2010, University of Pretoria
URL: http://hdl.handle.net/2263/26262
► The retention of skills is central to the sustained success of an organisation. In an environment of increased globalisation and competition for skills, the retention…
(more)
▼ The
retention of skills is central to the sustained
success of an organisation. In an environment of increased
globalisation and competition for skills, the
retention of skills
is increasingly important yet difficult to achieve. An inclusive
organisational culture and the effective management of diversity
play a decisive role in the
retention of skills. In turn,
leadership is a key element in shaping and influencing the culture
of an organisation and creating an inclusive workplace environment
in a diverse culture such as that in post-Apartheid South Africa.
The explicit objective of the Employment Equity Act (1998) is to
transform the racial composition of the South African employment
landscape, but what of the implicit aim of transforming the
workplace into one that embraces all races and cultures? Has the
transformation process, driven by government through legislation,
had a positive impact in the workplace and achieved the objectives
of the Employment Equity Act? The aim of this research was to
establish if the increasing number of black managers have had a
positive influence on the culture of South African workplaces
resulting in the
retention of black talent. The results indicated
that the influence of black managers on the culture of an
organisation was limited - largely because the environment was not
conducive to the change they envisioned. Consequently black top and
senior managers have not influenced the decisions of other black
employees to seek alternate employment.
Advisors/Committee Members: Dr M Adonisi (advisor).
Subjects/Keywords: UCTD; Employee
retention
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APA ·
Chicago ·
MLA ·
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CSE |
Export
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Manager
APA (6th Edition):
McCarthy, S. (2010). The relationship
between the changing leadership profile and the retention of black
talent. (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/26262
Chicago Manual of Style (16th Edition):
McCarthy, Siobhan. “The relationship
between the changing leadership profile and the retention of black
talent.” 2010. Masters Thesis, University of Pretoria. Accessed March 01, 2021.
http://hdl.handle.net/2263/26262.
MLA Handbook (7th Edition):
McCarthy, Siobhan. “The relationship
between the changing leadership profile and the retention of black
talent.” 2010. Web. 01 Mar 2021.
Vancouver:
McCarthy S. The relationship
between the changing leadership profile and the retention of black
talent. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/2263/26262.
Council of Science Editors:
McCarthy S. The relationship
between the changing leadership profile and the retention of black
talent. [Masters Thesis]. University of Pretoria; 2010. Available from: http://hdl.handle.net/2263/26262
University of Houston
28.
Villegas, Ramon.
The Relationship of Scores on the Personal Background Preparation Survey and First Semester Educational Outcomes for Students at a Health Science Community College.
Degree: EdD, Professional Leadership, Education, 2020, University of Houston
URL: http://hdl.handle.net/10657/6682
► Background: Graduation rates at community colleges who serve nontraditional and diverse student populations have remained critically low for many decades. Research studies have cited cognitive…
(more)
▼ Background: Graduation rates at community colleges who serve nontraditional and diverse student populations have remained critically low for many decades. Research studies have cited cognitive factors, such as a low level of academic preparation, as well as non-cognitive factors, such as a lack of money or family obligations, as causes for student failure and dropout. Early identification of students with medium or high-risk factors could help improve their graduation rates and ultimately reduce the shortages in many health care professions. Purpose: The purpose of this study was to measure the effectiveness of the Personal Background Preparation Survey (PBPS) in identifying at-risk students during their first semester in a health science program at a community college. The study answered the following research question, “What is the effectiveness of the PBPS in identifying at-risk students during their first semester at a community college?” Methods: This study used archival data collected during 2010 – 2015 under a grant between two southwestern U.S schools. The correlational design analyzed the predictor PBPS total risk scores that assessed the newly enrolled students’ initial risk levels, the presence versus absence of interventions, ethnicity, and gender using correlational design analyses. Correlation statistics using Spearman’s Rho were completed to determine if any correlation existed between the student’s risk level and their educational outcome. In addition, to further examine the data, chi-square analyses were done for educational outcomes based on the semester. Results: There were more women (78.8%) than men (21.2%) in the dataset. The most common racial/ethnic groups were Hispanic (29.2%), Black-African American (21.4%), and Asian (19.1%). The risk level for the students ranged from 1-10 (2.9%) to 41-50 (0.2%) with a median risk level of Mdn = 25.50. Eighty-one percent of the sample had positive educational outcomes, with another 10.7% being considered at risk, and the final 8.7% of the students had attrition. The Spearman correlation between the student’s risk level and their educational outcome showed a slight positive correlation (r s = .10; p<.05) and accounted for 1.0% of the shared variance between the two variables. Further evaluation using chi-square analysis between semesters and educational outcomes showed a statistically significant association between the students’ semester and their educational outcomes, χ2 (2) = 389.95, p = .001. The association was moderate (Cramer’s V = .49). Conclusion: The results of the study suggest that the self-report used by this urban community college does identify at-risk students in Other Racial/Ethnic Groups Only subsamples while other groups were slightly positive to weak. The study also revealed that as far as nonintervention versus intervention semesters, the rate of success of the intervention increased respectively by semesters and later semesters grouped together. If it is an academic institution’s wish to improve
retention rates…
Advisors/Committee Members: McNeil, Sara G. (advisor), Hausmann, Robert C. (advisor), Robin, Bernard R. (committee member), Handoko, Erwin (committee member), Johnson, Ronald (committee member).
Subjects/Keywords: At-risk; Retention
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APA ·
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Manager
APA (6th Edition):
Villegas, R. (2020). The Relationship of Scores on the Personal Background Preparation Survey and First Semester Educational Outcomes for Students at a Health Science Community College. (Doctoral Dissertation). University of Houston. Retrieved from http://hdl.handle.net/10657/6682
Chicago Manual of Style (16th Edition):
Villegas, Ramon. “The Relationship of Scores on the Personal Background Preparation Survey and First Semester Educational Outcomes for Students at a Health Science Community College.” 2020. Doctoral Dissertation, University of Houston. Accessed March 01, 2021.
http://hdl.handle.net/10657/6682.
MLA Handbook (7th Edition):
Villegas, Ramon. “The Relationship of Scores on the Personal Background Preparation Survey and First Semester Educational Outcomes for Students at a Health Science Community College.” 2020. Web. 01 Mar 2021.
Vancouver:
Villegas R. The Relationship of Scores on the Personal Background Preparation Survey and First Semester Educational Outcomes for Students at a Health Science Community College. [Internet] [Doctoral dissertation]. University of Houston; 2020. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/10657/6682.
Council of Science Editors:
Villegas R. The Relationship of Scores on the Personal Background Preparation Survey and First Semester Educational Outcomes for Students at a Health Science Community College. [Doctoral Dissertation]. University of Houston; 2020. Available from: http://hdl.handle.net/10657/6682
Texas Tech University
29.
Richardson, Loran A.
Graduation and retention rates of female collegiate athletes: A descriptive study.
Degree: Education, 2011, Texas Tech University
URL: http://hdl.handle.net/2346/ETD-TTU-2011-05-1436
► The academic achievements of collegiate student-athletes, especially their graduation and retention rates, have received a considerable amount of focus. This descriptive study investigated the graduation…
(more)
▼ The academic achievements of collegiate student-athletes, especially their graduation and
retention rates, have received a considerable amount of focus. This descriptive study investigated the graduation and
retention rates of female collegiate student-athletes in comparison to male student-athletes. In addition, graduation and
retention data was compared between specific intercollegiate sports and NCAA Division I and II. White female student-athletes were found to have the highest rates with a graduation rate at a 10% higher rate than African-American female student-athletes. African-American male athletes had the lowest graduation rate among all student athletes. Recommendations include developing strong student
retention programs aimed specifically at student-athletes. Because of consistently observed lower graduation rates, student
retention programs which focus on the
retention of minority student-athletes are recommended.
Advisors/Committee Members: Taylor, Colette M. (Committee Chair), Jones, Stephanie J. (committee member).
Subjects/Keywords: Athletics; Graduation; Retention
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Manager
APA (6th Edition):
Richardson, L. A. (2011). Graduation and retention rates of female collegiate athletes: A descriptive study. (Thesis). Texas Tech University. Retrieved from http://hdl.handle.net/2346/ETD-TTU-2011-05-1436
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Richardson, Loran A. “Graduation and retention rates of female collegiate athletes: A descriptive study.” 2011. Thesis, Texas Tech University. Accessed March 01, 2021.
http://hdl.handle.net/2346/ETD-TTU-2011-05-1436.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Richardson, Loran A. “Graduation and retention rates of female collegiate athletes: A descriptive study.” 2011. Web. 01 Mar 2021.
Vancouver:
Richardson LA. Graduation and retention rates of female collegiate athletes: A descriptive study. [Internet] [Thesis]. Texas Tech University; 2011. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/2346/ETD-TTU-2011-05-1436.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Richardson LA. Graduation and retention rates of female collegiate athletes: A descriptive study. [Thesis]. Texas Tech University; 2011. Available from: http://hdl.handle.net/2346/ETD-TTU-2011-05-1436
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Hawaii – Manoa
30.
Wu, Shuqi.
Using an integrated economic and organizational approach to understand new teacher mobility, attrition and retention.
Degree: 2016, University of Hawaii – Manoa
URL: http://hdl.handle.net/10125/101554
► Ph.D. University of Hawaii at Manoa 2012.
Teacher turnover is one of the major issues that concerns policymakers and school administrators. The instability of teachers…
(more)
▼ Ph.D. University of Hawaii at Manoa 2012.
Teacher turnover is one of the major issues that concerns policymakers and school administrators. The instability of teachers in schools has a particularly negative impact on school functions and disadvantaged students, and teacher turnover also has great impact on schools and districts' finance. This study focused on new teacher turnover since this is the group most likely to leave the teaching profession. The purpose of this study was to examine teacher mobility and attrition using an integrated model that contained both economic and institutional factors.
Data consisted of a sample of 1,259 new teachers constructed from the Teacher Follow-up Survey (2000-01) and Schools and Staffing Survey (1999-00). A principal component analysis was conducted to construct the four dimensions of school working conditions, and multinomial logistic regression was performed to examine the relationship between teacher perceived working conditions, salary satisfaction, alternative opportunity and teacher retention decisions. To address the problem that a complex sampling design might cause bias in the variance estimation and statistical tests, the current study used teacher final weights (TFSFINWT) to compensate for the unequal probability sampling, and estimated variance by using the balanced repeated replication (BRR) method (replicate weights TFRPWT1-TFRWT88) with SAS PROC SURVEYLOGISTIC procedure.
Findings from this study indicated that the construct of student behavior problems was associated with teacher mobility and attrition, but it varied in degree. It had a strong influence on teacher attrition but moderate effect on mobility. The construct of supportive administration and principal had moderate effect on teacher mobility but no influence on teacher attrition.
Subjects/Keywords: teacher retention; economics
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APA ·
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Manager
APA (6th Edition):
Wu, S. (2016). Using an integrated economic and organizational approach to understand new teacher mobility, attrition and retention. (Thesis). University of Hawaii – Manoa. Retrieved from http://hdl.handle.net/10125/101554
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Wu, Shuqi. “Using an integrated economic and organizational approach to understand new teacher mobility, attrition and retention.” 2016. Thesis, University of Hawaii – Manoa. Accessed March 01, 2021.
http://hdl.handle.net/10125/101554.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Wu, Shuqi. “Using an integrated economic and organizational approach to understand new teacher mobility, attrition and retention.” 2016. Web. 01 Mar 2021.
Vancouver:
Wu S. Using an integrated economic and organizational approach to understand new teacher mobility, attrition and retention. [Internet] [Thesis]. University of Hawaii – Manoa; 2016. [cited 2021 Mar 01].
Available from: http://hdl.handle.net/10125/101554.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Wu S. Using an integrated economic and organizational approach to understand new teacher mobility, attrition and retention. [Thesis]. University of Hawaii – Manoa; 2016. Available from: http://hdl.handle.net/10125/101554
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
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Open Access Theses and Dissertations