Examined the relationship between absenteeism and turnover using multiple measures of both. Findings showed that different types of relationships were present depending on the measures used. The absenteeism-turnover relationship appears to be a variable process over time, people, situations, and measures. (BH)

Developed model for examining impact of computer-aided monitoring on employee-level job satisfaction and turnover propensity. Results from 740 employees showed that, for some employees, negative effects of monitoring were inherent; for others, its negative impact could be mitigated by attention to feedback/performance appraisal processes.…

Investigated potential experiential determinants of managerial turnover. Results indicated that, compared to current managers, former managers describe their managerial experiences in terms of less satisfying job characteristics, greater degrees of adjustment and socialization difficulties, more unmet job expectations, and greater degrees of job…

Evaluates the evidence supporting claims that employer-sponsored child care programs improve employee work behaviors and attitudes. Results indicated that assertions that employer-sponsored child care reduces workers' absenteeism or tardiness, or that it increases workers' productivity or job satisfaction are not supported by credible research.…

Explores empirically the effect of expected salary level at the time of entry into an enterprise, and the extent to which these expectations are met over the course of employment, upon women's turnover behavior. Also determines the utility of biodemographic data derived at the time of entry into an enterprise for possibly predicting women's…

Tested two hypotheses explaining the causes of differences in recruitment source effectiveness, i.e., the realism of job information provided and the characteristics of individuals recruited, on a sample of employees (N=295). The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received…

The current state of theory, research, and practice in realistic job previews (RJP) for recruitment is still immature. RJPs have been used to reduce employee turnover, but not necessarily to influence the job performance of newcomers. This research looks at the background, research results, and unanswered issues. (Author/RK)

Examined the scale characteristics of two measures of organizational commitment. Using data from l,l05 accountants, findings indicated that while both instruments exhibited a high degree of internal reliability, the Porter et al. (1947) instrument exhibited significantly greater predictive validity with respect to intended turnover than the…

Investigated the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440). Results indicated that workers on fixed work schedules would be better off than workers on rotating work schedules. (Author)

The basic proposition of Lawler's model explains only a moderate amount of pay satisfaction. Dyer and Theriault add pay administration variables to Lawler's model. This expanded model accounts for more pay satisfaction variance and predicts consequences, i.e., turnover, absenteeism and pro-union attitudes, of pay dissatisfaction. (Author)

Attacks the turnover/retention problem by looking primarily at the stayer rather than the leaver in hopes of finding factors influencing career decisions over which management has some control. (Author/RK)

Describes the initial attempt to develop a SPART, Self-Perceived Abilities Relevant in the Task, inventory, the results and discussion of that attempt including its predictive validity, and speculations on the practical and theoretical implications of the SPART construct and instrument. (Author/RK)

Studied the effects of realistic job previews (RJPs) with candidates (N=842) for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, expectations, job commitment, and turnover. (Author/RC)

Variables from five domains--demography, social background, service history, satisfaction, and performance--were used in a discriminant analysis approach to distinguishing three groups of naval personnel. Potential usefulness of this method, including implications for better understanding and control of manpower turnover were discussed. (Editor)

The job survival of 1,736 newly hired workers across a variety of organizations is examined. Voluntary and involuntary turnover are analyzed separately. Organization related factors such as pay and training are better predictors of job survival than are individual variables such as race, sex, age, and education. (Author/KC)