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Descriptors:
Foreign Countries; Self Esteem; Job Satisfaction; Employees; Personality Traits; Social Indicators; Sociometric Techniques; Quality of Working Life; Psychometrics; Surveys; Statistical Analysis; Employee Attitudes; Vocational Adjustment; Occupational Mobility; Labor Turnover

Abstract:
This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are "stuck" at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being "stuck" at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel "stuck" at work and fall in a state of job lock. (Contains 3 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Case Studies; Teleworking; Insurance; Program Effectiveness; Conservation (Environment); Productivity; Program Development; Prediction; Program Design; Planning; Labor Turnover; Job Satisfaction; Motivation; Costs

Abstract:
With the growing suburban population, many employees in metro areas are facing long commutes to and from the workplace. According to the 2011 Texas Transportation Institute's Urban Mobility Report, the average commuter experiences 34 hours of delay per year and spends an extra $713 on fuel (see http://tti.tamu.edu/documents/mobility-report-2011.pdf). This not only causes stress for the employee but also has a serious impact on the organization and the environment. (Contains 6 tables and 6 figures.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Academic Achievement; Teacher Effectiveness; Elementary School Students; Grade 5; Teacher Persistence; Faculty Mobility; Elementary School Teachers; Labor Turnover; Teacher Influence; Language Arts; Reading Achievement; Mathematics Achievement; Scores; Racial Differences; Low Achievement; Grade 4; Urban Schools; At Risk Students; Minority Group Students; Observation

Abstract:
Researchers and policymakers often assume that teacher turnover harms student achievement, though recent studies suggest this may not be the case. Using a unique identification strategy that employs school-by-grade level turnover and two classes of fixed-effects models, this study estimates the effects of teacher turnover on over 850,000 New York City fourth- and fifth-grade student observations over 8 years. The results indicate that students in grade levels with higher turnover score lower in both English language arts (ELA) and math and that these effects are particularly strong in schools with more low-performing and Black students. Moreover, the results suggest that there is a disruptive effect of turnover beyond changing the distribution in teacher quality. (Contains 3 figures, 17 tables, and 16 notes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Adolescents; Altruism; Personality Traits; Child Caregivers; Boarding Schools; Fatigue (Biology); Burnout; Foreign Countries; Residential Care; At Risk Persons; Comparative Analysis; Correlation; Attachment Behavior; Spiritual Development; Measures (Individuals); Prediction; Mental Health Workers; Labor Turnover; Recruitment

Abstract:
This study assessed compassion fatigue (CF) and compassion satisfaction (CS) among Israeli residential child-care workers (RCWs) working in residential treatment facilities for children and youth at risk (N = 147) as compared to educational boarding schools workers (BSWs; N = 74). Furthermore, we assessed the relationship of potential personality-related buffers of attachment orientations, spirituality, and sense of coherence to CF and CS among these workers via self-report measures. Results show significant differences between RCWs and BSWs in CS but no significant differences in CF. Importantly, differential patterns of variables were found to predict the CF dimensions and CS. These findings suggest that both RCWs and BCWs are at risk for CF. In order to improve the resilience and reduce the turnover of RCWs and BSWs in their work, personality resources should be taken into account in the process of recruitment and training. (Contains 4 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Nursing Homes; Nurses; Nursing Education; Labor Turnover; Health Services; Hospitals; Correlation; Persistence; Older Adults; Patients; Research Needs; Public Policy

Abstract:
Purpose: Individuals receiving postacute care in skilled nursing facilities often require complex, skilled care provided by licensed nurses. It is believed that a stable set of nursing personnel is more likely to deliver better care. The purpose of this study was to determine the relationships among licensed nurse retention, turnover, and a 30-day rehospitalization rate in nursing homes (NHs). Design and Methods: We combined two data sources: NH facility-level data (including characteristics of the facility, the market, and residents) and the Florida Nursing Home Staffing Reports (which provide staffing information for each NH) for 681 Florida NHs from 2002 to 2009. Using a two-way fixed effects model, we examined the relationships among licensed nurse turnover rates, retention rates, and 30-day rehospitalization rates. Results: Results indicate that an NH's licensed nurse retention rate is significantly associated with the 30-day rehospitalization rate (est. = -0.02, p = 0.04) controlling for demographic characteristics of the patient population, residents' preferences for hospitalization, and the ownership characteristics of the NH. The NHs experiencing a 10% increase in their licensed nurse retention had a 0.2% lower rehospitalization rate, which equates to 2 fewer hospitalizations per NH annually. Licensed nurse turnover is not significantly related to the 30-day rehospitalization rate. Implications: These findings highlight the need for NH administrators and policy makers to focus on licensed nurse retention, and future research should focus on the measures of staff retention for understanding the staffing/quality relationship. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Nursing Homes; Allied Health Personnel; Wages; Low Income; Intention; Labor Turnover; Job Satisfaction; Work Environment; Predictor Variables; Employment; Individual Characteristics

Abstract:
Purpose of the Study: While theories of job turnover generally assume a strong correlation between job satisfaction, intention, and retention, such models may be limited in explaining turnover of low-wage health care workers. Low-wage workers likely have a lower ability to act on their employment intentions or plans due to a lack of resources that serve to cushion higher wage workers. In this study, we examine the relationship between job satisfaction, intention, and retention of nursing assistants in nursing homes and the role that "contingency factors" play in employment intentions and retention. We conceptualize "contingency factors" as resource-related constraints (e.g., being a single mother) that likely influence employment trajectories of individuals but can be independent of job satisfaction or intent. Design and Methods: We use survey data from 315 nursing assistants in 18 nursing homes in a U.S. southern state to model employment intentions and retention. Results: We find that job satisfaction and other perceived job characteristics (e.g., workload and perceived quality of care) are significant predictors of an individual's intent to stay in their job, the occupation of nursing assistant, and the field of long-term care. However, we find that job satisfaction and employment intentions are not significant predictors of retention. Instead, "contingency factors" such as being a primary breadwinner and individual characteristics (e.g., tenure and past health care experience) appear to be stronger factors in the retention of nursing assistants. Implications: Our findings have implications for understanding turnover among low-wage health care workers and the use of proxies such as employment intentions in measuring turnover. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Research; Employment Opportunities; Occupational Mobility; Labor Turnover; Career Development; Geographic Location; Persistence; Personality Traits; Information Dissemination; Productivity

Abstract:
This paper analyzes the impact of academic inbreeding in relation to academic research, and proposes a new conceptual framework for its analysis. We find that mobility (or lack of) at the early research career stage is decisive in influencing academic behaviors and scientific productivity. Less mobile academics have more inward oriented information exchange dynamics and lower scientific productivity. The analysis also indicates that the information exchange and scientific productivity of academics that changed institutions only once do not differ substantially from that of "mobile inbred academics". This emphasizes the need for mobility throughout scientific and academic careers and calls for policies to curtail academic inbreeding. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Teacher Influence; Employment; Principals; Instructional Leadership; School Policy; Labor Turnover; Teacher Persistence; Faculty Mobility; Teaching (Occupation); Administrator Role; Multivariate Analysis; Regression (Statistics); Educational Legislation; Federal Legislation; Teacher Evaluation; Teacher Effectiveness; Correlation; Measures (Individuals)

Abstract:
This study outlines the relationship between teachers' and principals' perceptions of their influence over policies within their school and teachers' actual employment decisions--specifically, teachers' decisions to stay (continue their affiliation with their school), to move (transfer to a different school), or to leave the teaching profession. This article outlines a theoretical orientation that brings the exercise of influence within an organization together with three theories of school leadership to focus on the extent to which teachers' and principals' perceptions of their exercise of influence over school policy affects teachers' turnover decisions. Using data from the 1999-2000 Schools and Staffing Survey in a series of multinomial logistic regressions, the analysis finds that increases in teacher influence over school policy are associated with greater teacher job stability (stayers), whereas increases in principal influence over school policy are associated with a higher incidence of teachers leaving the teaching profession (leavers). This study highlights the important role that principals' perceptions of their own influence over school policy play in teachers' employment decisions and, therefore, the employment stability of teachers in their schools. (Contains 5 notes and 5 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Education Work Relationship; Vocational Education; High School Students; Military Training; Military Personnel; Longitudinal Studies; Labor Turnover; Promotion (Occupational)

Abstract:
Prior research on the labor market success of secondary vocational education has produced mixed results, with several studies finding wage gains only for individuals who work in training-related occupations. We contribute to this debate by focusing on a single occupation and organization and by comparing the careers of employees with and without occupation-related training in high school. We use longitudinal data on the careers of military recruits who completed high school Junior Reserve Officers' Training Corps (JROTC), a military science program that has features of a vocational training and school-to-work program. We find that the occupation-specific training received via JROTC reduces early turnover and improves long-run job stability for those who choose military jobs, suggesting that an important effect of vocational training is to improve job match quality. We also find that promotion rates for vocational graduates are similar to their peers, suggesting that vocational education in general works by improving occupational sorting. (Contains 8 tables and 1 figure.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Superintendents; Boards of Education; Scores; School Districts; Labor Market; Labor Turnover; Administrator Characteristics; Models; Regression (Statistics); Performance Factors

Abstract:
Although superintendent turnover can hinder district reform and improvement, research examining superintendent exits is scarce. This study identifies factors contributing to superintendent turnover in California by matching original superintendent and school board survey data with administrative data and information hand-collected from news sources on why superintendents left and where they went. Among 215 superintendents studied beginning in 2006, 45% exited within 3 years. Using a multinomial framework to separate retirements from other turnover, the authors find that factors such as how highly the school board rates its own functioning and the superintendent's performance and whether the superintendent was hired internally strongly predict non-retirement exits 3 years later. Short-term district test score growth, however, is uncorrelated. Superintendents who move migrate away from rural districts toward larger, higher-paying districts in urban and suburban locations. (Contains 2 figures, 6 tables and 26 footnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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