an article by Erin D. Reilly (Edith Nourse Rogers Memorial VA Hospital, Bedford, MA, USA), Germine H. Awad and Aaron B. Rochlen (University of Texas at Austin, TX, USA) and Megan M. Kelly (Edith Nourse Rogers Memorial VA Hospital, Bedford, MA, USA; University of Massachusetts Medical School, Worcester, MA, USA) published in Journal of Career Development Volume 46 Issue 4 (August 2019)
Abstract
As research on retention for working women matures, it is necessary to identify particular factors that influence work satisfaction for women in science, technology, engineering, and mathematics (STEM).
This study collected data on 249 women who had worked 11.51 years on average in STEM. To investigate retention, we modeled the relationship between perfectionism, depression, and stigma consciousness on work engagement and intention-to-leave one’s job using hierarchical multiple regression analysis.
Depression, stigma consciousness, and perceived lack of comparable pay positively predicted greater intent to leave one’s job, with a perfectionistic mind-set representing a nonsignificant predictor. In terms of reported work engagement, depression, perfectionistic discrepancy, and stigma consciousness were significant negative predictors, while having perfectionistic high standards positively predicted work engagement.
For work engagement, lack of comparable pay was a nonsignificant predictor.
Implications and future directions for culturally responsive and intersectional research on the psychological and occupational functioning of STEM women are discussed.
Showing posts with label retention. Show all posts
Showing posts with label retention. Show all posts
Monday, 5 August 2019
Sunday, 4 February 2018
Exploring the impact of training and career development on employee retention: the moderating effect of person-organisation fit
an article by Khawaja Jehanzeb (King Saud University, Riyadh, Saudi Arabia; Universiti Teknologi Malaysia, Johor, Malaysia), Abdullah M. Aldakhil (King Saud University, Riyadh, Saudi Arabia), Abu Bakar Abdul Hamid (Universiti Teknologi Malaysia, Johor, Malaysia) and Saif-Ur-Rehman Khan (University of Modern Sciences, Dubai, UAE) published in Journal for Global Business Advancement Volume 10 Number 5 (2017)
Abstract
The purpose of this study is to examine the impact of the availability of training and career development programs on job satisfaction and the relationship of the latter with employee retention.
It also examines the moderating effect of person-organisation (P-O) fit on the relationship between job satisfaction and employee retention.
Structural equation modelling (SEM) technique was employed to test the hypotheses. 157 responses were finally selected from public and private banks operating in three major cities of Pakistan (i.e., Islamabad, Lahore, and Karachi).
A significant relationship is found between three variables: availability of training, career development programs and job satisfaction. However, an insignificant relationship is found between the availability of training, career development programs and employee retention.
Moreover, the results indicate that P-O fit moderates the relationship between job satisfaction and employee retention. The implications for research and practice are also discussed.
Abstract
The purpose of this study is to examine the impact of the availability of training and career development programs on job satisfaction and the relationship of the latter with employee retention.
It also examines the moderating effect of person-organisation (P-O) fit on the relationship between job satisfaction and employee retention.
Structural equation modelling (SEM) technique was employed to test the hypotheses. 157 responses were finally selected from public and private banks operating in three major cities of Pakistan (i.e., Islamabad, Lahore, and Karachi).
A significant relationship is found between three variables: availability of training, career development programs and job satisfaction. However, an insignificant relationship is found between the availability of training, career development programs and employee retention.
Moreover, the results indicate that P-O fit moderates the relationship between job satisfaction and employee retention. The implications for research and practice are also discussed.
Monday, 19 January 2015
Fun and friends: The impact of workplace fun and constituent attachment on turnover in a hospitality context
an article by Michael J Tews (Pennsylvania State University), John W Michel (Loyola University Maryland) and David G Allen (University of Memphis) published in Human Relations Volume 67 Number 8 (August 2014)
Abstract
Extending the growing body of research on fun in the workplace, this article reports on a study examining the relationship between fun and employee turnover. Specifically, this research focused on the influence of three forms of fun on turnover – fun activities, coworker socializing and manager support for fun.
With a sample of 296 servers from 20 units of a national restaurant chain in the US, coworker socialising and manager support for fun were demonstrated to be significantly related to turnover. In addition, constituent attachment was found to mediate the relationship between each of the three forms of fun and turnover.
This research highlights that not all types of fun are equal and demonstrates that one of the key means through which fun influences retention is by facilitating the development of high quality work relationships.
Abstract
Extending the growing body of research on fun in the workplace, this article reports on a study examining the relationship between fun and employee turnover. Specifically, this research focused on the influence of three forms of fun on turnover – fun activities, coworker socializing and manager support for fun.
With a sample of 296 servers from 20 units of a national restaurant chain in the US, coworker socialising and manager support for fun were demonstrated to be significantly related to turnover. In addition, constituent attachment was found to mediate the relationship between each of the three forms of fun and turnover.
This research highlights that not all types of fun are equal and demonstrates that one of the key means through which fun influences retention is by facilitating the development of high quality work relationships.
Thursday, 23 October 2014
Employers’ views of learning and training for an ageing workforce
an article by Vanessa Beck (University of Leicester, UK) published in Management Learning Volume 45 Number 2 (April 2014)
Abstract
This article questions how employers view and evaluate the role of learning and training for older workers in light of the increasing number of older workers in the labour market. Learning and training opportunities could be utilised to respond to the ‘extending working lives’ agenda, but interviews with employers suggest that this is not being done.
A small number of human resource professionals, managing directors and owners were interviewed to determine what learning opportunities were offered to their older workers and how these workers’ experience could be utilised better. Respondents implicitly accepted that there were few learning opportunities for older workers and suggested that they expected this group of workers to take on additional roles in making learning and experience available to younger colleagues.
Dichotomies in employers’ views emerged in that they differentiated between groups of workers and their need for skills, experience and the ‘right’ attitudes.
Abstract
This article questions how employers view and evaluate the role of learning and training for older workers in light of the increasing number of older workers in the labour market. Learning and training opportunities could be utilised to respond to the ‘extending working lives’ agenda, but interviews with employers suggest that this is not being done.
A small number of human resource professionals, managing directors and owners were interviewed to determine what learning opportunities were offered to their older workers and how these workers’ experience could be utilised better. Respondents implicitly accepted that there were few learning opportunities for older workers and suggested that they expected this group of workers to take on additional roles in making learning and experience available to younger colleagues.
Dichotomies in employers’ views emerged in that they differentiated between groups of workers and their need for skills, experience and the ‘right’ attitudes.
Wednesday, 4 July 2012
Evaluating the effects of university grants by using regression discontinuity designs
an article by Fabrizia Mealli and Carla Rampichini (Università di Firenze, Italy) published in Journal of the Royal Statistical Society: Series A (Statistics in Society) Volume 175 Issue 3 (July 2012)
Summary
The paper evaluates the effects of Italian university grants on student dropout. Eligible applicants receive a grant if their family economic indicator is below a specified threshold, so the grant assignment rule appeals to a regression discontinuity design.
After a brief introduction to regression discontinuity designs, the particular setting that is considered in the paper is formalized.
Difference-in-difference type assumptions are introduced to identify and estimate the effect away from the threshold. Empirical results show that, at the threshold, the grant is an effective tool to prevent students from low income families from dropping out of higher education.
However, there is some evidence that the effect of the grant becomes smaller and not significant for poorer students who are further from the threshold.
Hazel’s comment:
I’m sorry that my ability with statistics gets less and less with the passing of the years – a clear case of use it or lose it – or I would be able to understand the workings of this research.
However, I do understand the words well enough to realise that the retention effect of a grant gets less the poorer the student’s family is.
Summary
The paper evaluates the effects of Italian university grants on student dropout. Eligible applicants receive a grant if their family economic indicator is below a specified threshold, so the grant assignment rule appeals to a regression discontinuity design.
After a brief introduction to regression discontinuity designs, the particular setting that is considered in the paper is formalized.
Difference-in-difference type assumptions are introduced to identify and estimate the effect away from the threshold. Empirical results show that, at the threshold, the grant is an effective tool to prevent students from low income families from dropping out of higher education.
However, there is some evidence that the effect of the grant becomes smaller and not significant for poorer students who are further from the threshold.
Hazel’s comment:
I’m sorry that my ability with statistics gets less and less with the passing of the years – a clear case of use it or lose it – or I would be able to understand the workings of this research.
However, I do understand the words well enough to realise that the retention effect of a grant gets less the poorer the student’s family is.
Sunday, 6 September 2009
RETAIN Conference
Careers Europe Newsflash:
RETAIN Conference takes place in Gothenburg, Sweden from 22 to 23 October 2009
RETAIN Conference takes place in Gothenburg, Sweden from 22 to 23 October 2009
In most European countries drop out from education and training is a major issue. Young people lacking proper qualifications and exams have difficulties finding stable jobs and the risk of unemployment, especially long-term unemployment, is much higher among this group.
The RETAIN project is a 2 year project, funded with support from the European Commission, to identify innovative approaches to retention. The the project is developing a manual/hand-book for teachers, trainers, mentors and guidance counsellors and training sessions built on the manual/hand-book.
A conference to present the results will be held in Gothenburg, Sweden this October. There is no delegate fee for the conference (although delegates will be responsible for their own travel and accommodation costs).
For more information and to register see: www.retainproject.net/English/Partners/Events/Events.htm
Retain is a project supported by the European Commission's Life Long Learning Programme
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