Beyond the Classroom

The growing dilemma of teacher job turnover has severely handicapped the fundamental responsibility of school districts to maintain a committed and stable instructional force. Using the lens of organizational systems theory, this chapter explores ways in which building leaders can actively increase job embeddedness of teachers and staff by constructing collaborative perspectives of teaching and learning. A systems approach where disciplines are integrated and community culture is respected can result in teachers being more engaged in school-wide pedagogy, feeling less isolated, and developing a convivial sense of fidelity which can lead to job satisfaction and commitment to remain.

Uncertain Time: Precarious Schedules and Job Turnover in the US Service Sector

The authors develop a model of cumulative disadvantage relating three axes of disadvantage for hourly workers in the US retail and food service sectors: schedule instability, turnover, and earnings. In this model, exposure to unstable work schedules disrupts workers’ family and economic lives, straining the employment relation and increasing the likelihood of turnover, which can then lead to earnings losses. Drawing on new panel data from 1,827 hourly workers in retail and food service collected as part of the Shift Project, the authors demonstrate that exposure to schedule instability is a strong, robust predictor of turnover for workers with relatively unstable schedules (about one-third of the sample). Slightly less than half of this relationship is mediated by job satisfaction and another quarter by work–family conflict. Job turnover is generally associated with earnings losses due to unemployment, but workers leaving jobs with moderately unstable schedules experience earnings growth upon re-employment.

Servant Leadership Reality Practice and its Impact on Job Involvement – A field Study on Administrative Staff of King Abdul-Aziz University - Female Section in Sulaymaniyah –: واقع ممارسة القيادة الخادمة وأثرها على تحقيق الاستغراق الوظيفي – دراسة ميدانية على إداريات جامعة الملك عبد العزيز - شطر الطالبات بالسليمانية –

The aim of this research is to identify the role of servant leadership with its dimensions (empowering others- humility- accountability- acceptance-giving directions- Stewardship) in achieving job involvement for King Abdul-Aziz University female administrators. In order to fulfill the research objectives, descriptive analytical methodology was used, and questionnaire was utilized to collect the required data from (166) participants; the data were statistically analysesd. Several statistical functions were used on the collected date. The most important result is stated that there is an impact and a relationship between servant leadership and job involvement. Showing that, giving more attention to the practice of servant leadership behaviours may lead to the enhancement of KAU administrator's job involvement. Accordingly, this research introduces some recommendations, such as, giving leadership literature more concern by providing the organizations with new books and scientific journals about leadership types, competencies and traits; this will encourage employees to read them. Moreover, organization should focus on employee's job involvement; this may benefit the organization in a way that would give a higher impact on the employee's work desire, this in turn, can positively enhance organizational performance indicators such as; productivity, job turnover, job security, efficiency, effectiveness, and customer satisfaction. In addition, the organization should give more concern to provide a healthier workplace that could trigger the employees' enthusiasm, morality and job involvement; as a result, employees may gain a positive feeling and good impression towards achieving the organization goals.

An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout

The goal of the present paper was to develop a valid and reliable instrument to operationalize the balance between job demands and resources in order to predict job burnout. After generating the items, we first conducted a cross-sectional study (Study 1) based on 656 participants, which provided preliminary evidence for the validity of the balance. We then conducted a longitudinal study (Study 2) based on 882 participants to improve and validate the final version of the balance. In study 1, the (im)balance between risks and resources explained a high percentage of variance in job burnout (44%) and a significant percentage in job turnover intention (27%) as well as subjective health (12%). In study 2, results indicated that a change in the balance produced significant change in job burnout scores over time. In addition, balance scores positively predicted positive outcomes (i.e., overall job satisfaction and subjective health) and negatively predicted negative outcomes (i.e., job turnover intention, counterproductive behaviors at work, depression, alcohol use, sleep disorders and somatic complaints). Findings support the usefulness of the Balance for clinicians, companies and researchers interested in assessing job demands and resources.

A CONCEPTUAL STUDY OF JOB OPPORTUNITY IN JHARKAND

Job turnover has been a longstanding concern to academic researchers whereby numerous researchers have resulted in the classification of factors that cause turnover intentions among employees. Indian context has been well explored, but the literature remain scant on the issue in the context of Indian countries especially Libya. This study is an attempt to address the gap in literature and aimed at determining the relationship amid training, job satisfaction and alternative jobs on employee turnover in the Libyan oil sector. The correlation findings revealed that training has insignificant relationship with job turnover, whereas job satisfaction and alternative job are positively related to job turnover. Finally, recombination are made for future research and implications for Sail, Bhel and Many more oil companies to improve their practices. Performance. This discussion in literature provides the impetus to examine the relationship between training, job satisfaction, and job opportunity with job turnover in private Sectors. KEYWORDS: - job satisfaction, Sail, Bhel, turnover.

A 15-Year Ecological Comparison for the Hiring Dynamics of Minnesota Pharmacies between 2006 and 2020

Labor market forces in pharmacy are affected by frictional unemployment (job turnover), structural employment forces that require new skill sets for employees, and hiring practices that integrate technology or less costly labor such as pharmacy technicians. The objectives of this study were to describe hiring trends for both the pharmacist and technician workforces in licensed pharmacies on a biennial basis from 2006 through 2020 using data collected in Minnesota. Ecological comparisons were made between the survey years using descriptive statistics. For open-ended questions added to the 2020 survey, content analysis was applied. Demand for technicians increased which might be due to the expansion of their roles into activities that had been reserved for the pharmacist. Pharmacies reportedly would like to hire pharmacists to meet the demand for new services that pharmacists can provide. However, respondents articulated that this is not feasible under current economic pressures. This represents a lost opportunity for transformation in pharmacy that would establish pharmacists’ roles in the rapidly transforming health care value chain. We conclude that hiring dynamics in pharmacies are being driven more by economic and organizational shifts than meeting the demand for services that pharmacists can provide.

The Effect of Undergraduates’ Perception on Career Selection in Tourism and Hospitality Industry

The tourism and hospitality industry is struggling with the issue of attracting and retaining quality educated employees. It has led to a shortage of skilled personnel to staff the growing tourism and hospitality businesses, after the COVID 19 Pandemic. The job turnover rate in the tourism and hospitality sector rose due to the contemporary situation in the world. Especially, the promogulated lockdown and travel ban adversely affected the job security of the employees in the tourism and hospitality sector. Thus, the objective of this study is to identify the effect of undergraduates’ perception on career selection in tourism and hospitality industry. A total of 120 undergraduates representing three state universities were selected using stratified sampling method for this study. Primary data was collected via structured questionnaire. Quantitative data analysis methods along with the descriptive, correlation and multiple regressions were utilized to analyze the data using SPSS. Results confirmed that personal factors, educational factors and industrial factors impact on the willingness of career selection in tourism and hospitality industry. Moreover, personal factors are most influential to the career selection of undergraduates. Thus, Universities must enhance the opportunities for practical exposures, attitude development, sign memorandum of understanding, updating curriculum to shape the undergraduate perceptions.

The Neuroscience of Organizational Trust and Business Performance: Findings From United States Working Adults and an Intervention at an Online Retailer

This paper reports findings from a nationally representative sample of working adults to quantify how a culture trust improves business performance. Analysis of the national sample showed that organizational trust and alignment with the company’s purpose are associated with higher employee incomes, longer job tenure, greater job satisfaction, less chronic stress, improved satisfaction with life, and higher productivity. Employees working the highest quartile of organizational trust had average incomes 10.3% higher those working in the middle quartile of trust (p = 0.000) indicating that trust increases productivity. In order to demonstrate the causal effect of trust on business performance, we created an intervention to increase organizational trust in a division facing high job turnover at a large online retailer. The intervention increased organizational trust by 6% and this improved job retention by 1%. These studies show that management practices that increase organizational trust have salubrious effects on business performance.