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Understanding the Retention of High Potential Employees : = A Comparison of Survival Analysis Techniques.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Understanding the Retention of High Potential Employees :/
其他題名:	A Comparison of Survival Analysis Techniques.
作者:	Coats, Meredith R.
面頁冊數:	1 online resource (147 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
Contained By:	Dissertation Abstracts International79-08A(E).
標題:	Organizational behavior. -
電子資源:	click for full text (PQDT)
ISBN:	9780355830330

Understanding the Retention of High Potential Employees : = A Comparison of Survival Analysis Techniques.
Coats, Meredith R.

Understanding the Retention of High Potential Employees :A Comparison of Survival Analysis Techniques. - 1 online resource (147 pages)

Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.

Thesis (Ph.D.)--The George Washington University, 2018.

Includes bibliographical references

Turnover is an organizational level outcome of interest to organizations as it can represent the loss of highly valued employees as well as organizational resources such as time and money. Organizations are interested in selecting and retaining their high potential (HiPo) employees and consequently invest valuable resources into selecting and developing these individuals. Unfortunately, many organizations are failing to see a return on their investments in HiPo programs due to high rates of turnover for these valuable employees. This study seeks to address and understand this issue through integrating various literatures and then applying analyses that take a temporal approach. Results demonstrate that personality and developmental experiences are significantly related to the likelihood of turnover at any given point in time. Both formal and informal development were predictive of turnover, but these effects was found to diminish over time. Further, the pattern and strength of the relationship between personality, leadership, gender, and turnover varied depending on the type of analysis, the way time was accounted for in the analysis, and whether voluntary and involuntary turnover were considered together or separate. These results demonstrate that accounting for time influences the results and inferences that can be drawn from analyses and highlight the need for greater care and specificity when testing organizational theories.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355830330Subjects--Topical Terms:

557544
Organizational behavior.
Index Terms--Genre/Form:

554714
Electronic books.

Understanding the Retention of High Potential Employees : = A Comparison of Survival Analysis Techniques.
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500 $a Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
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502 $a Thesis (Ph.D.)--The George Washington University, 2018.
504 $a Includes bibliographical references
520 $a Turnover is an organizational level outcome of interest to organizations as it can represent the loss of highly valued employees as well as organizational resources such as time and money. Organizations are interested in selecting and retaining their high potential (HiPo) employees and consequently invest valuable resources into selecting and developing these individuals. Unfortunately, many organizations are failing to see a return on their investments in HiPo programs due to high rates of turnover for these valuable employees. This study seeks to address and understand this issue through integrating various literatures and then applying analyses that take a temporal approach. Results demonstrate that personality and developmental experiences are significantly related to the likelihood of turnover at any given point in time. Both formal and informal development were predictive of turnover, but these effects was found to diminish over time. Further, the pattern and strength of the relationship between personality, leadership, gender, and turnover varied depending on the type of analysis, the way time was accounted for in the analysis, and whether voluntary and involuntary turnover were considered together or separate. These results demonstrate that accounting for time influences the results and inferences that can be drawn from analyses and highlight the need for greater care and specificity when testing organizational theories.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
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