The key element towards the managerial effectiveness is not only to get people to do their jobs but to get them to do it in the best of their abilities. These findings may provide business leaders with viable information to predict employee turnover and to better understand why people stay in their current positions, thereby, reducing costs associated with employee turnover.Īll managers look for ways for managerial effectiveness and often think about the effective managerial skills. By contrast, employees believed they were devalued by their organization when they perceived a lack of training and mentoring, knowledgeable leadership, and communication. Findings from the analysis of the interview responses revealed that employees believed they were valued by their organization when considering factors such as career advancement, good leadership, and job security which resulted in increases in retention.
Eighteen HR practitioners at a government organization supporting the community as public civil servants were interviewed. The purpose of the qualitative, phenomenological study was to explore the perceptions and lived experiences of human resource (HR) practitioners to understand their decisions to stay with an organization through employee job embeddedness. Other social change implications include the potential to improve organizational culture, leadership, employee skills, job satisfaction, and work-life balance. Implications for a positive social change include the potential to create awareness of factors that influence employee turnover decisions. Having adaptive leaders who foster a supportive working environment in which employee morale is high is important to employee retention and motivation. Monetary benefits were the most important military-based factor and incentive for influencing career choices. Four themes emerged which were (a) not optimizing employee skills, (b) poor organizational culture, (c) employee perception of uncaring leadership, and (d) poor job satisfaction.
#Airborne cryptologic linguist vision requirements software
The central research question was: What are the perceived reasons that influence individuals in Nebraska to leave the airborne cryptologic language analysts’ career field? Data were collected through participant interviews and explored using the 7-step modified van Kaam method and NVivo 10 software to code, group, and cluster the data into major themes. Building upon the affective events theory, research was conducted to identify factors contributing to employee turnover. Twenty former airborne cryptologic language analysts who worked in Nebraska participated in the study and shared their experiences and perceptions. The purpose of this phenomenological study was to gain a deeper understanding why individuals in Nebraska leave the airborne cryptologic language analysts’ career field. Abstract United States Air Force airborne cryptologic language analysts who leave the profession cause a decrease in intelligence, surveillance, and reconnaissance capabilities.
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