The purpose of this cross-sectional quantitative research study was to explore the factors, by demographic variable, that may contribute to employee retention in Saskatchewan's Crown corporations. The population for the study included 4, 131 permanent employees employed in six Crown corporations geographically located within 69 of the 298 municipalities in Saskatchewan, Canada. The four factors explored were job embeddedness, job alternatives, job satisfaction, and organizational commitment. The demographic variables included age, gender, level of education, national descent, race, ability, organization, organizational level, employment status, hours of work, base wage, pension plan, union status, union participation level, type of community, home ownership, spousal living arrangement, spousal working arrangement, and dependents living arrangements. The dependent variable was intent to stay. Nineteen hypotheses were used to test for differences in the effects of the four factors on intent to stay, within the demographic variables. Multiple regression analysis was used to determine the strength and direction of the relationship between the four factors and intent to stay. ANOVA and t-tests were used to test for differences among factor means. All 19 null hypotheses were rejected. The findings showed that overall, organizational commitment had the greatest affect on intent to stay, followed by job satisfaction, job alternatives, and job embeddedness. Important for Crown leaders, a comprehensive list of factors significantly related to intent to stay, by demographic category, was produced from the results. Focusing on the factors ranked high in their affect on intent to stay, but rated low by employees may assist Crown leaders in the development of more effective employee retention programs. The findings also showed job embeddedness added to the employee retention equation, explaining a small but significant amount of intent to stay variance. Further research into the six sub-factors of job embeddedness is needed to improve the overall contribution of the construct to employee retention. The model used in this study may provide the foundation for a more comprehensive understanding of employee retention.The purpose of having employees complete the paper surveys was twofold. First, as the instructions in the cover letter for the paper survey process for completing and mailing the paper surveys (see Appendix C) differed from the instructions inanbsp;...
|Title||:||Employee Retention: Demographic Comparisons of Job Embeddedness, Job Alternatives, Job Satisfaction, and Organizational Commitment|
|Author||:||Edie V. Slugoski|
|Publisher||:||ProQuest - 2008|