Vinsamlegast notið þetta auðkenni þegar þið vitnið til verksins eða tengið í það: https://hdl.handle.net/1946/42915
Employee turnover is an essential and extensively researched topic regarding organizational behavior. The effects of voluntary turnover can be wide-ranging, affecting direct and indirect costs, productivity, and the relationship between co-workers and stakeholders. This case study aimed to test the significance of antecedents in the turnover intention of child care workers in the municipality of Tórshavn. The objective was also to research whether learning and educational opportunities could enhance retention and career commitment in the sector. A cross-sectional survey was designed to measure turnover intention and test five hypotheses about the relationship between precursors and withdrawal cognitions. The results showed that job satisfaction and affective commitment were significantly and inversely related to turnover intentions, while turnover intention and stress were significantly and positively related. In addition, supplemental descriptive results provided preliminary support for hypothetical employer-initiated developmental opportunities contributing to employee retention and career commitment. However, it must be noted that this needs to be further researched. In the practical implications, it was suggested that the employer further investigates stressors in the sector and prioritizes efforts to reduce work stress, which according to the literature, should lead to reduced turnover activities and increased job satisfaction, career commitment, and quality child care.
Keywords: Turnover Intention, Job Satisfaction, Affective Commitment, Stress, Child care
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Thesis Brynhild Dam.pdf | 1,74 MB | Opinn | Heildartexti | Skoða/Opna |