Organizational culture, person-culture fit, and turnover: a replication in the health care industry

Article Abstract:

A selection of hospitals was studied with regard to organizational culture by using the Organizational Culture Profile (OCP). The hypothesis of the study was that the higher the initial congruence between personal and organizational values, the less probable that recruits will subsequently depart. The sample used for the study was composed of new nurses, with a one-year turnover as the criterion measure. The results showed that congruence between the values of the hospital and nurses' preferred values was predictive of subjects staying one year after congruence was studied.

Health Care, Health Care and Social Assistance, HEALTH SERVICES, Evaluation, Human resource management, Health care industry, Medical care, Corporate culture

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Flow experiences at work: for high need achievers alone?

Article Abstract:

A study examining the relationships of employees' perceived skill and challenge at work and need for achievement with their positive mood, intrinsic task interest, and extra-role performance, is presented. Csikszentmihalyi's flow theory of optimal experience has been made use of in the study. The hypothesis is most significant for achievement-oriented employees only.

United States, Analysis, Executive ability, Achievement motivation, Employee performance

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Organizations and supervisors as sources of support and targets of commitment: a longitudinal study

Article Abstract:

Employee turnover is decreased when the employee believes their supervisor values them but is not decreased when the employee believes their company values them.

Science & research, Research, Job satisfaction, Employee turnover, Labour turnover

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