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    Turnover intentions of New Zealand employees : a multi-study comparison of skill levels : Master of Management in Human Resource Management at Massey University, Albany, New Zealand
    (Massey University, 2015) Eastgate, Lindsay Richard
    This study investigates turnover intentions across three different skill levels of New Zealand employees: low-skilled (Study 1), semi-skilled (Study 2), and skilled (Study 3) using both quantitative and qualitative methods. Specifically, this study first compares job autonomy, supervisor support, and work-life balance towards job satisfaction and turnover intentions and then ultimately, tests a two mediator model in which firstly, work-life balance and then job satisfaction act as the mediators towards turnover intentions. These mediator effects were confirmed by Monte Carlo analysis. Overall, there is strong support across the studies that work-life balance predicts job satisfaction, which in turn predicts turnover intentions. Towards the antecedents, there is uniformity between low-skilled and skilled employee samples, with supervisor support predicting work-life balance and job autonomy predicting both work-life balance and job satisfaction. Finally, this study uses qualitative interviews (Study 4) to add depth to the quantitative results and explore any additional emerging themes, while also providing a personal narrative to the turnover literature, which is often missing. The interviews generally reinforced the quantitative findings although additional themes were found, and two mini-cases were explored regarding actual turnover. Overall, this thesis aids our understanding of turnover intentions across the various skill levels.
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    Take it or leave it : the role of self-efficacy, personality, need for achievement, and negative motivational gravity on intention to leave : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 2003) Rundle-Gardiner, Anne Catherine
    This research explored the potential influences of negative motivational gravity work environments, and whether the threshold for intending to leave could be predicted by individual differences. The sample consisted of 114 undergraduate and postgraduate students located at the Albany Campus of Massey University. The research explored quantitative and qualitative data, collected through a three part questionnaire. Part One used scenarios and asked participants to imagine how much negative motivational gravity they would probably tolerate before seriously thinking about leaving. Part Two included questions measuring individual differences relating to (a) self-efficacy (Sherer et al's., (1982) General Self-efficacy Sub-scale), (b) personality (Goldberg's (1999) International Personality Item Pool) and (c) need for achievement (Cassidy & Lynn's (1989) Achievement Motivation Questionnaire). Part Three collected demographic data. Although relationships were evident between the General Self-efficacy Sub-scale; the agreeableness, extraversion and neuroticism factors of the International Personality Item Pool; the mastery and acquisitiveness sub-scales of the Achievement Motivation Questionnaire; and tolerance threshold for negative motivational gravity, the results indicate that individual difference is not a strong predictor of tolerance threshold. The qualitative data is consistent with the quantitative data in so far as the dominant themes were rational, emotional, environmental and strategic related rather than associated with individual differences. The research has both theoretical implications, and implications for organisations to address negative motivational gravity to help reduce employee turnover. Limitations and recommendations for future research are also considered.
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    The importance of employee satisfaction with performance appraisal systems : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Albany, New Zealand
    (Massey University, 2013) Katavich, Karen M
    Although performance appraisals have been in existence for nearly 100 years, little is known about how employees’ reactions to these systems might impact on factors important to organisations. The primary aim of the current study was to investigate the relationship between employee satisfaction with performance appraisal systems, work performance, affective commitment, and intention to leave. A secondary aim of the research was to explore how intrinsic and extrinsic motivation might impact on these relationships, as both these variables were argued as having the potential to moderate these relationships. The sample consisted of N=118 New Zealand professionals working in either the retail or finance industry. After controlling for organisation (one or two), organisational tenure, organisational level (management or staff), and work status (full-time or part-time) it was found that performance appraisal satisfaction accounted for variance in both affective commitment and intention to leave, however, no significant correlation was found with work performance. As there was no significant association between performance appraisal satisfaction and work performance, no moderation was found. The performance appraisal system is often a source of employee dissatisfaction, however, the findings from the current research provide evidence that if employees are satisfied with their appraisal system then this satisfaction has positive benefits for both the organisation and the individual in terms of affective commitment and intention to leave. This study adds to the body of knowledge of why employee performance appraisal satisfaction matters.