Here is the synopsis of our sample research paper on Review of “Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism”. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 3 page review of a 1973 paper that arrives at the stunning conclusion that workers more satisfied with their jobs are less likely to leave them. The authors of this paper review many studies from the 1950s and 1960s, all qualitative and many with questionable validity or reliability, which often was the nature of qualitative research more than a generation ago. The authors appear to link acceptance of others’ work to large sample size and have little if anything to say about method or results. Bibliography lists 1 source.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrArReTurnAb.rtf
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Unformatted sample text from the term paper:
In 1973, Porter and Steers undertook a literature review of research conducted 10 to 12 years prior to distill one overriding message regarding employee turnover:
employees most satisfied with their jobs are less likely to leave them. In order to arrive at this obvious conclusion, Porter and Steers (1973) found it necessary to
assess organizational, work environment, job-related and personal factors affecting individual employees. The authors state that their purpose was to arrive at a conceptual framework. Others Research
It is the nature of empirical research to seek out factors and explanations not immediately obvious and to seek to fit these factors into a "box"
that can be seen as informing the issue at hand. Porter and Steers (1973) explain the work of others at great length, but without making any overt statements as
to an assessment of validity of research design or the reliability of the methods by which the research was conducted. As example, the authors describe at more length than
necessary the work of Schuh (1967), who sought to predict turnover through a series of "personality and vocational inventories and biographical information ... he concluded that there was not a
consistent relationship between turnover and scores on intelligence, aptitude, and personality tests" (Porter and Steers, 1973; p. 152). Apparently what was notable about Schuhs (1967) work was that it
contradicted earlier studies that pushed individuals into the categories into which researchers wanted to place them. Though Porter and Steers (1973) steer far clear of saying so, the reliability
and validity of those earlier studies likely could be questioned quite legitimately. Judging from Porter and Steers (1973) Table 1 (p. 154), the
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