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The thin green line: An examination ...

McBey, Kenneth James.

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The thin green line: An examination of personnel turnover among Canada's Army Reserves.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	The thin green line: An examination of personnel turnover among Canada's Army Reserves./
Author:	McBey, Kenneth James.
Description:	320 p.
Notes:	Source: Dissertation Abstracts International, Volume: 54-03, Section: A, page: 1010.
Contained By:	Dissertation Abstracts International54-03A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=NN77576
ISBN:	9780315775763

The thin green line: An examination of personnel turnover among Canada's Army Reserves.
McBey, Kenneth James.

The thin green line: An examination of personnel turnover among Canada's Army Reserves. - 320 p.

Source: Dissertation Abstracts International, Volume: 54-03, Section: A, page: 1010.

Thesis (Ph.D.)--York University (Canada), 1992.

The present research study was devoted exclusively to an examination of part-time turnover which has been largely ignored by the organizational behaviour literature. Taking significant associations reported in turnover models such as March and Simon (1958), Price (1977), Mobley (1977) and Jackofsky (1984), a model framework was developed to test hypotheses associated with part-time turnover.

ISBN: 9780315775763Subjects--Topical Terms:

626628
Business Administration, Management.

The thin green line: An examination of personnel turnover among Canada's Army Reserves.
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008 150210s1992 ||||||||||||||||| ||eng d
020 $a 9780315775763
035 $a (MiAaPQ)AAINN77576
035 $a AAINN77576
040 $a MiAaPQ $c MiAaPQ
100 1 $a McBey, Kenneth James. $3 2098086
245 1 4 $a The thin green line: An examination of personnel turnover among Canada's Army Reserves.
300 $a 320 p.
500 $a Source: Dissertation Abstracts International, Volume: 54-03, Section: A, page: 1010.
502 $a Thesis (Ph.D.)--York University (Canada), 1992.
520 $a The present research study was devoted exclusively to an examination of part-time turnover which has been largely ignored by the organizational behaviour literature. Taking significant associations reported in turnover models such as March and Simon (1958), Price (1977), Mobley (1977) and Jackofsky (1984), a model framework was developed to test hypotheses associated with part-time turnover.
520 $a The model framework consisted of 5 main clusters of independent variables which were hypothesized to cause variation in turnover indirectly through intentions to quit. The 5 variables clusters were: (1) Individual job performance; (2) Push (internal); (3) Pull (external); (4) Individual characteristics; and (5) Reasons for joining the militia. The dependent variable of turnover was defined in two different ways for the study: (1) The traditional method of differentiating stayers from leavers; and (2) 'change in level of individual commitment' over a one year time period following questionnaire administration.
520 $a This dual definition of turnover proved insightful. Although 75 of the 412 (18.2%) male, non-commissioned soldiers studied had left the militia within the 1 year period following questionnaire administration, a great many (169 or 41%) were in the process of withdrawing from the organization and were characterized by declining commitment. It was clear that in the part-time militia context, withdrawal behaviour became a very real alternative to turnover as the nature of work permitted flexibility in terms of organizational membership and participation. Part-time soldiers were able to withdraw almost totally from the organization without having to express intentions to quit.
520 $a Overall, the findings suggest that part-time turnover in the Canadian army reserves is driven by Pull 'external' and individual characteristic factors, differing substantially from the predominantly internal (Push) process reported for full-time samples. For this reason, a number of the important constructs of full-time turnover models (e.g. intentions to quit, job satisfaction) are of little utility in explaining variation in militia turnover. For the part-time soldier, it appears that there is a notable separation of attitudes from actual behaviour, an interesting and significant finding which is in need of further research testing.
590 $a School code: 0267.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
690 $a 0454
690 $a 0629
710 2 $a York University (Canada). $3 1017889
773 0 $t Dissertation Abstracts International $g 54-03A.
790 $a 0267
791 $a Ph.D.
792 $a 1992
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=NN77576