| Abstract [eng] |
The aim of the authors is to investigate the reasons for personnel changes and control possibilities, Šiauliai University case. The theoretical section discusses several types of personnel changes: controlled, uncontrolled change, functional, dysfunctional, voluntary and involuntary. In most cases staff turnover is considered to be a negative, costly phenomenon, which is absolutely necessary to reduce. Staff turnover in organizations may not only be harmful but also helpful. Therefore, the ability to balance between these effects may provide additional benefits. Employee turnover is due to various reasons, resulting from both the employee and the organization's actions. This master's work deals with salary, stress, mobbing influence to employee turnover. Discussing about ways to maintain high productivity workers: application of the adaptation program, adequate work load, motivation, employee loyalty incentive programs, family-centered policy and others. There is also a recruitment model presented, which facilitates decision making in personnel-related problems. Survey was made over the Internet. 198 employees of Šiauliai University participated in the survey. The results showed that the greatest impact on the turnover of staff at the University of Šiauliai has low wages, workers feel wrongly evaluated and compensated for their work. The family-oriented organization policy appeared to have more motivational power than material means. Hypotheses: “Wages are the main reason for staff turnover in Šiauliai University” and “Emotional attachment is a key factor in employee loyalty in Šiauliai University” have been confirmed. In April 2010 journal “Jaunųjų mokslininkų darbai”, year 2010, 1(26), p. 104-114, (ISSN 1648-8776), the authors published an article “Personnel change reduction study”. |
