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General Labor Employees’ Self Perceived Readiness to Work: Does it Relate to Job Retention?

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dc.contributor.author Muirhead, Alex R.
dc.date.accessioned 2021-02-15T16:50:49Z
dc.date.available 2021-02-15T16:50:49Z
dc.date.created August 2019 en_US
dc.date.issued 2021-02-15
dc.identifier.uri http://hdl.handle.net/123456789/3622
dc.description.abstract This research is an investigation focused on general labor unskilled employees and job retention. The purpose of this study is to consider the construct of readiness to work as a screening tool to address high turnover rates of these employees. Areas discussed which negatively impact applicants include stress and external locus of control. Social support is considered as a buffer against negative effects. Motivational interviewing, after obtaining an individual’s readiness to work, is used to increase readiness to change. By understanding, an individual’s current level of readiness to work, applicants can be better assigned to a person-environment fit. These considerations will benefit managers and applicants due to a more consistent workforce and provide a way to increase understanding. For the focus of this research the topics of readiness to change, person environment fit, motivation, social support, locus of control, and turnover intention will be discussed. The practical application of this research is general labor unskilled employees, but there is a high generalizability among other populations. en_US
dc.language.iso en_US en_US
dc.subject Readiness, Change, Person-Environment Fit, Motivational Interviewing, Social Support, Locus of Control, and Turnover Intention en_US
dc.title General Labor Employees’ Self Perceived Readiness to Work: Does it Relate to Job Retention? en_US
dc.type Thesis en_US
dc.college the teachers college en_US
dc.department psychology en_US

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