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Florida Sun Companies Causation of Attrition Baroness Thompson PSY320 Industrial Organizational Psychology Marian Orr March 9, 2008

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Florida Sun Companies Causation of Attrition

Florida Sun Companies has a very high Attrition rate. New employees are trained to replace unsatisfied previous employees. The empirical research study suggests employees leave after filling complaints about their supervisors. Archived Data

I gave a recent survey on the satisfaction of employees and the thoughts about their supervisors. Old surveys and questioners were used to compare employee’s thoughts. The type of data collection technique that I used was Archived data. This data was used to determine employee’s thoughts abut their relationship with their supervisors. The variances with their thoughts suggest the following. Hypothesis Employees quit at an alarming rate. When they have little to no relationship with their supervisor. Archive data showed complaints by employees, with disarray regarding their supervisors. Attrition records were a very affective source of attrition history. They made complaints and eventually quit. Employees that are unhappy with their supervisors quit. The rise in attrition after complaints were received was accounted for a lack of satisfaction about current supervisors... The high percentage in the variance of unsatisfied employees suggests the correlation. From the Meta-analysis important data was correlated. As depression increases, then, self-esteem tends to decrease. The sign in front of the ‘r’ represents the direction of a correlation.

Correlations in Archive and Current Surveys

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The direct relationship between unsatisfied employees has caused attrition. Employees make complaints this is an important signal for Human Resource department to addresses employees issues. The two variables move in the same direction, either both moving up or both moving down. Often, correlations of .4 or .5 are considered to be strong. Measuring job

satisfaction, ensure you measure all the aspects of job satisfaction, not just the satisfaction with the employers.
A correlation is a moderate, positive correlation (r = 0.4) between one of the independent variables — satisfaction with one’s supervisor — and the likelihood of leaving the organization. The variance in “likelihood of leaving the organization” is accounted for by satisfaction with the supervisor? The coefficient is used to represent this relationship and is often abbreviated with the letter ‘r.’ Also –1.0 and +1.0 and provides two important pieces of information regarding the relationship. Intensity refers to the strength of the relationship and is expressed as a number between zero (meaning no correlation) and one (meaning a perfect correlation). These two extremes are rare as most correlations fall somewhere in between. Inclosing, the correlation between the unsatisfied employees and attrition suggest employees leave if the are unsatisfied. Surveys and questioners can be used to help Human Resources find a link between the variances. The company should spend money of helping employees establish better relationships with their supervisors. The company should talk with supervisors, if employees are unsatisfied with their supervisor’s performance. This would help all employees and the company supervisors. The company has to address problems internality.

4 References: Levy, Paul E. (2006). Industrial/ Organizational Psychology: Understanding the Workplace. Boston, MA: Houghton Mifflin Company
http://allpsych.com/researchmethods/correlation.html http://myeclassonline.com/ec/crs/default

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References: Levy, Paul E. (2006). Industrial/ Organizational Psychology: Understanding the Workplace. Boston, MA: Houghton Mifflin Company
http://allpsych.com/researchmethods/correlation.html http://myeclassonline.com/ec/crs/default

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