Intra-organizational turnover in a self-selective team environment

Authors

Sharon Anne Israel Dolfi, Florida International University

Document Type

Dissertation

Degree

Doctor of Philosophy (PhD)

Major/Program

Psychology

First Advisor's Name

Scctt L. Fraser

First Advisor's Committee Title

Committee Chair

Second Advisor's Name

Juan I. Sanchez

Third Advisor's Name

William Rando

Fourth Advisor's Name

Margaret Bull Kovera

Date of Defense

7-21-1997

Abstract

Four-hundred twenty-seven firefighter/paramedics and firefighter/emergency medical technicians completed questionnaires regarding past and current turnover decisions. The employees, who work in teams of either three or four, have a collective bargaining benefit that allows them to "bid for" (request) new positions/teams every six months; positions are awarded on the basis of seniority. Because employees are leaving neither the organization nor their job, the "bid" process creates intra-organizational turnover on a regular basis. It was hypothesized that those individuals higher in teamwork/social cohesion expectations, higher in interpersonal orientation, and lower in conflict tolerance would report placing greater importance on interpersonal reasons (teamwork/social cohesion) in past bid/assignment decisions. Creation of a conflict tolerance scale was the goal of a preliminary study. It was further hypothesized that current bid/assignment satisfaction would predict the current turnover decision (during the cycle in which the study was conducted), and that past individual turnover frequency would also predict current turnover. All hypotheses were supported.

Identifier

FI15101210

Recommended Citation

Dolfi, Sharon Anne Israel, "Intra-organizational turnover in a self-selective team environment" (1997). FIU Electronic Theses and Dissertations. 3073.
https://digitalcommons.fiu.edu/etd/3073