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Leaving librarianship: A study of the determinants and consequences of occupational turnover.

机译:离开图书馆馆长:对职业离职的决定因素和后果的研究。

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The purpose of this study was to better understand occupational turnover among librarians and archivists by examining the careers of individuals who have left or intend to leave the profession, in order to identify the factors associated with turnover, and to discover the career outcomes of those who leave. The dissertation analyzes a subset of the data collected in 2007 by the Workforce Issues in Library and Information Science 1 (WILIS 1) project, a study of the career patterns of the graduates of five LIS master's programs in North Carolina from 1964-2007 (J. G. Marshall, Marshall, Morgan, et al., 2005).;The framework of the life course perspective was used in the analysis of quantitative and textual survey responses to facilitate a more nuanced interpretation of careers and the process of turnover in the context of personal relationships and timing over the life course. Themes related to career patterns, work values, work mismatches, turnover, and outcomes of career transitions were identified.;Occupational turnover rates for this sample are low. Only 13% have left the profession, and only 2% indicate that they will leave the field within three years for reasons other than retirement. Good work relationships and opportunities for career development and advancement are important to job satisfaction, and most respondents are satisfied with their LIS work and career. Those who intend to leave or have already left cite low salaries, overwork, bureaucratic or poor management, a lack of opportunities for advancement, and the unavailability of flexible scheduling or part time work as influences on their turnover decisions. Geographical mismatches or conflicting work and family responsibilities also play a role in turnover decisions. Of those who have left library and archival work, their career outcomes are typically positive, and 91% are satisfied with their current employment.;Binary logistic regression analyses with nested models confirm that the hypothesized predictors that emerged from the survey data and career narratives -- job satisfaction, availability of career development opportunities, relationships with co-workers, and salary influence organizational turnover intention. Job and career satisfaction as well as the intent to leave the organization predict occupational turnover.
机译:这项研究的目的是通过检查已离开或打算离开该行业的个人的职业,以便识别与离职相关的因素,并发现那些从事职业生涯的人员,从而更好地了解图书馆员和档案管理员的职业离职。离开。本论文分析了图书馆和信息科学1(WILIS 1)劳动力问题项目2007年收集的数据子集,该项目是对北卡罗来纳州1964年至2007年五个LIS硕士课程毕业生的职业模式的研究(JG Marshall,Marshall,Morgan等人,2005年);使用生命历程的框架来分析定量调查和文字调查的回答,以促进对个人背景下的职业和离职过程的更细致的解释生命过程中的关系和时间安排。确定了与职业模式,工作价值,工作错配,离职率和职业转变结果相关的主题。;该样本的职业离职率很低。只有13%的人离开了该行业,只有2%的人表示他们将在三年内出于退休以外的原因离开该领域。良好的工作关系和职业发展与晋升机会对工作满意度很重要,大多数受访者对其LIS工作和职业感到满意。那些打算离开或已经离开的人认为薪金低,工作过度,官僚主义或管理不善,缺乏晋升机会以及无法灵活安排工作时间或兼职工作会影响其营业额决定。地域不匹配或工作和家庭责任相抵触也影响了营业额决策。在那些离开图书馆和档案工作的人中,他们的职业生涯通常是积极的,并且91%的人对他们目前的工作感到满意。;具有嵌套模型的二元logistic回归分析证实,从调查数据和职业叙述中得出的假设预测变量- -工作满意度,职业发展机会的可用性,与同事的关系以及薪水影响组织的离职意图。工作和职业满意度以及离开组织的意图可以预测职业离职率。

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