טש גו-עבודה סמינריונית

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1. ...3

2. ...4-12

2.1. - Y ...4

2.2. ...5

2.3. Aruna & Anitha (2015)...6-12

3. ...13

4....14-19

4.1. ...14-15

4.2. - Y...16

4.3. ...17-18

4.4. ...19

5. ...20-21

6. ...22

7. ...23-28

7.1. ' - ...23-24

7.2. ' ...25-27

7.3. ' ...28

1. , . - Y, - 80 - 90, , , . , , , . , Aruna & Anitha (2015), ( ) " - Y, :i. .ii. .iii. .iv. .v. .vi. . " - Y, " ( ) - Y, - . , " " ( ) " "", " ".

2. :2.1 - Y " Aruna & Anitha (2015), - Y . , , . - Y . , " , - Y . , , " . " . " Gurumani (2010) , . - Y . , . , ", .Cone (2006) - McElhaney (2008) - Y , , , , , , . . . - Y , . , - Y, - Y, . - 80 - 90 , Aruna & Anitha (2015).

2.2 :" Tandung (2016), - HR " . [footnoteRef:1] . - HR , . - HR . , - HR , . , - HR , , . , . [1: HRM: Human Resources Management]

" Nishii (2008), " - HR . , " - HR ., - HR , , . Mitchel (1981), . Schwab (1991), . . Kim (2012), 789 IT ", , . " Wang (2014), - HR , - HR ., " Haines & Jalette& Larose(2010) . - HR . , . , , .2.3 Aruna & Anitha (2015): , , Aruna & Anitha (2015), ( ) " - Y, :i. .ii. .iii. .iv. .v. .vi. .

, , , .

2.3.1 " :i. - Y:" " , , , . , , . - Y : . . . . (Reverse Mentoring) . (Progressive Mentoring) .

ii. - Y:" " , . , . : , " (e-learning) . . , .iii. - Y:" " [footnoteRef:2]. , . , : [2: .]

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iv. - Y:" " - . , : . , . , . . , . , . .

v. - Y:" " , , . : , , . , . . . . , .

vi. - Y:" " , : . . . (Multitasking) . . .

2.3.2 : 2009 - Y, 20-35. Y 1974 1989. 100 - Y ( / / ) , Coimbatore - IT.

. 1 ( ) 7 ( ). . Cronbach's Alpha[footnoteRef:3] - - 0.858. [3: .]

2.3.3 :i. - Y: . . . . ..

" , 5.5. - Y ( 5.94) , . ( 5.71) , , , . , ( 5.7) .

ii. " - Y:

" [footnoteRef:4] . " " (0.487) " " (0.467) . , , , , . " "(0.441) "" (0.409) , , . " " (0.332), . " " (0.309) , . [4: (R) . ]

iii. " - Y: 4 - 0.4. :. . . .

Rsq [footnoteRef:5] 32.7% . t - 1.65 [footnoteRef:6]. - -0.2, 20%. [5: Rsq (R Square) . 0 -1, " " " ".] [6: X. t . , 10% - t 1.65 5% - t 1.96. t , , .]

3. : 17 [footnoteRef:7] - . [footnoteRef:8] - Google Tools , : Facebook, LinkedIn - What's Up. [7: () "" - 70 75 .] [8: '.]

: 12 ( ) ( ), 13-18 , , , . 12-18 1-7 , 1 -7 .

75 , 45 -30 , 25-60. , 56 , -52 -51 .

:1. 75 25-60.2. - Y 52 26-41.[footnoteRef:9] [9: Aruna & Anitha (2015), 2009 20-35, -6 .]

3. 51 25-53.4. 56 27-59.

P-value -5% , P-value - 5%. , , .

4. 4.1 : 75 25-60, 45 -30 , 56 -19 , 0-6, 70 -5 , 10 20 , 51 . 14 , P-Value . [footnoteRef:10]: [10: ' () , .]

" " " : (1) , (11) - (15) . P-Value 5% "" 6.1%, . , Significance F, - 5%, . 45.49% (Rsq) . "" , , . "" , 0.0499. " " , . . 0.3794. " " , , . - 0.6521. 4.2133 4.0076. 1 7, 4.

"" , :

" Rsq, - 42.71%. " " - 0.2888 " " 0.6664 . 4.2133 - 4.0495. 4.

4.2 - Y -Y 52 26-41, 32 -20 , 39 -13 , 34 -18 . (20-35) 6 , - 2009. 16 , P-Value . [footnoteRef:11]: [11: ' () , .]

" Rsq, - 26.93%, . Significance F, - 5%, . (15) " " - 0.6342 . , , . 4.3269 4.3635 . , , - 4. , - Rsq .

4.3 51 25-53, 38 -13 , 40 -11 , 0-6 10 20 . (9) " ", - 12 P-Value . [footnoteRef:12]: [12: ' () , .]

" " " : (1) , (11) , (15) - (18) . P-Value 5%, . Significance F, - 5%, . 60.01% (Rsq) . "" , , . "" , 0.0570, 0.0499, , . " " , . . , 0.4326, , 0.3794 . "" , . " " , , . , . - 0.5107, , 0.6521. " ", .

" " . , . , , . 0.3499. 4.1961 3.4106. 1 7, 4, 3, .

4.4 56 27-59, 34 -22 , 0-6, 10 20 , 40 . (3) " ", - 14 P-Value . [footnoteRef:13]: [13: ' () , .]

" " " : (11) - (15) , . P-Value 5%, . Significance F, - 5%, . 36.15% (Rsq) , . " " , - 0.3815, . . . " " , - 0.5132, , . , . 4.0179. 3.7057. - 4.

5. [footnoteRef:14] [14: ' .]

. Aruna & Anitha (2015) - Y (15) " " , . (18) " ", , . . - Y, . (15) " " - Y Rsq 27%, - Rsq . . , , " " Rsq 60%. , , . . , , . , , . (15) " " - (11) " ". (1) "" . (/) . , (18) " " , . .

, "4". , "4" , "3". , "5" . .

6. :Cone (2006). The 2006 Cone millennial cause study: The millennial generation: Pro-social and empowered to change the world. Retrieved from http://www.coneinc.com/aboutHaines, Victor Y., III; Jalette, Patrice; Larose, Karine (2010). "The Influence of Human Resource Management Practices on Employee Voluntary Turnover Rates in the Canadian Non Governmental Sector", Industrial and Labor Relations Review, January 2010, v. 63, iss. 2, pp. 228-46.Gurumani, V. S. (2010). Invaluable Tools for Talent Retention. Human Capital. 54-55.Juliana, Caesaria Tandung (2016). "The Link between HR Attributions and Employees Turnover Intentions", Gadjah Mada International Journal of Business. Vol. 18, No. 1 (January-April, 2016): 55-69.Kim, S. 2012. The impact of human resource management on state government IT employee turnover intentions. Public Personnel Management 41 (2): 257.M. Aruna; J. Anitha (2015). "Employee Retention Enablers: Generation Y Employees", SCMS Journal of Indian Management. Jul-Sep2015, Vol. 12 Issue 3, p94-103. 10p.McElhaney, K.A. (2008). Just good business: The strategic guide to aligning corporate responsibility and brand. San Francisco, CA: Berrett-Koehler.Mitchel, J. O. 1981. The effect of intentions, tenure, personal, and organizational variables on managerial turnover. Academy of Management Journal 24 (4): 742 751.Nishii, L. H., D. P. Lepak, and B. Schneider. 2008. Employee attributions of the why of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology 61(3): 503-546..Schwab, D. P. 1991. Contextual variables in employee performance-turnover relationships. Academy of Management Journal 34: 966-975.Wang, Y. D., C. Yang, and K. Y. Wang. 2012. Comparing public and private employees job satisfaction and turnover. Public Personnel Management 41 (3): 557.

7. :7.1. ' - 1. - /.2. . (0-, 1-)3. . (0-/, 1- /) 4. .5. . (0-, 1-, 2-, 3-)6. - /.7. - /.8. .9. . (0- , 1- )10. " . ( 0 = 0-8,000 ; 1 = 8,001-16,000 ; 2 = 16,001-24,000 ; 3 = 24,001-32,000 ; 4 = 32,001-40,000 ; 5 = )11. - /.12. . ( 1-7, 1 )13. " " , , , . ? ( 1-7, 1 )14. " " , . ? ( 1-7, 1 )15. " " .