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433 Bibliography Articles: 1. Berger, L. A. (October 1, 2003). THE TALENT MANAGEMENT HANDBOOK. McGraw- Hill. 2. Berman, K. ((April 22, 2008)). FINANCIAL INTELLIGENCE FOR HR PROFESSIONALS. Harvard Business School Press. 3. Boudreau, J. W. (June 19, 2007). BEYOND HR. Harvard Business School Press. 4. Brockbank, W. (NOVEMBER 4,2005). ROADMAP TO STRATEGIC HR. AMACOM. 5. Dave. (MARCH 1,2008). HR COMPETENCIES. Society For Human Resource Management. 6. Hoevemeyer, V. A. (September 26, 2005). HIGH-IMPACT INTERVIEW QUESTIONS. AMACOM. 7. Kearns, P. (AUGUST 14,2003). HR STRATEGY. Butterworth-Heinemann. 8. Losey, M. ((May 2, 2005)). THE FUTURE OF HUMAN RESOURCE MANAGEMENT. Wiley. 9. Ulrich, D. ((June 30)). THE HR VALUE PROPOSITION. Harvard Business School Press. Books: 1. Abassi, S.M. & Hollman, K.W. (2000), Turnover: the real bottom line, Public PersonnelManagement, Vol.2, pp.333-342. 2. Fitz-enz, Jac. (2000). The ROI of human capitalMeasuring the Economic Value of

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433

Bibliography

Articles:

1. Berger, L. A. (October 1, 2003). THE TALENT MANAGEMENT HANDBOOK. McGraw-

Hill.

2. Berman, K. ((April 22, 2008)). FINANCIAL INTELLIGENCE FOR HR

PROFESSIONALS. Harvard Business School Press.

3. Boudreau, J. W. (June 19, 2007). BEYOND HR. Harvard Business School Press.

4. Brockbank, W. (NOVEMBER 4,2005). ROADMAP TO STRATEGIC HR. AMACOM.

5. Dave. (MARCH 1,2008). HR COMPETENCIES. Society For Human Resource

Management.

6. Hoevemeyer, V. A. (September 26, 2005). HIGH-IMPACT INTERVIEW QUESTIONS.

AMACOM.

7. Kearns, P. (AUGUST 14,2003). HR STRATEGY. Butterworth-Heinemann.

8. Losey, M. ((May 2, 2005)). THE FUTURE OF HUMAN RESOURCE MANAGEMENT.

Wiley.

9. Ulrich, D. ((June 30)). THE HR VALUE PROPOSITION. Harvard Business School Press.

Books:

1. Abassi, S.M. & Hollman, K.W. (2000), Turnover: the real bottom line, Public

PersonnelManagement, Vol.2, pp.333-342.

2. Fitz-enz, Jac. (2000). The ROI of human capital—Measuring the Economic Value of

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Employee Performance. New York: American Management Association.

3. Arnold, J., & Randall, L. (2010). Work psychology. Understanding human

behaviour in the workplace. Harlow: Financial Times/ Prentice Hall.

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(2005). Work Psychology. Understanding human behaviour in the

workplace (4th edition). Harlow: Prentice Hall.

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Dynamics of Employee Relations. London: Macmillan Press Ltd.

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and Sons.

8. K.Aswathappa, 2006, ‘Human Resources and Personnel Management’ Published by Tata

McGraw-Hill Publishing Co. Ltd. New Delhi, 4th

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Premier database.

2. Testa, B. (2008, September 22). Early Engagement, Long Relationship?.

Workforce Management, 87(15), 27-31. Retrieved February 23, 2009, from

Academic Search Premier database.

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3. Skabelund, J. (2008, May). I just work here. American Fitness, 26(3), 42-42.

Retrieved February 23, 2009, from Academic Search Premier database.

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job satisfaction and performance using selected organizational behavior variables.

Journal of the Academy of Marketing Science, 17 (2): 147-156.

2. Ruby, Allen M. (January 2002). "Internal Teacher Turnover in Urban Middle School

Reform". Journal of Education for Students Placed at Risk 7 (4): 379–406.

doi:10.1207/S15327671ESPR0704_2.

3. Thomas D Narcissism: Behind the Mask (2010)Tett, Robert P; John P. Meyer (1993).

"Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path

Analyses Based on Meta-Analytic Findings". Personnel Psychology 46 (2): 259–293.

doi:10.1111/j.1744-6570.1993.tb00874.x.

http://www3.interscience.wiley.com/journal/119295540/abstract. Retrieved 2009-01-21

4. Arvey, R. D., Dewhirst, H. D. & Boling, J. C. (1976). Relationships between goal clarity,

participation in goal setting, and personality characteristics on job satisfaction in a

scientific organization. Journal of Applied Psychology, 61(1): 103-105.

5. Dubinsky, A. J., & Hartley, S. W. (1986). A path-analytic study of a model of

salesperson performance. Journal of the Academy of Marketing Science, 14, 36-46.

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6. Ivancevich, J. M., & McMahon, J. T. (1977). A study of task-goal attributes, higher order

need strength, and performance. The Academy of Management Journal, 20(4): 552-563.

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gender composition. Journal of Organizational Behavior, 18, 181-196.

8. Jawahar, I. M. (2006). An investigation of potential consequences of satisfaction with

appraisal feedback. Journal of Leadership & Organizational, 13(2):14-28.

9. Jawahar, I. M. (2006). Correlates of satisfaction with performance appraisal feedback.

Journal of Labor Research, 27(2): 213-236.

10. Kim, J. S. (1984). Effect of behavior plus outcome goal setting and feedback on

employee satisfaction and performance. The Academy of Management Journal, 27(1):

139-149.

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Journal of Human Resource Management, 12: 311-332.

12. Payne, R. B., & Hauty, G. T. (1955). Effect of psychological feedback upon work

decrement. Journal of Experimental Psychology, 50(6):343-51.

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13. Pook, L. A., Füstös, J., & Marian, L. (2003). The impact of gender bias on job

satisfaction Components of job satisfaction and advancement in post-liberation Hungary,

Poland, and Romania. Human Systems Management, 22(1): 37-50.

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characteristics. Academy of Management Journal, 19, 195-212.

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design of work: test of a theory". Organizational Behavior and Human

Performance 16 (2): 250–279. doi:10.1016/0030-5073(76)90016-7.

2. Bender, K. A., Donohue, S. M., & Heywood, J. S. (2005). Job satisfaction and

gender segregation. Oxford Economic Papers, 57, 479-496.

3. Blanchar, C., & Onton, J. (2005). Performance measures in times of change.

Employment Relations Today , 32(1): 25-34.

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4. Bolt, J. F. (1983). Job security: Its time has come. Harvard Business Review.

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complex organizations. Administrative Science Quarterly, 15, 150-163.

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evaluations of self employment and hierarchy, Economics, 75, 362-383.

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Cycle of Failure in Services". MIT Sloan Management Review 33 (3): 17–

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job search: is there a nexus? HECER Discussion Paper No. 36, University of Helsinki.

2.

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http://data.bls.gov/PDQ/servlet/SurveyOutputServlet?data_tool=latest_numbers&series_i

d=JTS00000000TSR. Retrieved 2009-01-21.

2. U.S. Department of Labor, Bureau of Labor Statistics, total non-farming separations (not

seasonally adjusted), Series ID JTU00000000TSR, http://data.bls.gov/cgi-

bin/surveymost?jt "Job Openings and Labor Turnover Survey "

3. Schlesinger, Leonard A.; James L. Heskett (1991-04-15). "Breaking the Cycle of Failure

in Services". MIT Sloan Management Review 33 (3): 17–

28.http://sloanreview.mit.edu/the-magazine/articles/1991/spring/3232/breaking-the-

cycle-of-failure-in-services/. Retrieved 2009-01-21.

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Websites:

1. www.HR.com

2. www.Society for Human Resource Management.com

3. www.National Human Resources Association.com

4. www.Hrnews and resources.com

5. www.fundoodata.com

6. www.safenet_inc.com

7. www.maharastradirectory.com

8. www.cmie.com

9. www.mapsofindia.com

10. www.puneDiary.com

11. http://hdl.handle.net/1721.1/1441 dated 2002-07-10.

12. http://www.demsme.gov.in/ssiindia/defination_msme.htm

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APPENDICES

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ANNEXTURE-I

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“Questionnaire for Manager/Employees working in Software

Companies”

Kindly tick the options which suit you the best.

A) Demographic Profile:

B) Dissatisfaction Factors:

Employee Name

Age

22 to 27 27 to 32 32 to 37 37 to 42 42 and above

Gender

Male Female

Name of the organization

Sector

Large Medium Small

Designation

Department

Operations Technology Client support

Marketing Sales Project

No. of yrs working in this organization

Less than 5yrs

Less than 10yrs

Less than 15yrs

Less than 20yrs

above 25yrs

Sr. Statements Strongly Disagree (1)

Disagree ( 2)

Neutral (3)

Agree (4)

Strongly Agree (5)

A. Motivational Factors: --------

------ ------ ------ ---------

1. I get adequate salary in organization

2 I am happy with promotion scheme of the organization.

3 I get recognition from my superiors for good work.

4 I get reward for achieving the target.

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5 The training facilities are adequate.

6 I am happy with the fringe benefits.

7 I am happy with the staff quarters.

Sr. Statements Strongly Disagree (1)

Disagree ( 2)

Neutral (3)

Agree (4)

Strongly Agree (5)

B Working Environment --------------

-------------- ---------- -------- -----------

1 Organization has proper infrastructure.

2 I am happy with the Canteen facility.

3 I am happy with the rest room facility

4 Organization has proper ventilation.

5 I am happy with the standard lighting system.

6 I am happy with the drinking water facility.

7 I do not think my work place is toxic

8. the timing of work do not disturb the family

C Job Related Issues ----------- ------------- ----------- -------- -----------

1 I get flexible work facility in my organization.

2 I do not think that whatever I get is inadequate [benefits] in my organization.

3 I do not do repetitive work in my organization.

4 Organization has proper time and motion system.

5 Organization provides new job opportunities.

6 I am satisfied with my co-workers.

7 I get an opportunity to achieve my personal goals in my organization.

D Organizational Culture --------------

-------------- ----------- -------- -----------

1 Organization has informal

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c) Employee Commitment:-

communication.

2 People share their information without any hesitation.

3 Organization takes initiatives to celebrate traditional functions.

4 Organization takes initiatives to celebrate success of employees.

5 Organization has caring environment.

6 Organization is free from organizational politics

Sr. Statements Strongly Disagree (1)

Disagree ( 2)

Neutral (3)

Agree (4)

Strongly Agree (5)

E Social Environment at workplace.

------------- -------------- ----------- -------- -----------

1 Organization has employee-family oriented image.

2 I am happy that my colleagues are co-operative and help in crisis situations.

3 My colleagues criticizes for better work rather than to de-motivate

4 Employees don’t feel uncomfortable to share personal information

Sr. Statements Strongly Disagree 1

Disagree 2

Neutral 3

Agree 4

Strongly Agree 5

1. I am committed to achieve organizational target.

2 I am totally interested in my job

3 I hardly take leave or absent from the job.

4 I like to work in team.

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D) Turnover Intension:

Signature:_____________________

Thank you for your kind Co-operation

Your efforts would help in reaching to the right conclusion of this Research.

Sr. Statements Strongly Disagree 1

Disagree 2

Neutral 3

Agree 4

Strongly Agree 5

1. I am looking for a new job

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ANNEXTURE-II

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ANNEXTURE-II : Covering Letter For Survey:-

Dear Sir/Madam,

As a candidate for my Ph.D at Tilak Maharastra University Pune, I am

requesting your participation in my research study. The goal of this study is to

determine the contriution of organizational factors reasoning to the actual

Employee Turnover by examining the relationship between organization and

employees.

Please take approximately 10 – 15 minutes to complete the followind survey

and return it back to me. Your answers would be kept confidential and your

names would not be disclosed anywhere except me as an researcher.

Participation in this study is voluntary, there is no risks associated with your

participation in this study.

A summary of data will be placed in my research work but no references will

be made to identify you as the contributor of any particular data.

In case of any querries regarding the survey or understanding of the question,

please feel free to contact Mrs.Mooon Paiithannkar 9822716503 or mail me at

[email protected]

Sincerely,

Mooon Paiithannkar

Enclosure: Questionnaire.