TURNOVER PREDICTION VARIABLES AMONG NONCERTIFIED SCHOOL STAFF MEMBERS OF TWENTY SELECTED INDIANA COUNTIES
Abstract
In this study, univariate and multivariate statistics were used to investigate the relationship between turnover and job satisfaction, job commitment, and demographic variables of noncertified employees. Two general purposes were served in this study: (a) to collect and analyze demographic, job satisfaction, and job commitment variables in hopes of identifying those which predict turnover; and (b) to develop the optimum predictive equation of independent variables best describing each employee's probability of continued employment within the current school system. A sample of noncertified employees (n = 2023) were randomly selected from 14 large school systems in Indiana's 20 northern counties. The sample consisted of the three largest single noncertified employee groups: food service, clerical, and custodial. Variables studied included: job satisfaction subscales of coworker, pay, promotion, work, and supervision; job commitment; organizational tenure; job tenure; age; union membership; and education level. Statistical results inferred that: (1) The continuing and noncontinuing employees do not statistically differ on any measure of job satisfaction or job commitment as measured by the Job Descriptive Index and the Occupational Commitment Questionnaire, respectively; (2) The continuing group was significantly higher (p < .05) than the noncontinuing group on the variables of job tenure, organizational tenure, union membership, and age; (3) The continuing employees differed significantly (p < .05) from the noncontinuing employees on the set of measures including all variables when compared simultaneously through discriminant analysis; (4) Nine variable subsets were generated and discriminant linear equations generated for each combination. The discriminant function of Selection 2 (x = age, supervision, coworker) was found to be the best predictor, with 62% of the study's employees correctly identified. The percentage for all subsets ranged from 59 to 62%; (5) Univeriate analysis, when used exclusively in turnover prediction, engendered a deficient portrayal of the potential discriminating ability of the variables supervision and coworker satisfaction. In summary, it was found, univariately, that continuing employees significantly differed from noncontinuing employees on the variables of job tenure, organizational tenure, age, and union membership. However, multivariate analysis, accounting for interrelationships among all variables taken collectively, successfully differentiated between continuing and noncontinuing groups at a .05 level of significance.
Degree
Ph.D.
Subject Area
Educational administration
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