東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Feedback Is the Breakfast of Champio...

Giglio, Chesa.

FindBook

Google Book

Amazon

博客來

Feedback Is the Breakfast of Champions: The Importance of Feedback for Millennial Turnover Intentions.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Feedback Is the Breakfast of Champions: The Importance of Feedback for Millennial Turnover Intentions./
作者:	Giglio, Chesa.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
面頁冊數:	43 p.
附註:	Source: Masters Abstracts International, Volume: 81-07.
Contained By:	Masters Abstracts International81-07.
標題:	Occupational psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27545946
ISBN:	9781392509647

Feedback Is the Breakfast of Champions: The Importance of Feedback for Millennial Turnover Intentions.
Giglio, Chesa.

Feedback Is the Breakfast of Champions: The Importance of Feedback for Millennial Turnover Intentions. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 43 p.

Source: Masters Abstracts International, Volume: 81-07.

Thesis (M.S.)--Azusa Pacific University, 2019.

This item must not be sold to any third party vendors.

This study evaluated the influence of supervisor feedback on millennial employees' turnover intentions. The first hypothesis stated that supervisor feedback would be correlated with turnover intention. The second hypothesis argued that the relationship would be moderated by age. Specifically, millennial workers would appreciate supervisor feedback more than non-millennials. To explore the hypotheses, 269 male and female workers who were between 18 and 67 years old were surveyed. The turnover variable was measured using the Turnover Intention Scale, while the feedback variable was measured using an adapted version of the Feedback Environment Scale. The hypothesis that supervisor feedback would be negatively correlated with turnover intent was not supported with a simple Pearson correlation. However, the relationship was significant when controlling for age. The second hypothesis was only partially supported. The relationship between the variables was moderated by age, but the relationship was only marginally significant (t = 1.46, p = .07, one-tailed). Implications and limitations of the study are discussed.

ISBN: 9781392509647Subjects--Topical Terms:

2122852
Occupational psychology.
Subjects--Index Terms:

Feedback

Feedback Is the Breakfast of Champions: The Importance of Feedback for Millennial Turnover Intentions.
LDR:02322nmm a2200385 4500 001 2273766
005 20201110120250.5
008 220629s2019 ||||||||||||||||| ||eng d
020 $a 9781392509647
035 $a (MiAaPQ)AAI27545946
035 $a AAI27545946
040 $a MiAaPQ $c MiAaPQ
100 1 $a Giglio, Chesa. $3 3551219
245 1 0 $a Feedback Is the Breakfast of Champions: The Importance of Feedback for Millennial Turnover Intentions.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2019
300 $a 43 p.
500 $a Source: Masters Abstracts International, Volume: 81-07.
500 $a Advisor: Dykes, Wendi.
502 $a Thesis (M.S.)--Azusa Pacific University, 2019.
506 $a This item must not be sold to any third party vendors.
520 $a This study evaluated the influence of supervisor feedback on millennial employees' turnover intentions. The first hypothesis stated that supervisor feedback would be correlated with turnover intention. The second hypothesis argued that the relationship would be moderated by age. Specifically, millennial workers would appreciate supervisor feedback more than non-millennials. To explore the hypotheses, 269 male and female workers who were between 18 and 67 years old were surveyed. The turnover variable was measured using the Turnover Intention Scale, while the feedback variable was measured using an adapted version of the Feedback Environment Scale. The hypothesis that supervisor feedback would be negatively correlated with turnover intent was not supported with a simple Pearson correlation. However, the relationship was significant when controlling for age. The second hypothesis was only partially supported. The relationship between the variables was moderated by age, but the relationship was only marginally significant (t = 1.46, p = .07, one-tailed). Implications and limitations of the study are discussed.
590 $a School code: 1323.
650 4 $a Occupational psychology. $3 2122852
650 4 $a Management. $3 516664
650 4 $a Psychology. $3 519075
653 $a Feedback
653 $a Generational differences
653 $a Millennial employees
653 $a Millennials
653 $a Supervisor feedback
653 $a Turnover intentions
690 $a 0624
690 $a 0454
690 $a 0621
710 2 $a Azusa Pacific University. $b Graduate Psychology. $3 3284851
773 0 $t Masters Abstracts International $g 81-07.
790 $a 1323
791 $a M.S.
792 $a 2019
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27545946