Madness or Badness

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Abnormal Psychology 9th ed. — Comer, R.J. (2015) Worth Publishers. Your answer must be detailed, thoughtful and substantive.
Discuss the issues of “Madness or Badness” in “Psych Watch” p. 655 in your text. How can we understand this behavior? Be thorough with your answer.

2: Entertainment companies

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HOYTS Cinema has become one of the world’s leading entertainment companies. Operating in both Australia and New Zealand, HOYTS employs over 3,000 staff across 48 cinemas and head offices in New South Wales, Queensland, Victoria, Australian Capital Territory, South Australia, Western Australia and New Zealand.
Within the last couple of years, HOYTS has begun to hire new employees at their cinema site locations based on a part time contract as opposed to the previous casual contract that was in place. On a study at one of HOYTS cinema sites, it was discovered that on average, the tenure period for employees hired on a casual contract is higher than those on a part time contract. Consequently, HOYTS wants to know whether turnover has increased over the last couple of years, and if so, what are the factors that have influenced the increase in staff turnover at HOYTS in the last three years?

A brief review of pertinent academic literature related to the problem (400 words) – Sophie and Jess
1) define the concept ? Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment Abassi et al. (2000).
https://journals.sagepub.com/doi/pdf/10.1177/009102600002900303

3) Equity theory states that dissatisfaction occurs when an employee compares the ratio of his or her organizational rewards to personal contributions to the job with the ratio of rewards to contributions others and finds the ratios different (Adams, 1963; Lawler, 1990; Lum et al., 1998) To test this model, Dittrich and Carrell’s (1979) conducted an Organizational Fairness Questionnaire. Some of the elements included; “pay level” relative to others outside the organization, “pay rules”, perception of fairness within the organisation on the basis of pay increases and promotion and ‘administration of raises and promotions’. The elements were found to be strongly correlated with job satisfaction, leading to turnover (Dittrich & Carrell, 1979).
https://ac.els-cdn.com.ezproxy.lib.uts.edu.au/0030507379900138/1-s2.0-0030507379900138-main.pdf?_tid=6389ac10-18f0-11e7-9ba5-00000aacb360&acdnat=1491280820_6d1af8899b9bfdfc2ea6ed947832c0bd
“Employee dissatisfaction with pay, for in stance, can decrease commitment to the job, increase stealing, and lead to turnover (Currall et al., 2005; Greenberg, 1990; Miceli and Mulvey, 2000). Since many employees have limited or no influence on the outcomes, they may simply quit their jobs.(Greenberg, 1987)
In terms of the empirical research, most of the studies on pay satisfaction and turnover report a negative relationship (see Williams, McDaniel and Nguyen, 2006 for a meta-analysis). That is, turnover/turnover intent decreases with improvements in pay satisfaction, and vice versa (Dailey and Kirk, 1992; Motowildo, 1983)
https://web.b.ebscohost.com.ezproxy.lib.uts.edu.au/ehost/detail/detail?sid=25fab97d-e101-411c-affe-0591ae3e0ec0%40sessionmgr102&vid=0&hid=115&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=2006-03206-011&db=pdh (meta analysis)
Motowidlo (1983) explored the relationships between amount of pay, pay satisfaction, and expectation with pay with withdrawal cognition, and actual quitting. Pay satisfaction was a more powerful determinant of withdrawal cognition than general satisfaction.
https://www.consortiacademia.org/files/journals/6/articles/1055/public/1055-3948-1-PB.pdf
Motowidlo, S. J. (1983). Predicting sales turnover from pay satisfaction and expectation. Journal of Applied Psychology, 68(3), 484-489. https://dx.doi.org/10.1037/0021-9010.68.3.484
Just a draft of some of the info i want to use, sorry really messy for now

Griffeth et al (2000) noted pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a person’s performance and turnover. They concluded that when high performers are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman (1999) that where collective reward programs replace individual incentives, their introduction may lead to higher turnover among high performers.
For some individuals pay will not be the sole criterion when people decide to continue within an existing job. In their study of mental health professionals, Tang et al (2000) examined the relationship between attitudes towards money, intrinsic job satisfaction and voluntary turnover. One of the main findings of this study is that voluntary turnover is high among employees who value money (high money ethic endorsement)
Martin (2003) detected a complex relationship between turnover and training. He suggested that establishments that enhance the skills of existing workers have lower turnover rates. However, turnover is higher when workers are trained to be multiskilled, which may imply that this type of training enhances the prospects of workers to find work elsewhere. The literature on the link between lower turnover and training has found that off-the-job training is associated with higher turnover presumably because this type of training imparts more general skills (Martin, 2003).
https://sielearning.tafensw.edu.au/MBA/bsbhrm504a/bsbhrm504a/lo/7538/documents/research%20turnover%20and%20retention%20.pdf

Harris, 2000; Kinnear & Sutherland, 2000; Maertz & Griffeth, 2004; Meudell & Rodham, 1998) have explained that factors such as competitive salary, friendly working environment, healthy interpersonal relationships and job security were frequently cited by employees as key motivational variables that influenced their retention in the organizations.
There are two major reasons why turnover is a central issue in the field of HRM across the globe. First, turnover is related to low organizational knowledge, low 22 employee morale, low customer satisfaction, high selection costs, and high training costs (Staw, 1980; Talent Keepers, 2004). Research has also shown that high employee turnover is related to lower organization performance (Glebbeek & Bax, 2004; Huselid, 1995; Phillips, 1996). Second, the decision to turnover is often the final outcome of an individual’s experiences in an organization (Hom & Griffeth, 1995).
https://shodhganga.inflibnet.ac.in/bitstream/10603/21083/4/07_chapter%202.pdf

The method you will use to further examine (applied research) or resolve (knowledge translation) the problem
The project form is termed ‘applied research’, and similarly involves consultants working with an industry partner to find an existing problem, or challenge, that requires a deeper understanding in order to develop a long term adjustment/resolution. Through reviewing pertinent literature, researchers develop and apply a data collection tool in the workplace, and through analysis, develop a set of evidence-based recommendations to advance the organisation/ resolve a problem.

Mention and justify; approach (qual, quant, mixed), sample and ethical considerations
o Response:

baldness