Human resource practices and migrant workers' turnover intentions: The roles of post‐migration place identity and justice perceptions

This study adopts an identity perspective to explore the relationship between human resource (HR) practices and turnover intentions among migrant workers. Informed by HR attribution theory, we propose that the effects of HR practices will be more effective in reducing turnover among migrant workers when these workers have stronger post‐migration place identities and when they experience a sense of justice regarding their work and nonwork environments. Using a three‐way interaction model, we tested these ideas on a sample composed of 1,985 migrant workers in 141 firms in China. The results support the theoretical model.     

What aspects of the job have most effect on nurses?

The study reported here compared the influences of psychological constructs (job demands and scheduling control) and objective work characteristics (shiftwork, night‐work and hospital department type) on job satisfaction, organisational commitment, burnout and withdrawal intentions. Our hypothesis was that psychological constructs have a higher influence on work‐related attitudes than objective characteristics of work schedules. In addition to the main effects, we proposed an interactive hypothesis: poor attitudes would result from high demands and low control rather than from other combinations of both psychological variables. Using a sample of 153 hospital nurses in Israel, the hypotheses were generally supported. As night‐work, shiftwork and working in intensive care units are unavoidable characteristics of the modern medical environment, these findings are meaningful for improving the personal adjustment of hospital nurses.     

Configurational demographic predictors of work–nonwork satisfaction

Contemporary work–life balance research tends to treat demographic variables as moderators, grouping variables, or control variables influencing work and nonwork satisfaction. Yet earlier theories were premised on the assumption that they are, in fact, predictors of work and nonwork satisfaction even though those assumptions have not yet been tested empirically. Drawing on an Australian study comprising 798 white‐collar employees and using a fuzzy‐set qualitative comparative analysis technique, we investigate demographic variables as potential configurational predictors affecting work–nonwork satisfaction, defined as a combination of work satisfaction and nonwork satisfaction. The analysis revealed different scenarios and specific patterns between configurational solution terms leading to work–nonwork satisfaction. Employment status and age of children (specifically age differences between children) were the most important demographic variables influencing employees' work–nonwork satisfaction.     

Anticipated nurses' turnover in public hospitals in Saudi Arabia

This study sought to examine anticipated turnover among nurses in Saudi hospitals, and the effect of work environment, organizational factors and personal variables on turnover intentions. A sample of 5423 nurses in 80 hospitals in 12 regions was surveyed. Significant differences in anticipated turnover were found based on nationality, education, salary, age, experience, gender and region. Predictors of anticipated turnover included work environment, organizational factors, personal variables and availability of alternative employment. Conclusion: Anticipated turnover in Saudi hospitals is a phenomenon worthy of attention, and a good part of this phenomenon is linked to the heavy reliance on expatriate labor.     

Drivers of context-specific ICT use across work and nonwork domains: A boundary theory perspective

Most theories predicting technology use were conceived when information and communication technology (ICT) devices were less portable, had less functionality, and individuals experienced less permeability between work and nonwork domains. Thus, while individuals today widely use ICT for both professional and personal needs, there is limited knowledge about the validity of traditional models predicting ICT use within and across work and nonwork domains. Using a model based on boundary theory, border theory, and human agency perspective, this study empirically examines the predictors of ICT use across four contexts, namely work use on work and nonwork days, and nonwork use on work and nonwork days. The results, based on data collected from managers and professionals from different Canadian industries, suggest that different drivers may be affecting the four contexts of ICT use. While perceived usefulness of ICT is a significant predictor for both within-domain and across-domain ICT use, there are specific work and individual characteristics that drive across-domain ICT use. Using theories from work/nonwork literature, this paper presents a renewed view to predict context-specific ICT use beyond the traditional models.     

Employees' Nonwork Obligations and Organizational Commitments: A New Way to Look at the Relationships

The authors 1 adopted a family resource view of nonwork obligations and examined these obligations' relationships to dimensions of employees' organizational commitment. Complex interactions were found between employees' marital status, number of children, and having relatives nearby as related to the continuance dimension, but not the affective dimension, of commitment. In particular, results were strongest when the focus was on employees' perceptions of whether they would experience a high personal sacrifice if they were to leave their organizations. These findings are discussed in the context of developing family‐friendly human resource programs that may help employees feel less “trapped” in organizations. © 2001 John Wiley & Sons, Inc.     

Employee turnover intentions

Most empirical studies testing models of turnover intentions have relied on samples of specific organizations or occupational groups, raising reservations as to the generalizability of their results for broader and more comprehensive populations. To begin to fill this gap, a nearly national sample of employed urban males was utilized and sub–populations were examined in terms of their turnover intentions. A set of biodemographic, organizational, perceptional and job satisfaction variables were incorporated into a multivariate analysis to determine factors best explaining turnover intent. At a second stage, the overall measure of job satisfaction was substituted by four component factors: intrinsic, extrinsic, hygienic and social, which were obtained by a factor analysis of thirteen job satisfaction items. The results of the bivariate and multivariate analysis strongly suggest that specific case findings are congruent with this study's national level of turnover intent. Older age, longer periods of service, lower occupational level were found to have a negative and significant relationship to a worker's intention to change an employer. Intrinsic and hygienic job satisfaction components were found to lead towards a lower intention to leave.     

Organization‐Based Self‐Esteem,Psychological Contract Fulfillment,and Perceived Employment Opportunities: A Test of Self‐Regulatory Theory

This study addresses organization‐based self‐esteem (OBSE) development by examining the role of perceptions of employer psychological contract fulfillment, and the self‐regulatory processes by which OBSE evolves and produces its effects. Self‐regulatory theory helps reveal why psychological contract fulfillment relates to OBSE, how OBSE mediates its effects, and the ways in which OBSE might interact with perceived employment opportunities to affect job satisfaction, performance, and turnover intentions. The results show that OBSE is related to and mediates the relationships between relational contract fulfillment and employee job satisfaction and performance, but OBSE is not related to transactional contract fulfillment. Nor does OBSE mediate the relationships between transactional contract fulfillment and the dependent variables. Perceived employment opportunities moderate the relationships of OBSE with job satisfaction and turnover intentions. This study concludes with recommendations of ways managers can increase their sensitivity to the types of messages they communicate to employees. © 2014 Wiley Periodicals, Inc.     

Are green consumers really green? Exploring the factors behind the actual consumption of organic food products

The increasing interest in sustainable consumption has lead several scholars to investigate the determinants that drive the consumption of organic food. Most of this research is based on consumers' self‐reports of their purchasing behavior by exploring declared behavioral intentions. There is a lack of understanding concerning the determinants of organic food consumption based on actual purchasing behavior. To fill this gap, this study is based on a combination of actual purchasing data and self‐reported data from a sample of 79 Italian consumers. The determinants of organic food consumption are explored by analyzing the effects of subjective norms, attitude, perceived behavioral control, intention to buy, organic knowledge, and health consciousness on actual purchasing behavior. Our results suggest that actual purchasing behavior is positively influenced by intention to buy and negatively by subjective norms. Although attitude towards buying organics is positively affected by health consciousness and perceived behavioral control, consumer knowledge about organics is found to influence purchase intentions. Theoretical and managerial implications, along with avenues for future research, are discussed.     

Goal congruence: fitting international assignment into employee careers

This research investigates how the quality of the relationship between sending supervisors and expatriates is related to turnover and performance. Utilizing goal congruence and leader–member exchange (LMX) theories, it is hypothesized that the quality of the relationship between sending supervisors and expatriates mediates goal congruence and the two outcome variables: performance and turnover intentions. The goal examined is the degree to which the expatriation fits into expatriates' career paths at the firm. Regression analysis is used to test the hypotheses with a sample of 44 matched sending supervisor–expatriate dyads. Findings indicate that LMX mediates the relationship between goal congruence and performance. Furthermore, goal congruence has a direct negative relationship with turnover intentions. These results suggest that sending supervisors significantly influence the success of expatriate assignments.     

Core processes and applicant reactions to the employment interview: an exploratory study in Greece

This research explores the employment interview in Greece with two aims: first, to look at the practice of the employment interview from the interviewer perspective, exploring a number of issues, which have been identified as important for increasing interview's effectiveness and second, to look at the role of interviewers' characteristics on applicant reactions and their behavioral intentions to the actual interview, using two independent samples of interviewers (N = 131) and actual job applicants (N = 122), respectively. The results of the first study were quite supportive regarding the effective use of the employment interview in Greece. In the second study, interviewers' personal characteristics were related to applicants' post-interview attitudes and intentions, although this relationship was fully mediated by the overall perception of the interview held by the job applicant. Theoretical and practical implications of the findings are discussed.     

Terrorism and expatriate withdrawal cognitions: the differential role of perceived work and non-work constraints

Abstract

Building on stress theory, this study investigates the mechanism by which terrorism influences withdrawal cognitions of expatriates, namely, via perceived threat as well as perceived constraints in the work and non-work domains. Data from 160 expatriates currently working in African and Asian countries show that the level of terrorism relates to expatriates’ perceived threat. Further, we find that the effect of this perceived threat is stronger on perceived constraints in the non-work than in the work domain. While perceived constraints in the work domain have a direct effect on job turnover intentions, perceived constraints in the non-work domain have a direct effect on country leave intentions and an indirect, spillover effect on job turnover intentions. Our study underscores the importance of both work and non-work domains for understanding stress and turnover related to expatriation in terrorism-endangered countries.     

Exploring the role of perceived external prestige in managers' turnover intentions

Employee turnover is an important topic in the human resource management literature. Several researchers have sought to analyse its multiple determinants and to model the turnover process. The purpose of this paper is to study the impact of employees' perception of the external image of the company they work for on their intentions to leave. It is based on a questionnaire survey of 801 French managers that attempted to incorporate the notion of perceived external prestige (PEP) within the literature's classical model of turnover. The results show that the impact of PEP on intentions to leave is partially mediated by the two determinants of turnover in the model: organizational commitment and job satisfaction. Yet there still remains a direct effect of PEP on intentions to quit. Our research also attempted to confirm the existence of a possible moderator effect, but was unable to find such an effect.     

A path-analytic investigation of the determinants of career withdrawal intentions of engineers: some HRM issues arising in a professional labour market in Singapore

Data obtained from engineers (N = 230) in Singapore were used to test a model of career withdrawal intentions. The model hypothesized personal, organizational and environmental variables as exogenous variables that affect career satisfaction and job satisfaction. These affective states in turn affect career commitment which was posited directly to affect career withdrawal intentions. The findings suggest that the model is useful in explaining career withdrawal intentions as 50 per cent (R²) of the variance was explained. As hypothesized, career commitment revealed a significant negative path to career withdrawal intentions. Some of the exogenous variables, particularly organizational variables, showed direct significant paths to career withdrawal intentions, though work–family conflict, a personal variable, approached significance. A limitation of the study, direction for future studies and implications of the findings are discussed.     

The effects of supportive management and job quality on the turnover intentions and health of military personnel

To be competitive in today's increasingly complex and rapidly changing envi‐ronment, organizations must retain personnel and promote the well‐being of employees. We examine the relationship of both support provided to person‐nel and job quality with employee health and turnover intentions among a sample of 450 military personnel. Factors involving the supportive manage‐ment of personnel (i.e., supervisory support, organizational support, and work‐life balance) and factors pertaining to job quality (i.e., work stimulation and job clarity) were indirectly related to health and to turnover intentions through the mediating influence of job satisfaction. © 2007 Wiley Periodicals, Inc.     

How to face a political boycott: the relevance of entrepreneurs’ awareness

Despite the growth in the number of consumer boycotts, the marketing literature has paid little attention to the factors that could explain such behavior or the effect of boycotts on entrepreneurial initiatives. Several studies have examined the motivations of customer boycott behavior. Nevertheless, its relation to other attitudinal variables and with firm-related characteristics has not been analyzed or has been dealt with only partially even though the implications are crucial for incumbents and start-ups to adapt their strategies. This paper examines the factors that could explain the consumer’s decision to boycott a brand because of its location in a specific country. The relevance of addressing this gap is based on the boycotts’ impact on local firms and start-ups performance. This study addresses this issue by proposing a model that considers consumer-related variables and the perceived importance of brands. The hypotheses proposed in this research are verified via variance-based partial least squares structural equation modeling. The authors tested their framework during an actual boycott to Catalonian products and firms promoted on social media in Spain. The discussion of the results and their implications contribute to improving entrepreneurs, managers and academics’ comprehension of the determinants of customers’ intentions to participate in a boycott. This can also provide entrepreneurs and managers with a guide to orientate the design and implementation of strategies that enable the reduction of customer abandonment due to political boycotts. The main value of this research is that it provides a comprehensive model that includes different sorts of variables that could be involved in consumer boycott behavior. This model can support flexible entrepreneurial and managerial practices to help entrepreneurs to adapt rapidly to changes in the market due to boycotts.

     

Mitarbeiterbindung als Umkehrung von Fluktuation: Implikationen der Fluktuationsdeterminantenforschung

With changes in demographics and shortage of skilled labor, the importance of employee retention is increasing particularly in times of economic revival. Employee retention can be seen as the result of employee turnover avoidance. This article provides an overview on the state of current research on determinants of employee turnover to transfer these insights to employee retention. Determinants of employee turnover are grouped into company-internal and company-external. Most important employee turnover determinants are job satisfaction, working climate, material aspects as well as demographic and personal characteristics of the employee. Even though employee retention can benefit from research on determinants of employee turnover, insights are limited since employee turnover focuses on why employeesleave whereas employee retention tries to understand why employeesstay within a company.     

Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion

This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research. Our findings suggest that individuals' justice perceptions are related to their psychological health. As predicted, emotional exhaustion mediated the linkages between distributive and interpersonal (but not procedural and informational) justice and individuals' withdrawal reactions. Results showed that distributive and interpersonal justice negatively related to emotional exhaustion and emotional exhaustion negatively related to organizational commitment which, in turn, negatively influenced turnover intentions. These findings were observed even when controlling for the presence of contingent‐reward behaviours provided by supervisors and individuals' psychological empowerment.     

The mediating role of leader–member exchange: a study of job satisfaction and turnover intentions in temporary work

This paper focuses on turnover intentions in temporary work. Specifically, we analyse whether job satisfaction and leader–member exchange (LMX) play the same role as antecedents of turnover intentions for both temporary and permanent employees. Results from a total‐effects moderation model based on a survey of 593 individuals placed by a temporary work agency suggest that temporary work lessens the impact that high job satisfaction has in terms of reducing turnover intentions. Furthermore, while for permanent employees, high‐quality LMX relationships play a central role in the link between job satisfaction and turnover intentions; for temporary employees, job satisfaction is less important in the formation of high‐quality LMX relationships. Therefore, we contribute to knowledge on turnover intentions in temporary work by showing that within this context, turnover intentions cannot be directly remedied by high job satisfaction and that temporary work inhibits LMX's reinforcing role in the relationship between job satisfaction and turnover intentions.     

Reexamining the Workplace Justice to Outcome Relationship: Does Frame of Reference Matter?

Using a combination of self‐interest and deontological theories as justification, we propose a demarcated view of workplace justice that separates justice for an individual (personal justice) and inferred assessments of justice for organizational members (third party justice). Results of two studies confirmed the appropriateness of separate justice measures and demonstrated differential effects on key criteria based on the relevancy (personal or joint) of the outcome in question. Specifically, Studies 1 and 2 found that personal justice was a better predictor of organizational commitment and turnover intentions while third party justice was more closely related to workplace cohesion (Study 1), citizenship behaviours (Study 2), and deviance behaviours (Study 2). Implications of these findings and future research needs are discussed.