Organizational citizenship behaviour and turnover intention: a cross-cultural study

This study investigated the relationship between organizational citizenship behaviour (OCB) and turnover intention in 162 production workers in the same organization within Malaysia, Germany and England. Further, differences in ratings of OCB across cultures were examined. Self-report questionnaires measuring turnover intention and five dimensions of OCB (altruism, courtesy, conscientiousness, sportsmanship and civic virtue) were administered to the samples. Results illustrated that OCB related significantly to turnover intention, with sportsmanship emerging as the strongest predictor of turnover intention across cultures. Cultural differences in OCB ratings were seen, with the Malaysian sample generally scoring higher than the other two samples. However, the relationship between OCB and turnover intention was similar within each culture group. Explanations of the findings and limitations are discussed.     

Exploring career commitment and turnover intention of high-tech personnel: a socio-cognitive perspective

Abstract

Drawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed.     

Effects of job stress on self-esteem,job satisfaction,and turnover intention

ABSTRACT

This study is focused on female inbound call center counselors who are easily exposed to emotional labor when customers express anger and hostility and use swear words toward invisible targets on the phone. Our study is based on 244 responses from female inbound call center counselors. Job stress has a significantly negative effect on job satisfaction and self-esteem. It was shown that self-esteem has a partially mediating effect, and turnover experience had a moderating effect. It is important to shed new light on the roles of self-esteem among determinants of job satisfaction.     

HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia

This study examined the mediating effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (career management, performance appraisal, compensation, person–job fit and job control) and turnover intention. A total of 457 employees working in various sectors in a selected region in Malaysia participated in this study. It was found that all the variables used to measure HR practices have significant effects on OC and OE. However, multiple regression analyses indicated that career management and job control did not have any significant influence on turnover intention. OC and OE were discovered to give partial mediating effects on the relationship between HR practices and turnover intention.     

影响网络购物意向因素的性别差异研究

文章对影响网络购物意向的因素进行了整理归纳,并重点分析了不同性别消费者对这些因素认知的差异,认为男女消费者对创新性接受度、信任倾向、价格感知、风险感知和售后服务各因素的认知有差异。     

The influence of workgroup identification on turnover intention and knowledge sharing: the perspective of employees in subsidiaries

Abstract

Turnover intention and knowledge sharing of local employees in multinational enterprise (MNE) subsidiary workgroups have received relatively little attention in IHRM research, yet are central to everyday operation of the organisation. Drawing on optimal distinctiveness theory, we consider the influence of workgroup identification on two important employee attitudes and behaviours, turnover intention and knowledge sharing, by examining the influence of the supervisor on workgroup identification. Participants included 306 employees in an Australian and New Zealand subsidiary of an MNE headquartered in Europe. The results indicate that employees’ tendency to identify with their workgroup is enhanced by the distinctiveness of a supervisor from a different national or cultural group, which in turn leads to decreased turnover intention and increased knowledge sharing among workgroup members. Higher supervisor prototypicality however, that counterbalances distinctiveness through higher inclusion, weakens the mediation effect. An important practical implication of this research is that the HR function could play a valuable role in training or group development to raise supervisors’ and employees’ understanding and management of needs for both inclusion and distinctiveness.     

Causes of newspaper firm employee burnout in Korea and its impact on organizational commitment and turnover intention

This study assesses the degree of burnout among newspaper firm employees in Korea and investigates the causes and consequences of this phenomenon. A survey of reporters and non-reporting staff members from the 10 national daily newspaper firms in South Korea indicates that employees suffer from burnout. In particular, respondents claimed to have experienced a higher level of exhaustion than cynicism and a diminished sense of professional efficacy. Overload, a non-autonomous, non-supportive work environment, and dissatisfaction with the work itself, level of pay, co-workers, supervisors and promotion opportunities were also contributing factors. As a result of burnout, employees reported diminished commitment to the organization and increased turnover intention.     

The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.     

The role of task-related antecedents for the development of turnover intentions in temporary project teams

Abstract

High turnover can cause serious problems in organizations. Yet, previous research confirmed that HRM practices are useful to influence the development of turnover intentions. Existing studies have revealed a variety of factors that drive individuals to leave permanent organizations (POs) but almost no research has considered turnover in temporary organizations (TOs). Yet, TOs, such as project teams, have become increasingly prevalent and exhibit several characteristics that are distinct from POs. Hence, the antecedents of turnover intentions in TOs may also differ from those in POs. However, empirical evidence for this proposition is still lacking. In order to address this research gap, this study examines task-related antecedents of turnover intentions in temporary organizations (TITO) using a sample of 253 employees working in project teams. The results show that inter-role conflict is the most influential antecedent of TITO. Unlike suggested by extant literature, members of TOs seem to be willing to accept down-cuts in job autonomy and meaningfulness of their work, without developing turnover intentions while working for TOs. Furthermore, the results confirmed a direct relationship between TITO and turnover intentions from the permanent organization (TIPO). Members of TOs that want to, but cannot leave their project team seem to develop TIPO.     

Comparing motivating work characteristics,job satisfaction,and turnover intention of knowledge workers and blue-collar workers,and testing a structural model of the variables' relationships in China and Japan

This research examines motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers in China and Japan. The differences in these three variables were, respectively, compared between knowledge workers and blue-collar workers in China and Japan. A structural model of the relationships among the three variables was particularly proposed and investigated. Based on data from an international survey, the characteristics of knowledge workers were first compared with those of blue-collar workers in the same country, and then compared with those of knowledge workers in the other country. Finally, the structural model of the three variables' relationships was examined using a multi-sample analysis of the LISREL method across the countries. There were many significant differences found between knowledge workers and blue-collar workers and between China and Japan. As fundamentally predicted, knowledge workers were found to have higher motivating work characteristics than blue-collar workers in each country. More importantly, a similar structural model of the relationships among the variables was found across the countries.     

Perceived competence mobilization: an explorative study of predictors and impact on turnover intentions

The present study explores predictors of perceived competence mobilization, as well as their direct and indirect impact on turnover intentions. Findings from a survey of 840 employees of a public civil service organization support the predictions that perceived competence mobilization is positively related to intrinsic motivation, peer support and supervisor support, career system satisfaction, and pay system satisfaction. Moreover, findings indicate that there is a curvilinear relationship between self-efficiacy and perceived competence mobilization, and that medium levels of self-efficiacy are associated with higher levels of perceived competence mobilization compared to very low or very high levels of self-efficiacy. Furthermore, findings indicate that turnover intention is best predicted by intrinsic motivation followed by career system satisfaction, followed intrinsic motivation, and that perceived competence mobilization partly mediate the effects of some predictors.     

Mentoring functions and turnover intention: the mediating role of perceived organizational support

Despite an increasing number of studies investigating the effects of mentoring on employee work outcomes, limited attention has been placed on the relationship between mentoring functions and turnover intentions. In this study, we examined the relationship between mentoring functions and turnover intentions, and the mediating role of perceived organizational support (POS) on this relationship. Using data collected from 176 employees in three Chinese banks, we found that POS partially mediated the relationship between mentoring functions and employees' turnover intentions.     

Push and pull factors in medical employees' turnover decisions: the effect of a careerist approach and organizational benefits on the decision to leave the job

This paper aims at understanding the relative impact of 'careerist' attitudes and organizational benefits on prospective turnover decisions. We argue that the push/pull trade-off between careerist attitudes and organizational benefits in relation to turnover is occupation-specific. This is assessed by combining the sociological hypothesis of occupational 'market viability' and the organizational focus on opportunities. Testing this assertion, we examined turnover decisions for four occupational groups from eight medical institutions located in seven geographic areas. Initial results showed occupational variations in the weight given to 'careerist' versus organizational benefits in turnover decisions. Results from two logistic regression models suggest that organizational benefits, in contrast to a 'careerist' orientation to work, restrain occupation-specific turnover behaviour, even when controlling for the effect of perceived opportunities. These results are interpreted in terms of the 'market viability' hypothesis which stresses occupational variations in opportunities. Economic fluctuations for peripheral employees possessing general, rather than firm-specific skills may improve, rather than limit employment alternatives and hence enhance rather than constrain turnover decisions.     

The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment

The purpose of this study was to investigate the impact of a bundle of eight human resource management practices on intention to leave, and to examine the mediating effect of organizational commitment on the relationship between the HRM practices and intention to leave of employees of a service organization in India. Most of the prior HRM practices–employee turnover studies have been from the HR manager's point of view. This study took a different approach and studied this relationship from an employee's point of view. Internet survey questionnaires were used to collect the data from 183 employees working in a service company in India. Multiple linear regression and hierarchical linear regression analysis were conducted to test the hypotheses. The study found not only that the HRM practices lower employee intentions to leave, but also that this relationship is partially mediated by organizational commitment. The results of the study not only supported that organizations should focus on employee perceptions of the organizations' HRM practices but also indicated that human resources should go beyond establishing policies and procedures to providing an employee-friendly work environment (Biswas and Varma 2007).     

Investment in staff development within an emergency services organisation: comparing future intention of volunteers and paid employees

Path models were evaluated to explore the impact of job satisfaction as mediator of the relationship between perceived investment in employee development (PIED) and the adequacy and availability of training on turnover intention. Models were compared for volunteers (n = 2,306) and paid employees (n = 274) within the one emergency services organisation. Results indicated that job satisfaction mediated the relationship between PIED and intention to stay for both volunteers and paid employees. PIED was a stronger predictor of job satisfaction for paid employees, while support and recognition was a stronger predictor of job satisfaction for volunteers. Results highlight the indirect role of PIED on turnover intentions. Findings also support the notion of tailored employee development programmes that enhance job satisfaction. Further, PIED may be more salient to the turnover intentions of paid employees, while support and recognition may be a key motivator of volunteers' ongoing commitment to the organisation.     

Goodbye Germany! The influence of personality and cognitive factors on the intention to work abroad

The demand for internationally mobile employees is increasing with globalization. Being able to assess an employee's intention to work abroad already at the stage of hiring becomes an important criteria for employee selection. Cognitions specified by the theory of planned behavior (TPB) were examined as mediators of the relationship between individuals' personality traits and the intention to work abroad. Utilizing a sample of 518 German business students, mediation analysis suggests that the cognitive constructs contained within the TPB fully mediate the relationships between the personality traits of openness to experience and extraversions and the intention to work abroad.     

Linking turnover to organizational performance: the role of process conformance

ABSTRACT

Despite substantial evidence for the negative effect of turnover on performance, several studies also note offsetting positive effects hereby recognizing an optimal rate of turnover. These mixed results stress the need to examine under which conditions turnover is more harmful or beneficial to the organization. Using panel data from 30 divisions of the same agency, this study examines the impact of process conformance – the extent to which there are prescribed standards and rules related to the task. Results support a non-linear, inverted U-shaped relationship for those tasks with a high process conformance.     

The impacts of benefit plans on employee turnover: a firm-level analysis approach on Taiwanese manufacturing industry

Employee turnover is a serious problem and the question of how to retain highly talented and valued people is very important. Previous employee turnover studies were mostly focused on the individual level but rarely from the standpoint of the business or firm. This study examines the impacts of four kinds of benefit plans on firm-level employee turnover issues, namely, retirement fund, pension, severance pay and fringe benefit. The present study uses the Census Bureau Employment Movement Survey of the Directorate General of Budget, Accounting and Statistics in Taiwan. The two models used to examine the overall manufacturing industry were: (1) the inducement model which tests the ‘with or without’ effect; and (2) the investment model which tests the ‘the more the better’ effect. Results reveal that, with respect to the firm's employee turnover rate, retirement fund and fringe benefits are negative while severance plans are significantly positive. These results are consistent with the transaction costs theory that total expenditure on these plans to retain employees (bureaucratic cost) is less than the market arrangements (transaction cost). In addition, the impact of pension plans is negative in respect of employee turnover in larger or more highly educated firms, but positive in firms with a lower educational level. Moreover, the firm size is negative while the firm's average employees' educational level is positive with respect to the workforce leaving their jobs. These results are consistent with the perspective of resource-based theory and human capital theory. Incidentally, this study also reveals insignificant differences between the ‘with or without’ effect and the ‘the more the better’ effect existing as a sub-group industry rather than across the entire industry.     

福利满意度对员工工作态度的影响机理分析

福利满意度作为员工对企业福利制度和措施的一种感受和评价,对员工的工作态度和行为产生很重要的影响。文章分析了福利满意度对企业员工工作态度及行为的影响机理,并指出人力资源管理者在提高员工福利满意度,端正员工的工作态度,减少员工离职行为的过程中应当注意的问题。