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1 – 2 of 2The purpose of this paper is to identify the importance of commuting time in the turnover intentions of Korean employees. This study also examines the impact of unsolicited job…
Abstract
Purpose
The purpose of this paper is to identify the importance of commuting time in the turnover intentions of Korean employees. This study also examines the impact of unsolicited job offers and working in the Seoul metropolitan area to elucidate the role of commuting time in determining turnover intentions.
Design/methodology/approach
The present study used two waves of the Graduates Occupational Mobility Survey, a large-scale survey of Korean employees. Binary logistic regression analyses were used to test the research model on 11,469 and 11,587 Korean employees in 2012 and 2013, respectively.
Findings
The commuting time increases turnover intentions, as do unsolicited job offers and working in the Seoul metropolitan area. Unsolicited job offers increase the turnover intentions of Korean employees more when they suffer from longer commutes, especially if they work in the Seoul metropolitan region.
Research limitations/implications
The study highlights the role of commuting time as resource loss that diminishes employees’ ability to cope with their job demands, which can be a predictive variable for turnover intentions. This study also considers unsolicited job offers and the Seoul metropolitan area as increasing ease of movement, elucidating the process through which commuting time is related to turnover intentions.
Originality/value
The present study adopts the resource conservation and ease-of-movement concepts to increase the understanding of the complexity of commuting time in determining turnover intentions.
Details
Keywords
Sherzodbek Dadaboyev, Jisung Park and Seong Ik Ahn
The purpose of this paper is to develop and test theoretical propositions explaining why and under what circumstances highly self-efficacious employees experience victimization at…
Abstract
Purpose
The purpose of this paper is to develop and test theoretical propositions explaining why and under what circumstances highly self-efficacious employees experience victimization at work and how task interdependence leads to the situation that employee victimization emerges.
Design/methodology/approach
To test hypotheses, the authors collected the data from four organizations, which are private company, public enterprise, medical institution and government office in Gyungbuk province, South Korea. The final sample for analyses was 209 employees.
Findings
Contrary to the prediction, high self-efficacy did not show a statistically significant relationship with victimization. However, task interdependence is related to victimization and functions as an important situational contributor to exacerbate highly self-efficacious employees’ victimization.
Research limitations/implications
The findings have research implications by exploring victimization of the employees with high self-efficacy, which is an underdeveloped area in the victimization literature and showing that task interdependence is the critical factor to trigger and aggravate employee victimization. Despite these implications, this study should be evaluated in light of several limitations such as the data from single source for all variables and the use of cross-sectional data.
Practical implications
Managers need to be aware that highly self-efficacious employees can be vulnerable to victimization at work, where there is high task interdependence. The evidence suggests that managers may take safeguards to deter employee victimization, when tasks are closely related among members.
Originality/value
This paper contributes to expand the understanding of employee victimization by examining the roles of self-efficacy and task interdependence to crystalize antecedents and boundary conditions of victimization at workplace.
Details