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The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from a field survey conducted in a call center.

The paper formulates a model of employee turnover. First explaining the fulfillment of expectations from initial expectations of the employee (before starting work) and their experience after a period of time. Second, explaining the turnover of employees from the fulfillment of their expectations.

Some of the variability in the fulfillment of expectations can be explained by the difference between expectations and experiences in different job dimensions (e.g. income levels and job recognition). Results show that the level of fulfillment of expectations helps explain the process of employee turnover.

This work provides evidence for the met expectation theory, where the gap between the individual’s expectations and subsequent experiences lead to abandonment behaviors in the organization.

The results suggest two paths of action to reduce the high turnover rates in the call center: the first, through realistic expectations setting of the employee, and the second, with a constant monitoring of the fulfillment of those expectations.

A statistical model of survival is used, which is appropriate for the study of the employee turnover processes, and its inherent temporal nature.

El propószito de este trabajo es proponer un modelo de rotación voluntaria de empleados basado en la teoría de cumplimiento de expectativas y autoeficacia del empleado, utilizando datos de un estudio de campo llevado a cabo en un centro de llamados (call center).

Este trabajo fomula un modelo de rotación de empleados. Primero, explica el cumplimiento de expectativas laborales a partir de las expectativas iniciales (antes de comenzar a trabajar), y las experiencias laborales después de un período de tiempo. Segundo, explica la rotación de empleados a partir del cumplimiento de las expectativas laborales.

Parte de la variabilidad del cumplimiento de expectativas laborales puede ser explicado a partir de la diferencia entre expectativas y experiencias en distintas dimensiones del trabajo (por ejemplo, niveles de salario y reconocimientos laborales). Los resultados muestran que el nivel de cumplimiento de expectativas ayuda a explicar el proceso de rotación de empleados.

Este trabajo porvee evidencia empírica de la teoría del cumplimiento de expectativas, en donde la brecha entre las expectativas individuales y las subsecuentes experiencias, conducen a comportamientos de abandono en la organización.

Los resultados sugieren dos distintas vías de acción para reducir la alta rotación de empleados en los centros de llamados. La primera es a través de fijación de expectativas iniciales realistas al empleado, y la segunda, un monitoreo constante del cumplimiento de tales expectativas.

Se utiliza un modelo estadísitico de sobrevivencia, el cual es apropiado para estudios de procesos de rotación, cuya naturaleza es inherentemente temporal.

To introduce the presumed cultural similarity paradox as a possible explanation for the findings that adjusting to a culturally similar country is just as difficult as adjusting to a culturally dissimilar country. We provide a conceptual framework, enabling further understanding and research into this phenomenon.

Expatriates moving to a country that shares common characteristics may presume more cultural similarity and easier adjustment than is actually the case. During their stay abroad, expatriates may find that these expectations are not met. While the smaller cultural distance may facilitate adjustment, the undermet expectations inhibit adjustment and performance.

A first preliminary test compared Dutch expatriates in Belgium (culturally similar) and in China (culturally dissimilar). The expectations of cultural similarity and adjustment difficulty of the expatriates in Belgium were significantly more undermet than those of the expatriates in China and this had a negative influence on affective adjustment. The larger cultural distance of China was negatively related to intercultural adjustment. Better adjustment, both affective and intercultural, led to better job performance.

Future research should try to replicate and extend our findings to other cultural contexts.

Expatriates and their employers must consider and prepare for the increased chance of undermet expectations and the negative consequences this can have on adjustment and job performance, when moving to a culturally similar country.

Expatriates and their employers must consider and prepare for the increased chance of undermet expectations and the negative consequences this can have on adjustment and job performance, when moving to a culturally similar country.

This paper conceptualizes and provide a theoretical framework that should allow future research to empirically test the psychological process that occurs in this paradox, accommodate the contrasting effects of cultural distance and met expectations of cultural similarity and investigate which characteristics of countries lead expatriates to presume more cultural similarity than is the case.

In the context of population aging, retirement has become a central issue in academic, professional and government discourse. A consensus can be seen to be emerging around the idea of postponing retirement in favor of promoting active aging. From this perspective, the purpose of this study, using work-role attachment theory and met expectations theory, is to focus on the pre-retirement period and aims to better understand how certain individual factors and expectations explain the planned age of retirement.

An online survey was administered in 2015 to employees aged 45 and over working at a Canadian firm in the high-technology sector.

The results show that career commitment, attachment to work and expectations relating to workplace adjustments prior to retirement were positively associated with planned retirement age, whereas expectations relating to professional development showed a negative association with this variable.

This study fits into a line of research focusing on the end-of-career period and sheds light on the decision to retire by looking closely at the impact of employment conditions and human resource management practices on this decision. In a labor market context marked by high numbers of workers aged 55 and older, combined with the increasingly critical need for skilled labor and considering the expectations of workers leading up to their retirement could help to better plan these workers' end-of-career period.

Many studies have examined the characteristics of retirees after retirement. The authors’ study is one of the few that examines the aspirations of workers between the ages of 45 and 55 who are still employed but are beginning to consider their retirement plans, including the decision to continue working longer. Its originality also lies in combining work-role attachment theory and met expectations theory.

Met‐expectation hypothesis has been well accepted in traditional industrial and organizational psychology and organizational behavior research, but there are inconsistent findings in recent years because of problems on definition, manipulation and statistical methods. This paper aims to examine met‐expectation hypothesis in Chinese organizational context.

Using longitudinal research design and employing 336 newcomers within a big‐size joint stock company as participants, the authors measured pre‐entry expectations and post‐entry experiences at four time points during half a year and collected turnover information from the company at the end of the second year.

The results of survival analysis and hierarchical regression revealed that: met‐expectation hypothesis is not supported in Chinese organizational context – employees' recent experiences have significant predictive effect for voluntary turnover, whereas neither pre‐entry expectations nor early experiences during organizational entry can predict voluntary turnover; and team expectations moderate the relationships between team experiences and turnover.

This is the first study to explore met‐expectation hypothesis in Chinese organizational context and the first to use survival analysis to test it. It will deepen understanding of the effect of met expectations by treating pre‐entry expectations as multi‐dimension construct and as time‐varying variables.

The purpose of this paper is to investigate job expectations, experience, and met expectations of IT professionals in offshore software development and commercial banks in Sri Lanka.

For the study, quantitative research methodology was used and data were collected from 342 and 208 IT professionals engaged full‐time in offshore software development and commercial banks, respectively, in Sri Lanka. Descriptive statistics, correlation analysis, paired sample t‐test, independent sample t‐test, and binary logistic regression were used appropriately for data analysis.

The findings of the study led to identify job expectations, experience, and met expectations of IT professionals that discriminate between offshore software development and commercial banks.

The literature provides evidence that job expectations of IT professionals in offshore software development are different from their counterparts in other comparable occupations. Therefore, the paper argues that sectoral differences in job expectations, experience, and met expectations of IT professionals are worthy of empirical investigation. Although the growth of the services sector has resulted in extensive employment opportunities for IT professionals in South Asia, the details on their job expectations and whether their expectations vary by the business sector remain obscure.

Researchers have long recognized that employee expectations play an important role in determining their levels of motivation. However, less is known about the relationship between newcomers’ expectations about their job and intrinsic motivation. Even more, there is limited empirical research on the underlying mechanisms that explain this relationship. Given the recent resurgence of interest concerning the construct of work-related boredom and drawing on several theoretical frameworks, the purpose of this paper is to address this gap by examining the mediating role of work-related boredom in the linkage between newcomers’ expectations and intrinsic motivation.

The current study utilized a snowball approach in order to garner a diverse sample of newcomers. To examine the present hypotheses, bootstrapping analysis and Sobel test were used.

The results showed that unmet expectations enhance work-related boredom which in turn affects intrinsic motivation.

Given the cross-sectional and mono-source design of the study, the results may suffer from causality and common method variance issues.

The present study provides novel insights into the psychological mediating mechanisms that explain the relationship between newcomers’ expectations about their job and their intrinsic motivation.

The purpose of this study is to examine the question of whether the repatriation adjustment process varies with different combinations of duration and purpose of international assignments.

A multiple-case study within one company was conducted based on in-depth interview data.

The authors find that learning-driven international assignments are more beneficial for career growth and receive better organizational support, as assignees are able to maintain regular communication (visibility) with the home unit. On the other hand, those on demand-driven, long-duration international assignments need to have a closer connection (integration) with employees in the host unit and find it challenging to maintain high visibility in the home unit simultaneously.

The authors contribute to existing research by highlighting that demand-driven assignees on longer assignments face greater challenges upon returning home. In addition, expatriates on short-term assignments face drastically fewer challenges than expatriates on longer assignments.

The purpose of this paper is to examine repatriate career exploration as a continuing growth‐oriented process and introduce repatriate hope as its crucial driver.

Through a review of relevant literature, the framework of hope theory is introduced to argue for a more “agentic” view of the repatriate that can act as an independent career agent in the increasingly boundaryless career environment.

The paper extends current knowledge of the repatriation process by describing ways in which repatriate hope drives career exploration toward valued outcomes of career growth and career success. It is also described how this repatriate career success will depend on the repatriate expectations and the social and organizational support received by the repatriate.

The main contribution of this paper is a new view of the repatriation process through the lens of the hope theory that emphasizes positive psychological perspective indicating career growth/success as a valued outcome of repatriate career exploration process. Thus, repatriate is viewed as a proactive individual managing his or her career success and using exploration as a means of coping with and adjusting to a shifting set of challenges presented by the dramatic role change.