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This study takes a unique perspective on the role of psychological contract breach, turnover intentions and off-the-job embeddedness in influencing the behavior of reluctant stayers. More specifically, reluctant stayers are defined as employees who are high on turnover intentions and off-the-job embeddedness. It proposes that employees who perceive psychological contract breaches are more likely to develop turnover intentions. Such breaches are expected to indirectly spur organizational deviance, with turnover intentions as the mediator. Finally, a moderated-mediation model is proposed where off-the-job embeddedness is expected to moderate the relationship between turnover intentions and organizational deviance.

Data were collected from 231 employees across the energy sector within the Caribbean nation of Trinidad, using a two-wave research design and a path-analytic approach.

The findings provide support for the propositions that perceived psychological contract breach predicts turnover intentions and that turnover intentions mediate the contract breach–organizational deviance relationship. Further, the proposition that off-the-job embeddedness moderates the relationship between turnover intentions and organizational deviance was supported by the sample data. Consequently, reluctant stayers (employees with high turnover intentions and high off-the-job embeddedness) responded to perceived psychological contract breach with higher levels of organizational deviance when they were more deeply embedded.

Limited studies have explored the behaviors of reluctant stayers, and hence this study adds to research on this emerging classification of employees. Furthermore, no study has yet explored the role of high turnover intentions and off-the-job embeddedness in creating reluctant stayers.

The purpose of this paper is to identify and compare different groups of customers’ perceptions (i.e. stayers, switchers, and heavy switchers) of several loyalty antecedents such as satisfaction, trust, service quality, switching costs, marketing communication, and loyalty itself.

This study was carried out based on data collected through a questionnaire from 353 telecommunication services users in Portugal and using confirmatory factor analysis (CFA) and analysis of variance.

The three types of customers – stayers, switchers, and heavy switchers – clearly differ among themselves. Stayers differ from switchers regarding their communication efforts perceptions, and from heavy switchers in their loyalty, satisfaction, and trust levels. Switchers differ from heavy switchers in their loyalty levels.

Future research should examine differences between customers taking into account the impact of their personality, price sensitiveness, and orientation toward the adoption of new technologies.

As there are several differences among stayers, switchers, and heavy switchers, companies should not only recognize the heterogeneity of their customer base, but also target their marketing efforts accordingly.

This study is one of the few identifying groups of customers perception’s toward service providers. It also complements previous research by splitting them intro three different groups and by analyzing their behaviors across a set of previously unexamined marketing variables.

Research has explored the behavioural responses of reluctant stayers to various organisational perceptions. This study extends current research to explain how employees who perceive procedural injustice respond, when they intend to leave but are unable to, due to limited job alternatives. This study postulates that employees who perceive procedural injustice are more likely to develop turnover intentions. Procedural injustice is expected to indirectly influence workplace incivility, with turnover intentions as the mediator. Further, the availability of job alternatives is expected to moderate the relationship between turnover intentions and workplace incivility, to form a moderated-mediation model.

Data was collected from 204 retail employees across five major shopping malls within the Caribbean nation of Trinidad, using a two-wave research design. A path-analytic approach was used to test the research hypotheses.

The findings provided support for the propositions that procedural injustice predicts turnover intentions, that turnover intentions mediate the procedural injustice – workplace incivility relationship, and that the availability of job alternatives moderate the relationship between turnover intentions and workplace incivility.

This study addresses a clear research gap since no study has examined how employees' perceptions of procedural injustice affect their behaviour when they intend to leave but are unable to, due to limited job alternatives. This study extends research on the behaviour of reluctant stayers.

The contemporary workplace is characterized by transience: Organizational members frequently turn over and careers span multiple organizations. Consequently, workplace friendships that were once close become less close and intimate, that is they become peripheral and can deteriorate. While research has examined the benefits for employees who move on to new opportunities, less clear is how stayers, or employees who remain behind in the work setting, are affected. To understand stayers’ experiences and how they manage, we draw on theories of belongingess and to offer a three-part episodic process model, which explains how stayers’ engagement in the task and social domains are influenced. In doing so, we (1) present a dynamic view of the deterioration of dyadic relationships, highlighting how workplace relationships can change over time; (2) discuss both the depth and breadth of emotions involved for stayers; and (3) integrate a positive organizational scholarship perspective by considering both strength of friendships with other present coworkers and coping approaches of stayers as important boundary conditions, which can facilitate their recovery process. We draw attention to the broader implications of our theorizing for research on relationships and emotions, and practical implications for management.

Limited research has explored the behavioural tendencies of reluctant stayers. This study aims to expand research here to explain how employees who are victims of abusive supervision behave when they intend to leave but are unable to because of limited job alternatives. This study postulates that employees who are victims of abusive supervision are more likely to develop intentions to leave their job. Abusive supervision is expected to indirectly spur workplace deviance, with turnover intentions as the mediator. Further, the availability of job alternatives is expected to moderate the relationship between turnover intentions and workplace deviance, thereby forming a moderated-mediation model.

Employee data were collected from 228 frontline employees within the banking sector of Trinidad, using a two-wave research design. A path-analytic approach was used to test the research relationships.

The findings provided support for the propositions that abusive supervision predicts turnover intentions, that turnover intentions mediate the abusive supervision – workplace deviance relationship, and that the availability of job alternatives moderate the relationship between turnover intentions and workplace deviance.

This study addresses a clear research gap, as no study has examined how employees who are victims of abusive supervision behave when they intend to leave but are unable to because of limited job alternatives. In fact, few studies have explored the behaviour of reluctant stayers and the moderating role of job alternatives in the behaviours of such stayers.

The purpose of this paper is to identify just rightsizing practices in a manufacturing organization in an attempt to redefine organizational justice.

A total of 177 individuals were interviewed in an Indian manufacturing organization and their perspectives of the rightsizing processes are outlined, compared and contrasted to identify just rightsizing practices in the organization.

A number of practices at the initial stage of rightsizing are seen as being implemented to the same extent by all the three categories of individuals – implementers, stayers and separated. Therefore, justice is seen to be maximized. Practices concerning the actual process of separation and afterwards, such as communication, arranging for graceful exits, leadership, evaluation of the processes and assistance programmes for the stayers and separated, need to be improved upon.

The model is used to study already implemented rightsizing processes. Therefore, though it is suggested that the model can be used to design just processes an empirical proof of the same cannot be provided at this stage.

The model provides an internal benchmark for the organization in how just the rightsizing processes are with regard to its impacts on those most affected by the processes.

The purpose of this paper is to quantify the impact of return migration on the occupational choice in rural China.

The authors’ research uses the two‐stage residuals inclusion estimation, 2SRI, to deal with the endogeneity problem, and then compares the occupational choice between returnees and stayers with multinomial logit estimation and counterfactual analysis.

The authors mainly find that: the migration experience has a significant positive impact on wage‐employment activities, but may be has a negative effect on the entrepreneurial activities. The workers engaged in non‐agricultural activities (self‐employment and wage‐employment) have the same characteristics in the labor market (i.e. younger, male, higher education levels, less average land and parents with little children) compared to the agricultural activities, but these characteristics show no significant affect on the occupation choice between self‐employment and wage‐employment.

This paper extends the empirical analysis in internal migration, but it also has some drawbacks, such as not enough data can be obtained to distinguish the occupations between different types of self‐employment as own account workers and as entrepreneurs. Further research needs more comprehensive data to support.

The authors’ research is the first study which uses self‐selection model to examine the activity choice of return migrants in rural China. They also extend the existing studies in two directions: first, they use nationally‐representative data from the general social survey of China carried out in 2006 to examine the relationship between the return rural migrants and their occupational choices. Second, they propose a more exact category for rural occupational choice including non‐agricultural activities (self‐employee, wage‐employment) and agricultural activities (peasants).

While school reform literature calls attention to incentives for teachers, little research or policy making has focused on school administrators′ incentives. Career incentives perceived by a sample of elementary school principals and the influence of career background on those incentives are examined. It was found, using both qualitative and quantitative methods of analysis, that principals perceive their career as having economic, ancillary and task‐related rewards. However, principals varied in the kinds of incentives they preferred and the nature of their future goals. Principals who have moved among several school districts in their administrative careers are more likely to be satisfied and to emphasise incentives, such as contact with school constituencies, which come from staying in the principalship. In contrast, principals who have remained in the same district throughout their administrative careers are more likely to prefer those incentives which advancement to central office can offer.

The apprenticeship system is the most important source of formal post‐secondary training in Germany. Using German register data – the IAB Employment Sample – it is found that apprentices staying with their training firm after graduation have a longer first‐job durations but not higher wages than apprentices leaving the training firm. Retention rates, first job durations, and post‐apprenticeship wages are all increasing functions of training intensity. Some implications for the ongoing debate as to why firms are willing to invest in general training are discussed.

Examines turnover functionality (high‐ and low‐performing quitters and stayers) in a business‐to‐business sales setting. Prior research indicates that antecedents of turnover frequency and turnover functionality are different. However, this may be an artifact of the way in which turnover has been measured. This study develops a new criterion of turnover functionality. Additionally, common antecedents of turnover frequency were examined to see if they could differentiate between high‐ and low‐performing quitters and stayers. The results indicate that several antecedents associated with turnover frequency are able to discriminate among different groups of high‐ and low‐performing quitters and stayers. Specifically, satisfaction with promotion, supervision, work, and global satisfaction contribute to our understanding of turnover functionality. Additionally, role conflict, role ambiguity, anxiety, evaluation of job alternatives, and intention to quit are also good discriminators of turnover functionality.