Search results

1 – 10 of over 6000
Article
Publication date: 1 March 2005

Abraham Carmeli

The goal of the present study is to examine the influence of five dimensions of organizational culture (i.e. job challenge, communication, trust, innovation and social…

12513

Abstract

Purpose

The goal of the present study is to examine the influence of five dimensions of organizational culture (i.e. job challenge, communication, trust, innovation and social cohesiveness) on employees’ withdrawal intentions and behavior. Specifically, three forms of employees’ withdrawal intentions (i.e. from the occupation, job, and organization), and one form of employees’ withdrawal behavior (i.e. self‐reported absenteeism) are examined.

Design/methodology/approach

The paper investigates these relationships among social workers in the Israeli health care system through a structured questionnaire. Regression analyses were employed to test the research hypotheses.

Findings

The findings of this study indicate that an organizational culture that provides challenging jobs, diminishes employees’ absenteeism, and withdrawal intentions from the occupation, job, and the organization. The results also show that other dimensions of organizational culture were not significantly correlated with the dependent variables, with the exception of the relationship between a culture of innovation and employees’ withdrawal intentions from the job.

Originality/value

This study contributes to a better understanding of the influence of organizational contexts (e.g. culture) on the development of multiple withdrawal intentions and behaviors among social service employees in the health care sector.

Details

International Journal of Manpower, vol. 26 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 6 November 2017

Luisa Helena Pinto, Carlos Cabral Cardoso and William B. Werther Jr

The purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as…

Abstract

Purpose

The purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as antecedents of expatriates’ withdrawal intentions.

Design/methodology/approach

Data were collected through a web survey of an international sample of expatriates with a broad representation of industries, organizations and countries of origin and destination.

Findings

The results indicate that home and destination organizational cultures affect expatriates’ withdrawal intentions, after controlling for demographics and national cultural differences, namely: home organizational culture has a stronger influence on withdrawal intentions from the organization, while host organizational culture affects withdrawal intentions from the assignment. Further, the relationship between host organizational culture and expatriates’ intentions to withdraw from the assignment is mediated by expatriates’ satisfaction with the assignment. Evidence was also found supporting a stronger and negative influence of the goal orientation dimension of organizational culture, thus suggesting that a collective orientation toward common business goals (i.e. solidarity) may help retain expatriates.

Originality/value

This study seeks to fill a gap in the literature by exploring the influence of organizational culture on expatriates’ withdrawal intentions, and the mediating role of expatriates’ satisfaction with the assignment, on that relationship.

Details

Personnel Review, vol. 46 no. 8
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 24 May 2023

Garima Saini, Sanket Sunand Dash and Anurag Tiwari

Healthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will…

Abstract

Purpose

Healthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.

Design/methodology/approach

To investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.

Findings

As predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.

Originality/value

Given the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 7 September 2015

Randi L. Sims and Jess J. Boytell

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction a…

1015

Abstract

Purpose

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction a mediator in the relations.

Design/methodology/approach

Survey data were obtained from a sample of 241 licensed real estate professionals using a self-administrated questionnaire. Mediation hypotheses were tested using Smart PLS.

Findings

The results indicate that job satisfaction fully mediates the relation between learning goal orientation and occupational withdrawal intentions and behaviors. A direct positive relation was found between avoid goal orientation and occupational withdrawal intentions and behaviors.

Practical implications

Worker shortages in many occupations increases the importance of the ability to understand and predict occupational withdrawal behaviors.

Originality/value

This study adds to the literature by considering goal orientation as an individual employee characteristics central in predicting and understanding occupational attitudes and withdrawal intentions and behaviors.

Details

Leadership & Organization Development Journal, vol. 36 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 25 November 2013

Maria Münderlein, Jan F. Ybema and Ferry Koster

This paper aims to provide an empirical test of theories proposed in the literature stating that turnover and retirement (two kinds of work withdrawal) involve different employee…

1838

Abstract

Purpose

This paper aims to provide an empirical test of theories proposed in the literature stating that turnover and retirement (two kinds of work withdrawal) involve different employee decisions. It also aims to provide a more general theoretical framework understanding turnover and retirement intentions integrating insights from different theories.

Design/methodology/approach

Research hypotheses are tested using the Study on Transitions in Employment, Ability and Motivation (STREAM). This dataset includes information from approximately 15,000 respondents in The Netherlands. Respondents between the age of 45 and 64 were the target group in order to model transitions in the labor market for older workers. This dataset provides a unique opportunity to test turnover and retirement intentions.

Findings

First, the results show that personal characteristics such as income, age or health, add more to the explanation of retirement intentions compared to turnover intentions and that work characteristics provide a better explanation of the turnover intention compared to retirement intention. Second, by focusing more closely on retirement intentions, the results show that organizational motivators can increase older workers' labor market participation.

Research limitations/implications

First, it is acknowledged that the study investigates intentions rather than actual behavior. Second, given that the data are cross sectional, we cannot make claims about causality. Finally, some of the measures can be improved in future studies.

Originality/value

This paper aims at integrating different perspectives on two kinds of work withdrawal (turnover and retirement) into one theoretical model.

Details

Career Development International, vol. 18 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 18 December 2019

Sajeet Pradhan, Aman Srivastava and Lalatendu Kesari Jena

Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate’s intention to…

1175

Abstract

Purpose

Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate’s intention to quit (withdrawal cognition). The study also explores the multi-mediation routes by testing the abusive supervision-intention to quit relationship via psychological contract breach and via burnout.

Design/methodology/approach

To test the proposed hypotheses, the study draws cross-sectional data from Indian employees working in various MNCs in the country. Data were collected using an electronic data collection method. The online form link was send to 600 employees, out of which 246 valid and complete responses were received (n=246). Partial least square (PLS–SEM) was used for the analysis.

Findings

Results showed that abusive supervision is positively related to intention to quit. Similarly, psychological contract breach and burnout partially mediates the abusive supervision-intention to quit linkage.

Originality/value

First, the current study has conceptualized and tested abusive supervision as a shock that triggers various adverse cognitions including withdrawal cognition (intention to quit). Second, the study also empirically investigated multi-mediational routes via psychological contract breach and burnout that explained the indirect effect between abusive supervision and intention to quit.

Details

Personnel Review, vol. 49 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 12 November 2020

Shazia Nauman, Connie Zheng and Ameer A. Basit

This study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees'…

2390

Abstract

Purpose

This study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal.

Design/methodology/approach

We used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors.

Findings

The results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL.

Practical implications

For individuals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace; for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision.

Originality/value

This study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.

Details

Leadership & Organization Development Journal, vol. 42 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 31 May 2019

Bo Shao

Leaders often provide negative feedback to underperforming followers with the intention of helping improve their performance. However, the anger expression that is often involved…

Abstract

Purpose

Leaders often provide negative feedback to underperforming followers with the intention of helping improve their performance. However, the anger expression that is often involved in the delivery of the feedback may cause followers to infer negative intentions and, thus, harm the effectiveness of the leader. The purpose of this paper is to examine, from a relational perspective, the condition under which the negative effect of leader anger expressions on leader effectiveness can be alleviated.

Design/methodology/approach

Data were collected from 355 participants in total through two main studies and two validation studies.

Findings

The author found that leader anger expression in negative feedback delivery had detrimental effects on leader effectiveness through follower-inferred negative intentions. More importantly, the detrimental effects of leader anger expressions on leader effectiveness were alleviated when followers had high levels of trust in their leaders.

Originality/value

Integrating leader emotion and trust literatures, the present research is the first to examine from a relational perspective (i.e. follower trust) the boundary condition under which leader anger expressions influence leader effectiveness.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 8 April 2014

Lorenzo Avanzi, Franco Fraccaroli, Guido Sarchielli, Johannes Ullrich and Rolf van Dick

– The purpose of this paper is to combine social identity and social exchange theories into a model explaining turnover intentions.

3125

Abstract

Purpose

The purpose of this paper is to combine social identity and social exchange theories into a model explaining turnover intentions.

Design/methodology/approach

Questionnaires measuring the constructs of organizational identification, perceived organizational support, emotional exhaustion, and turnover intentions were completed by 195 employees.

Findings

Results supported our hypotheses: social identification increased the perception of organizational support which in turn reduced emotional exhaustion which was finally related to turnover intentions. Furthermore, social identification moderated the relation between organizational support and turnover intentions.

Research limitations/implications

The study design was cross-sectional and data were collected using self-report with no assessment of objective data.

Practical implications

To reduce turnover, managers should focus on both support and employees’ identification with teams and organizations.

Originality/value

This study combines two theoretical perspectives into an integrative framework and simultaneous moderated-mediation was used to test the model.

Details

International Journal of Productivity and Performance Management, vol. 63 no. 3
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 24 July 2019

Federico R. León and Oswaldo Morales

The purpose of this paper is to provide evidence on the role of tenure as a moderator of the effects of job insecurity (JI) and employability on turnover intentions and…

Abstract

Purpose

The purpose of this paper is to provide evidence on the role of tenure as a moderator of the effects of job insecurity (JI) and employability on turnover intentions and absenteeism and will demonstrate its importance in personnel research and theorization.

Design/methodology/approach

Data from a sample of client service representatives of a Peruvian call centre (n=268) were analysed. Tests of hypotheses targeted the intact group as a whole and divided into short (3–10 months), medium (11–14 months) and long job tenure groups (15–37 months).

Findings

Results of general linear models revealed that the effects of JI on turnover intention observed in the intact group were aligned with those seen within each of the tenure groups. However, this was not the case for the effects of JI on absenteeism or the effects of employability on turnover intention and absenteeism. A comparison of results of various regression models indicated that the effects of JI and employability on absenteeism differed in meaningful ways across the intact group and the tenure groups.

Research limitations/implications

The evidence does not reveal whether the observed differences stem from dynamic personnel selection processes or whether they express different relationships between the variables at various stages of an employee’s trajectory in an organization.

Practical implications

Human resource managers at call centres will be stimulated to re-evaluate the costs and benefits of promoting tenure, and journal editors will have to consider requesting the inclusion of tenure as a variable in studies focussing on organizations with high turnover.

Originality/value

This study is the first to prove that the effects of JI and employability on turnover intention and absenteeism vary across job tenure levels. It also shows the importance of addressing tenure in personnel research and theorization.

Propósito

En este artículo se desea proporcionar evidencia sobre el rol de la antigüedad como moderador de los efectos de la inseguridad en el trabajo y la empleabilidad sobre las intenciones de irse y el ausentismo y demostrar su importancia en la teorización e investigación sobre el personal.

Diseño/metodología/enfoque

Se analizó datos de una muestra de representantes de servicios al cliente de un centro de llamadas peruano (n=268). Las pruebas de hipótesis abordaron al grupo intacto como un todo y dividido en grupos de antigüedad corta (3–10 meses), media (11–14 meses) y larga (15–37 meses).

Hallazgos

Los resultados de modelos lineales generales revelaron que los efectos de la inseguridad en el trabajo sobre la intención de irse observados en el grupo intacto estaban alineados con aquellos vistos dentro de cada grupo de antigüedad. Sin embargo, este no era el caso de los efectos de la inseguridad en el trabajo sobre el ausentismo o los efectos de la empleabilidad sobre la intención de irse y el ausentismo. Una comparación de los resultados de varios modelos de regresión indicaron que los efectos de la inseguridad en el trabajo y la empleabilidad sobre el ausentismo diferían de manera significativa entre el grupo intacto y los grupos de antigüedad.

Limitaciones de la investigación

La evidencia no indica si las diferencias observadas provienen de procesos dinámicos de selección del personal o si expresan relaciones diferentes entre las variables en diversos momentos de la trayectoria del empleado en la organización.

Implicancias prácticas

Los gerentes de recursos humanos en centros de llamadas serán estimulados a reevaluar los costos y beneficios de promover la antigüedad y los editores de revistas científicas tendrán que considerar pedir la inclusión de la antigüedad como una variable en los estudios enfocados en organizaciones con altas tasas de rotación de personal.

Originalidad/valor

Este estudio es el primero en demostrar que los efectos de la inseguridad en el trabajo y la empleabilidad sobre las intenciones de irse y el ausentismo varían a través de niveles de antigüedad del personal. También muestran la importancia de abordar la antigüedad en la teorización e investigación sobre el personal.

Details

Academia Revista Latinoamericana de Administración, vol. 32 no. 3
Type: Research Article
ISSN: 1012-8255

Keywords

1 – 10 of over 6000