Internal and External Networking Differentially Predict Turnover Through Job Embeddedness and Job Offers

Although the career benefits associated with professional networking are relatively well established, the repercussions of this highly regarded career management activity for voluntary turnover have rarely been examined. Given the potential costs associated with voluntary turnover, this study sought to clarify the roles of networking behaviors in relation to voluntary turnover by focusing on the distinction between internal and external networking. Based on survey responses of industrial and organizational psychology professionals, we found that internal and external networking behaviors differentially predicted decisions to voluntarily leave employers 2 years later: The likelihood of voluntary turnover was negatively predicted by internal networking and positively predicted by external networking. Furthermore, to shed light on the reasons why employee networking behaviors differentially predicted turnover decisions, this study also examined 4 turnover antecedents (job satisfaction, job embeddedness, perceived employment opportunities, and job offers) as potential mediating mechanisms. Results revealed that the relationships of internal and external networking with voluntary turnover were mediated by job embeddedness and job offers, respectively. We discuss the implications of these findings for understanding and managing employee networking and retention.     

A closer look at decisions to quit

Aspects of March and Simon’s (1958) subjective expected utility model and a prediction of Lee and Mitchell’s (1994) unfolding model of voluntary employee turnover were tested. A policy capturing simulation that varied high, moderate, and low levels of five job characteristics was used to model voluntary turnover decision processes for 532 nurses. Survey measures of these job characteristics obtained over the next 2 years were multiplied by weights derived from nurse simulations to yield turnover likelihood estimates. These estimates exhibited 80%, 127%, and 190% more predictive power (depending on turnover operationalization) than post-employment survey estimates of turnover intention, job satisfaction, and job availability. Groups of nurses with homogeneous voluntary turnover decision models were also identified, though no groups with homogeneous job perceptions were observed. Evidence suggested nurses responded to “shocks” as predicted. March and Simon’s model of voluntary turnover was supported and implications drawn for managing voluntary nursing turnover.     

In‐group and role identity influences on the initiation and maintenance of students' voluntary attendance at peer study sessions for statistics

Background. Although class attendance is linked to academic performance, questions remain about what determines students' decisions to attend or miss class. Aims. In addition to the constructs of a common decision‐making model, the theory of planned behaviour, the present study examined the influence of student role identity and university student (in‐group) identification for predicting both the initiation and maintenance of students' attendance at voluntary peer‐assisted study sessions in a statistics subject. Sample. University students enrolled in a statistics subject were invited to complete a questionnaire at two time points across the academic semester. A total of 79 university students completed questionnaires at the first data collection point, with 46 students completing the questionnaire at the second data collection point. Method. Twice during the semester, students' attitudes, subjective norm, perceived behavioural control, student role identity, in‐group identification, and intention to attend study sessions were assessed via on‐line questionnaires. Objective measures of class attendance records for each half‐semester (or ‘term’) were obtained. Results. Across both terms, students' attitudes predicted their attendance intentions, with intentions predicting class attendance. Earlier in the semester, in addition to perceived behavioural control, both student role identity and in‐group identification predicted students' attendance intentions, with only role identity influencing intentions later in the semester. Conclusions. These findings highlight the possible chronology that different identity influences have in determining students' initial and maintained attendance at voluntary sessions designed to facilitate their learning.     

How perceived interpersonal justice relates to job burnout and intention to leave: The role of leader–member exchange and cognition‐based trust in leaders

Intense competition among companies makes it particularly important for organizations to retain talented and skilled employees to maintain their competitive advantage. This study examines the linkage between employees' perceptions of the interpersonal justice demonstrated by their leaders and consequent job burnout resulting in turnover intention by focusing on the mediating role of leader–member exchange (LMX) as well as the moderating role of employees' cognition‐based trust in their leaders. Data were obtained from 158 MBA students attending a large university in South Korea. Using structural equation modelling, we examined an integrative model that combines interpersonal justice, LMX, job burnout, and turnover intention. The results reveal that (a) LMX partially mediates the relationships between interpersonal justice and job burnout and (b) employees' cognition‐based trust in their leaders moderates the relationship between LMX and job burnout. By examining the mediating role of LMX as well as the moderating role of cognition‐based trust in the relationship between perceived interpersonal justice and employee job burnout, this study (1) provides a comprehensive explanation of employee job burnout and (2) outlines the implications for job burnout research and practice.     

How Today’s Shocks Predict Tomorrow’s Leaving

Purpose

This research explores “shocking events” as part of the unfolding model of turnover, extending our understanding of the influence of various types of shocks on future voluntary employee separations.

Design/Methodology/Approach

1536 new hires at a large financial institution reported shocks monthly during their first 8 months at work as well as their job satisfaction and perceptions of marketability. We used event history to estimate the basic distributional properties of the shocks and Cox proportional hazards models to examine the effects of shocks on job satisfaction and turnover over the subsequent year as reported by the organization.

Findings

Organizational shocks generally occur earlier than personal shocks. Further, unexpected shocks have a stronger impact than expected shocks on subsequent turnover. Finally, the effects of organizational shocks on turnover are mediated by job satisfaction, whereas personal shocks have direct effects on turnover.

Implications

Our findings offer evidence for the utility of the shock construct in the unfolding model of turnover and speak to the importance of encouraging managers to monitor shocks on an ongoing basis in order to predict when different types of shocks will occur and their likely influence on turnover.

Originality/Value

Ours is the first study to examine shocks as they occur. This is a contrast to prior studies that relied on retrospective accounts. Thus, we are able to test new hypotheses (e.g., direct effects vs. mediation) that expand the unfolding model of turnover.

     

Systematic monitoring of the adjustment to university of undergraduates: A strategy for reducing withdrawal rates

The experience of students withdrawing from university in their first year is explored. The students' perceptions of the factors which influenced their withdrawal decisions are examined. The findings support the hypothesis that the main factor influencing withdrawal/persistence behaviour is the degree to which students can adjust to the new academic and social demands of the university environment. A departmental strategy for systematic monitoring of the adjustment to university of first-year undergraduates is outlined.     

Perceptions concerning college student suicide: data from four universities

The issue of suicide, including prevention, intervention, and postvention, continues to be a problem on college campuses. For this study, data concerning a variety of issues related to college student suicide were collected from 1,865 students at four different universities. Incidence, risk factors, and potential solutions are described, as well as implications for mental health professionals in university settings.     

主观规范对大学生志愿者志愿工作投入的影响机制研究——一个链式双重中介模型

志愿工作投入直接影响志愿服务活动运转的效果,对大学生志愿者的志愿工作投入影响机制展开研究。基于计划行为理论、自我决定理论和角色认同理论,构建了以主观规范为自变量、大学生志愿工作投入为因变量、角色认同和志愿服务激情为中介变量的一个链式双重中介模型。通过对330名大学生志愿者进行问卷调查,采用层次回归和Bootstrap检验方法对问卷数据进行模型检验。研究结果表明：主观规范对大学生志愿者志愿工作投入有正向积极的影响,这种影响是通过角色认同和志愿服务激情传递的,志愿服务激情的中介效应更强;角色认同和志愿服务激情在主观规范对志愿工作投入的影响机制中起着链式双重中介作用。研究为大学生志愿服务领域相关工作提供了理论指导。     

雇员主动离职心理动因模型评述

在介绍雇员离职研究背景和意义的基础上,重点对1980年后雇员主动离职研究中4个有代表性的心理动因模型──Steers 和Mowday(1981)模型、Sheridan(1983)模型、Lee和Mitchell(1994)模型以及Price(2000)模型进行了细致的评述,并对主动离职心理动因模型的发展方向提出了一些看法。     

The unfolding effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover

An evolving discontent with existing theories of voluntary turnover led to the postulation of an unfolding model for the effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover. In particular, existing theory and research on voluntary turnover were judged to apply validly to only a very small number of organizational situations. That is, their ecological validities appear weak. As a result, the proposed model seeks to describe more of the organization's reality and to apply to more situations than do current theories. Thus, the proposed model seeks to increase ecological validity. Four decision paths are detailed and asserted to capture more of the evolutionary (hence the term unfolding) confluence of personal, situational, and accidental forces on the decision to leave an organization than current models. Research implications are discussed.We thank Bob Baron, Lee Beach, and Rick Mowday for their helpful comments on carlier drafts of this article.     

Thoughts about a successful future encourage action in the face of challenge

College environments can put lower socioeconomic status (SES) female students at particular risk of withdrawing during challenging academic situations. However, thinking about reaching a successful future identity may encourage these students to take action rather than withdraw. In a laboratory experiment, we tested the hypothesis that imagining a successful future identity would help lower SES female students to actively and successfully confront challenging tasks (i.e., a mock student–faculty interaction and difficult academic test). As predicted, when future identities were cued rather than past identities, lower SES female students demonstrated greater action readiness. Specifically, they showed more expansive body posture during the mock interaction and more attempts to complete the academic test, which led to better performance. The motivation to take action among higher SES and male students, who are at lower risk of vulnerability in college environments, was not influenced by future identities.     

No Time to Waste: Restricting Life‐Span Temporal Horizons Decreases the Sunk‐Cost Fallacy

In three studies, we examined the influence of restricted and expansive temporal horizons on the sunk‐cost fallacy. The sunk‐cost fallacy occurs when prior investments instead of future returns influence decisions about future investments. When making decisions about future investments, rational decision makers base decisions on future consequences, not already‐invested costs that are “sunk” and cannot be recovered. In Study 1, we restricted young adult college students' temporal horizons by instructing them to imagine that they did not have much longer to live; this manipulation decreased the sunk‐cost fallacy. In Study 2, we replicated Study 1 and also found that the consequences of manipulating temporal horizons were most pronounced for prior investments of time and that prior investments of time and money had different implications for the sunk‐cost fallacy, depending on the social or nonsocial decision domain. In Study 3, we manipulated temporal horizons by instructing students to imagine their time as a college student was coming to an end. Results were mostly similar to Study 2 but also suggested that focusing on one's mortality may have unique consequences. Implications of the three studies for understanding age differences in sunk‐cost decisions, interventions to improve sunk‐cost decisions, and the situations in which interventions might be most needed are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

冲击事件对员工主动离职的影响

冲击事件(shocks)指激发员工主动离职心理决策过程的具体事件。国外学者主要从冲击事件各维度间的关系和各维度与离职路径的关系两个方面研究冲击事件对主动离职的影响, 实证研究表明冲击事件对员工主动离职有显著影响。针对现有研究的不足, 未来研究可以从明晰冲击事件, 优化研究方法, 细分研究对象, 加强冲击事件本土化研究等方面进行探索。     

The implications of linking the dynamic performance and turnover literatures

This article examines how the literatures of dynamic performance and the performance-turnover relationship inform each other. The nonrandom performance turnover relationship suggests that dynamic performance studies may be biased by their elimination of participants who do not remain for the entire study period. The authors demonstrated that the performance slopes of those who leave an organization differ from the performance slopes of those who remain. This finding suggests that studies of the performance-turnover relationship need to consider employee performance trends when predicting turnover. Replicating and extending the research of D. A. Harrison, M. Virick, and S. William (1996), the authors found that performance changes from the previous month and performance trends measured over a longer time period explained variance in voluntary turnover beyond current performance. Finally, the authors showed that performance trends interacted with current performance in the prediction of voluntary turnover.     

Gone Today but here Tomorrow: Extending the Unfolding Model of Turnover to Consider Boomerang Employees

Turnover research typically views voluntary turnover as an end state that severs the employment relationship permanently. However, this perspective overlooks the possibility that an employee who quits may return in the future. Anecdotal and empirical evidence suggest that these “Boomerangs” can be a valuable staffing resource for their organizations. Yet, research regarding this type of employee is largely absent. Thus, we know little about whether the experiences of these temporary leavers differ from those who leave an organization permanently. In this paper, we examined differences between Boomerangs (employees who quit but are later rehired) and “Alumni” (employees who quit but will not return) using both qualitative and quantitative data. In a large sample of professional service employees, we found that Boomerangs and Alumni reported different reasons for having quit, which meant they were more likely to be classified on different paths in the unfolding model of turnover. In addition, survival analyses on the time to turnover suggest that Boomerangs quit earlier than Alumni in their original tenure, paradoxically suggesting that employees who quit earlier may be the very employees who will return in the future. Together, our findings suggest an extension to the unfolding model that considers how the timing of and reasons for turnover impact post‐turnover (return) decisions.     

UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META-ANALYTIC PATH MODEL

Historically, researchers have sought to identify environmental causes of employee turnover. This paradigm has led to the underemphasis of individual differences as being an important cause of individuals' turnover decisions. The results of the meta-analysis show that personality traits do have an impact on individuals' turnover intentions and behaviors. The trait of Emotional Stability best predicted (negatively) employees' intentions to quit, whereas the traits of Conscientiousness and Agreeableness best predicted (negatively) actual turnover decisions. A theoretically developed path model showed important direct effects from personality to intentions to quit and turnover behaviors that were not captured through job satisfaction or job performance. These direct effects indicate that employees who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or not being able to perform their jobs well. The direct effects on turnover suggest that individuals who are low on Agreeableness or high on Openness may engage in unplanned quitting. Personality traits had stronger relationships with outcomes than did non-self-report measures of job complexity/job characteristics.     

The role of social support,being present and self-kindness in university student well-being

Poor well-being in university students is a serious concern. Using self-kindness – an attitude of understanding and benevolence in times of adversity or failure – may be key to enabling students to maintain well-being despite the pressures inherent to their student role. This study aimed to test a theoretically guided model of how self-kindness, along with the ability to be in the present moment and the experience of receiving social support, contribute to well-being in university students. Participants were 6195 university students who completed a web-based survey. Structural equation modelling analyses confirmed our hypotheses, showing that: (a) receiving social support is important to the capacity for self-kindness both directly and indirectly through the ability to ‘be present’; and (b) the relationship between social support and well-being is partially mediated by the practices of self-kindness and being present. Overall, the model explained 39% of the variance in student well-being. These findings have implications for our understanding of well-being in university students, as well as the importance of considering self-kindness, on its own, as a target for intervention.     

A procedure for maintaining student progress in a personalized university course

Ten students in a personalized university course were given target dates for completing each of 26 lessons. The lessons could be completed before those dates, but not after. The first two failures to complete a lesson by the target date led to "warnings"; the next failure required the student to withdraw from the course. When each student's rate of lesson completion was compared with and without target dates, it was found that students completed an average of 1.0 lesson a day with the target-date contingency and 0.3 without it. Individual data indicated that most students did few or no lessons without the contingency. It was concluded that a target-date contingency is an effective method for maintaining student progress in personalized university courses.     

How negative affectivity moderates the relationship between shocks,embeddedness and worker behaviors

We integrated the unfolding model of turnover, job embeddedness theory and affective events theory to build and test a model specifying the relationship between negative shocks, on-the-job embeddedness and important employee behaviors. The results showed that embeddedness mediates the relationship between negative shocks and job search behaviors as well as counterproductive work behaviors. The study further examines the role of dispositional influences on reactions to negative workplace shocks and how these reactions affect organizational citizenship behavior, counterproductive work behavior and job search behavior. Results indicated a moderated-mediation effect of negative affectivity on each of these outcomes.     

Sex differences-similarities in job preference factors

In this article, the author investigates sex differences in preferences for various job factors which college students consider important in their job selection decisions. The results showed that while college students have stronge differences in their preferences, these differences are not stereotypically male or female. Overall, both male and female college students are primarily looking for jobs in which they can learn, accomplish something worthwhile, and work with friendly and congenial co-workers. Furthermore, having knowledge regarding the extent to which a company demonstrates broad social concern is not among the most important criteria used by students when making their decisions.