Predicting turnover intentions and turnover behavior: A multivariate analysis

This study assesses the relative influence of personal, attitudinal, and behavioral variables on behavioral intentions and voluntary turnover among nonsupervisory plant workers. Results show that personal variables have little direct effect on turnover; rather, their influence on turnover is channeled through their effects on behavioral intentions. Felt stress, organizational commitment, and behavioral intentions are found to be the strongest predictors of voluntary job termination. Weak support is found for absenteeism as a precursor of eventual turnover.     

A meta-analysis of burnout with job demands, resources, and attitudes

A meta-analysis was conducted on job demands, resources, and attitudes and their relation with burnout in regard to the COR theory. The version of the Maslach Burnout Inventory used was explored as a moderator of the aforementioned variables. Results suggest that higher demands, lower resources, and lower adaptive organizational attitudes are associated with burnout. In particular, results of the current study show stronger relations than previous meta-analysis (Lee & Ashforth, 1996) have suggested. The scale type also provided some evidence of moderation, with stronger effects found in samples that utilized the MBI-HSS. Implications of the findings in relation to the COR theory and future research directions to clarify the relation between job demands, job resources, organizational attitudes and burnout are discussed.     

Predicting behavior on a computer from intentions, attitudes, and experience

Research on computer attitudes has generally focused on describing the cognitive elements. The present study used the Ajzen and Fishbein model to predict intentions to work hard in a computer course and actual time on the computer. In addition, the influence of experience on predictions was examined. Results from 74 social science students showed that the Ajzen and Fishbein model is effective at predicting both intentions and behavior. Unlike previous findings, experience did not interact with attitudes. Finally, a short cognitive attitude scale was an additional significant predictor beyond intentions in explaining behavior variance.     

School-to-work transition: Mentor career support and student career planning,job search intentions,and self-defeating job search behavior

We hypothesized and tested a model where mentor career support predicts college student career planning, job search intentions, and self-defeating job search behavior via student career self-efficacy. Using survey responses collected at two points in time from college students near graduation who were mentored by working business professionals for 8 months in a formal hybrid university-sponsored mentoring program, results showed that mentor career support was positively related to student career planning and job search intentions and negatively related to student self-defeating job search behavior. In addition, results indicated that student career self-efficacy fully mediated the relations between mentor career support and the outcomes. The findings have important implications for future mentoring and job search research. They also provide practical guidance for improving college students' career planning and job searches.     

Psychological contract breach and job attitudes: A meta-analysis of age as a moderator

The aim of this study was to examine the influence of age in the relation between psychological contract breach and the development of job attitudes. Based on affective events, social exchange, and lifespan theory, we hypothesized that (1) psychological contract breach would be related negatively to job attitudes, and (2) that age would moderate these relations. The hypotheses were tested by means of a meta-analysis of k = 60 studies, using Weighted Least Squares estimation. Our results supported both hypotheses for the outcomes trust and organizational commitment. However, for job satisfaction the moderating influence of age was in the unexpected direction. The relations between contract breach and trust and organizational commitment were indeed stronger for younger workers, whereas the relation between contract breach and job satisfaction was stronger for older workers. The implications are discussed, and a research agenda is presented.     

The causal relation between job attitudes and performance: a meta-analysis of panel studies

Do job attitudes cause performance, or is it the other way around? To answer this perennial question, the author conducted meta-analytic regression analyses on 16 studies that had repeatedly measured performance and job attitudes (i.e., job satisfaction or organizational commitment). The effect of job attitudes on subsequent performance, with baseline performance controlled, was weak but statistically significant (beta = .06). The effect was slightly stronger for commitment than for satisfaction and depended negatively on time lag. Effects of performance on subsequent job attitudes were elusive (beta = .00 across all studies), which suggests that job attitudes are more likely to influence performance than vice versa.     

Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover

The current research extends three research areas in relational demography: considering deep-level dissimilarity in theory building, assessing dissimilarity perceptions directly in theory testing, and examining the antecedents of dissimilarity perceptions. The results, based on two field studies using diverse samples, demonstrate the effects of enduring personality traits of Extraversion and Agreeableness on an individual’s perceived deep-level dissimilarity to coworkers in the workgroup, and the effects of perceived deep-level dissimilarity beyond the effects of actual dissimilarity and perceived surface-level dissimilarity on critical work outcomes, including the individual’s overall job attitude, and behaviors of helping, work withdrawal, and actual voluntary turnover.     

The effect of message framing on breast self-examination attitudes, intentions, and behavior

In this study we tested the framing hypothesis that a pamphlet stressing the negative consequences of not performing breast self-examination (BSE) would be more persuasive than a pamphlet emphasizing BSE's positive consequences. College-aged female subjects were exposed to a loss-frame pamphlet, a gain-frame pamphlet, or a no-arguments pamphlet, or they received no pamphlet describing the importance of and the techniques for performing BSE. Attitudes toward BSE and intentions to perform BSE were assessed immediately after this intervention and again 4 months later. The follow-up also assessed subjects' postexperimental BSE behavior. Consistent with predictions, subjects who read a pamphlet with arguments framed in loss language manifested more positive BSE attitudes, intentions, and behaviors than did subjects in the other three conditions. The greater impact of the loss pamphlet could not be attributed to greater fear arousal, better memory for pamphlet content, greater perceived susceptibility to breast cancer, or stronger beliefs in BSE's efficacy on the part of the loss subjects. Only measures of perceived self-efficacy in performing BSE were differentially affected by the framing manipulation, with loss subjects reporting the greatest levels of self-confidence. The results are discussed in terms of prospect theory's framing postulate and a simpler negativity-bias conceptualization, and underlying mechanisms such as differential salience and vividness are considered. Clinical implications of the findings are also explored.     

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.     

Change-oriented behavior: A meta-analysis of individual and job design predictors

We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-oriented behaviors. Meta-analytic tests (106 effect sizes, N = 28,402) demonstrate that employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. We provide both theoretical and empirical integration of the literature with practical implications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management.     

Forming attitudes that predict future behavior: a meta-analysis of the attitude-behavior relation

A meta-analysis (k of conditions = 128; N = 4,598) examined the influence of factors present at the time an attitude is formed on the degree to which this attitude guides future behavior. The findings indicated that attitudes correlated with a future behavior more strongly when they were easy to recall (accessible) and stable over time. Because of increased accessibility, attitudes more strongly predicted future behavior when participants had direct experience with the attitude object and reported their attitudes frequently. Because of the resulting attitude stability, the attitude-behavior association was strongest when attitudes were confident, when participants formed their attitude on the basis of behavior-relevant information, and when they received or were induced to think about one- rather than two-sided information about the attitude object.     

A typology of the part‐time workforce: Differences on job attitudes and turnover

Differences between full‐time (FT) and part‐time (PT) employees have long been of interest to organizational psychologists. While most research assumes PT employees are a single, undifferentiated group, some studies have established the diversity of the PT workforce, particularly in terms of participation in other work and non‐work roles. An important gap in this research concerns how different types of PT employees may differ from one another, as well as from FT employees. In this study, we proposed and tested a typology of the PT workforce. We identified several groups of PT employees with substantially different patterns of involvement in school, family, and work roles. The PT groups had generally more favourable job attitudes than did the FT employees. Although the PT groups generally had higher turnover than the FT employees, we found substantial differences among the groups in their turnover behaviour. We discuss the implications of our findings for future work status research and for managing the PT workforce.     

Justice and politics: mechanisms for the underlying relationships of role demands to employees' satisfaction and turnover intentions

The present study examines the influence of ambiguity and conflict surrounding employees' job specifications on their dissatisfaction and withdrawal intentions in the workplace. A model is proposed, which introduces perceptions of organizational politics and procedural justice as key mediators in the relationship between role ambiguity and conflict, and the resulting supervisor satisfaction, pay satisfaction, and intention to quit. The model is tested using a sample of 782 full‐time employees of a national retail organization. Results supported the mediating role of procedural justice and perception of politics in the relationship between role ambiguity and conflict and the three outcome measures. Implications of the findings and future research directions are discussed.     

Bridging the gap between intentions and behavior: Implementation intentions, action control, and procrastination

In the context of Ajzen’s (1991) theory of planned behavior, the antecedents of intentions are better understood than the antecedents of behavior. The current study aimed to improve the understanding of the transition from intentions to behavior. Based on the work of Gollwitzer (1993), Kuhl and Beckmann (1994), and Lay (1986) we proposed a model of mediators (i.e., implementation intentions) and moderators (i.e., action-state orientation and trait procrastination) in the intention-behavior relation. The model was applied to job seeking, and tested using longitudinal survey data of a sample of unemployed individuals in The Netherlands (N = 175). Support was found for the proposed mediating role of implementation intentions in the relation between job search intention and job search behavior. The proposed moderating roles of action-state orientation and trait procrastination were not supported.     

Hostility, job attitudes, and workplace deviance: test of a multilevel model

The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction. Moreover, trait hostility moderated the interpersonal justice-state hostility relation such that perceived injustice was more strongly related to state hostility for individuals high in trait hostility.     

Workplace justice, citizenship behavior, and turnover intentions in a union context: examining the mediating role of perceived union support and union instrumentality

This study examined the relationship between workplace justice afforded by the grievance system and the union outcomes of citizenship behavior and turnover intentions and the mechanisms that underpin these relationships. Respondents (N = 187) were members of a large public sector union in Singapore. Results revealed that perceived union support and union instrumentality fully mediated the relationship between the dimensions of workplace justice and citizenship behavior directed toward the union (OCBO) and citizenship behavior directed at other union members (OCBI). Union instrumentality partially mediated the procedural justice-turnover intentions relationship.