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.     

Predictors of absenteeism among primary school teachers

The present study was designed in order to examine the contribution of personal attributes, teachers organizational commitment, and two organizational attributes, school climate and culture of absence at, school, vis-à-vis two different types of teacher absences from work, namely voluntary and involuntary absence. For that purpose, 200 teachers (74% answered) from Jerusalem (Israel), were required to complete the following scales: the Organization commitment scale, the primary school climate scale and the culture of absence scale. Results indicated that the correlations between attitudes and voluntary measures differ from the same correlations involving the involuntary measures. None of the biographical (gender, age and seniority, education) and/or attitudinal variables can explain the variance for any of the involuntary indices. Lower teachers commitment to school, principals restrictive behavior and absentee school culture offer a better explanation of variances in teacher absenteeism than any of the biographical variables.     

Personality and absenteeism: a meta‐analysis of integrity tests

Until recently, research focus has been on a variety of demographic, attitudinal, and organizational variables in predicting and explaining absenteeism. If personality traits predict absenteeism, then it may be possible to use measures of these traits to identify and select job applicants and thereby reduce absenteeism rates. In this research, our goal was to examine whether integrity tests could be used to predict absenteeism. Meta‐analysis was applied to studies of the validity of pre‐employment integrity tests for predicting voluntary absenteeism. Twenty‐eight studies based on a total sample of 13 972 were meta‐analysed. The estimated mean predictive validity of personality‐based integrity tests was 0.33. This operational validity generalized across various predictor scales, organizations, settings, and jobs (SD_ρ = 0.00). Overt integrity tests, however, showed much lower predictive validity for absenteeism and greater variability than personality‐based tests (ρ = 0.09; SD_ρ = 0.16). The results indicate that a personnel selection approach to reducing absenteeism in organizations may be a useful strategy, particularly if personality‐based integrity tests are utilized. Potential explanations for differences between these results and those found for Big Five measures of personality are offered. Future research investigating models of absenteeism should incorporate the personality constructs assessed by integrity tests. Copyright © 2003 John Wiley & Sons, Ltd.     

Employee absenteeism: A review of the literature

The purpose of this paper is to review the literature on employee absenteeism as a form of withdrawal behavior apart from turnover. Studies examining the psychometric properties of absence measures are reviewed, along with the relationship between absenteeism and personal, attitudinal, and organizational variables. Studies exploring the relationship between absenteeism and turnover are examined according to the unit of analysis studied in the research. Programmatic efforts to reduce employee absenteeism are also reviewed. Throughout the paper emphasis is placed on the indices used by investigators to measure absenteeism, and the problems that have arisen in the literature through the use of multiple indicators of absenteeism. The review concludes with suggestions for research that are of both theoretical and practical concern.     

Age-related differences in employee absenteeism: a meta-analysis

Meta-analyses were performed on 34 samples that included correlations of the age and employee absenteeism relationship. Samples were categorized into 2 groups for voluntary absenteeism and involuntary absenteeism based on the frequency index and the time-lost index, respectively. Results indicated that both voluntary and involuntary absence are inversely related to age. Unexplained variance remained for each of the absence measures after variance due to sampling error and measurement unreliability was statistically estimated. Work demand was negatively associated with age, but not in the expected direction. Work demand did not moderate the age-absence relationship for either voluntary or involuntary absence. Sex moderated the relationship between age and voluntary absenteeism only. For men, the relationships were negative; for women, they did not differ significantly from 0. Implications for research and human resource management practices regarding aging and absenteeism are discussed.     

Validity Evidence for Measures of Procedural/Distributive Justice and Pay/Benefit Satisfaction

A brief review reveals confusion regarding relationships among constructs of pay and benefits satisfaction and distributive and procedural justice. Nonetheless, the literature yields measures for each of these variables that show promise for future theoretical development. A validation study for four of these scales involved 154 working adults across a variety of organizations and industries.Data were analyzed via interitem and interscale correlations and confirmatory factor analysis. Analytical products provide evidence of scale reliability, homogeneity, and convergent and discriminant validity. Correlations were also calculated between the satisfaction and justice variables, income, and other attitudinal constructs, including organizational commitment, job satisfaction, propensity to resign, and work effort. The resulting pattern of relationships not only provides evidence of construct validity, but also suggests that the reward satisfaction and fairness variables, although related, contribute uniquely to several aspects of organizational life.     

组织承诺研究的进展与展望

该文采取多测度分析的方法,从理论基础,概念性定义和操作定义,量表的信度、效度和影响变量等方面对组织承诺的已有研究进行回顾和分析。发现现有的组织承诺概念比较冗余,需要进行有效的整合,现有组织承诺量表需要在内容效度、汇聚效度和区分效度等指标上进行深入探索;目前关于组织承诺的研究多从离职/留职意向的角度进行探讨,缺乏从雇佣关系的角度进行的系统研究;需要进行纵向研究以获得组织承诺和其他一些员工态度变量之间的因果关系;后续研究可以从中介变量和调节变量的角度,详细考察组织承诺的不同维度的交互作用。     

The unpredictable past: spontaneous autobiographical memories outnumber autobiographical memories retrieved strategically

Involuntary autobiographical memories are spontaneously arising memories of personal events, whereas voluntary memories are retrieved strategically. Voluntary remembering has been studied in numerous experiments while involuntary remembering has been largely ignored. It is generally assumed that voluntary recall is the standard way of remembering, whereas involuntary recall is the exception. However, little is known about the actual frequency of these two types of remembering in daily life. Here, 48 Danish undergraduates recorded their involuntary versus voluntary autobiographical memories during a day using a mechanical counter. Involuntary memories were reported three times as frequently as voluntary memories. Compared to voluntary memories, they were associated less with problem solving and social sharing and more with day dreaming, periods of boredom, no reasons for remembering and predominantly came to mind during unfocused attention. The findings suggest that involuntary recall is a typical way of accessing the personal past.     

Distinguishing voluntary from involuntary attention to emotion

This study explored whether voluntary attention to emotion is distinguishable from involuntary attention to emotion. University students (N = 166) completed self-report questionnaires, designed for this study, intended to measure voluntary and involuntary attention to one’s own emotions. Moreover, participants completed questionnaires measuring other emotional constructs and distress. Finally, participants completed a dot probe task intended to obtain a behavioral measure of voluntary attention to emotion. Affect intensity was positively correlated with both voluntary and involuntary attention to emotion. As expected, dot probe emotional bias scores were associated with self-reported voluntary attention to emotion, but not with involuntary attention to emotion. Voluntary and involuntary attention to emotion were also differentially associated with clarity of emotion, anhedonic depression, and worry. The results of this study suggest it is important to distinguish between voluntary and involuntary attention to one’s own emotions.     

The incremental validity of organizational commitment,organizational trust,and organizational identification

Organizational commitment (OC), organizational trust (OT), and organizational identification (OI) are three types of psychological attachment to an organization. Each of these three variables captures an organization-targeted attitude toward an employment relationship, but it is unclear whether they have incremental validity over each other. To address this question, this study examined the incremental validity of each variable in predicting job involvement, job satisfaction, turnover intentions, and non-self-report measures of task performance and citizenship behavior. It also examined whether perceived organizational support and psychological contract breach, two other organization-targeted attitudinal variables, were related to OC, OT, and OI when the latter were considered jointly. Meta-analytical evidence suggests that OC, OT, and OI have incremental validity over and above one another in their relationships with some, but not all, of the above correlates. This highlights the need for future research to distinguish these three types of psychological attachment to an organization.     

Psychological contract breach and outcomes: Combining meta-analysis and structural equation models

In this study, meta-analytic procedures were used to examine the relationships between psychological contract perceived breach and certain outcome variables, such as organizational commitment, job satisfaction and organizational citizenship behaviours (OCB). Our review of the literature generated 41 independent samples in which perceived breach was used as a predictor of these personal and organizational outcomes. A medium effect size (ES) for desirable outcomes (job satisfaction, organizational commitment, organizational trust, OCB and performance) was obtained (r=-.35). For undesirable outcomes (neglect in role duties and intention to leave), ES were also medium (r=.31). When comparing attitudinal (job satisfaction, organizational commitment, organizational trust) and behavioural outcomes (OCB, neglect in role duties and performance), a stronger ES was found for attitudinal (r=-.24) than for behavioural outcomes (r=-.11). Potential moderator variables were examined, and it was found that they explained only a percentage of variability of primary studies. Structural equation analysis of the pooled meta-analytical correlation matrix indicated that the relationships of perceived breach with satisfaction, OCB, intention to leave and performance are fully mediated by organizational trust and commitment. Results are discussed in order to suggest theoretical and empirical implications.     

Current concerns in involuntary and voluntary autobiographical memories

Involuntary autobiographical memories are conscious memories of personal events that come to mind with no preceding attempts at retrieval. It is often assumed that such memories are closely related to current concerns – i.e., uncompleted personal goals. Here we examined involuntary versus voluntary (deliberately retrieved) autobiographical memories in relation to earlier registered current concerns measured by the Personal Concern Inventory (PCI; Cox & Klinger, 2000). We found no differences between involuntary and voluntary memories with regard to frequency or characteristics of current concern-related contents. However, memories related to current concerns were rated as more central to the person’s identity, life story and expectations for the future than non-concern-related memories, irrespective of mode of recall. Depression and PTSD symptoms correlated positively with the proportion of current concern-related involuntary and voluntary memories. The findings support the view that involuntary and voluntary remembering is subject to similar motivational constraints.     

Ways of sampling voluntary and involuntary autobiographical memories in daily life

Cognitive psychologists have often equaled retrieval of personal events with voluntary recall from autobiographical memory, but more recent research shows that autobiographical memories often come to mind involuntarily—that is, with no retrieval effort. Voluntary memories have been studied in numerous laboratory experiments in response to word-prompts, whereas involuntary memories primarily have been examined in an everyday living context, using a structured diary procedure. However, it remains unclear how voluntary memories sampled in the laboratory map onto self-prompted voluntary memories in daily life. Here, we used a structured diary procedure to compare different types of voluntary autobiographical memories to their involuntary counterparts. The results replicated previous findings with regard to differences between word-prompted voluntary and involuntary memories, whereas there were fewer differences between self-prompted voluntary and involuntary memories. The findings raise the question as to what is the best way of sampling voluntary memories and the best comparison for involuntary memories.     

Attendance pressure during organizational change

The present study examines the relationships between aspects of the concept attendance pressure and sickness absenteeism. The study was carried out in a large public company in Norway during a major reorganization. It was hypothesized that employees with sickness absenteeism during this period would experience a high degree of attendance pressure in the form of reactions from managers, fellow workers, and job insecurity. Two surveys were carried out with the same sample (N=401). Attendance pressure in the form of censure pressure explained significant parts of the variance in sickness absenteeism. Employees with sickness absenteeism during the reorganization were a vulnerable group with low job satisfaction, significant health problems and low personal work ethics. Implications for preventive work on organizational level are discussed.Financed by the Research Council of Norway.     

Do future thoughts reflect personal goals? Current concerns and mental time travel into the past and future

Our overriding hypothesis was that future thinking would be linked with goals to a greater extent than memories; conceptualizing goals as current concerns (i.e., uncompleted personal goals). We also hypothesized that current-concern-related events would differ from non-current-concern-related events on a set of phenomenological characteristics. We report novel data from a study examining involuntary and voluntary mental time travel using an adapted laboratory paradigm. Specifically, after autobiographical memories or future thoughts were elicited (between participants) in an involuntary and voluntary retrieval mode (within participants), participants self-generated five current concerns and decided whether each event was relevant or not to their current concerns. Consistent with our hypothesis, compared with memories, a larger percentage of involuntary and voluntary future thoughts reflected current concerns. Furthermore, events related to current concerns differed from non-concern-related events on a range of cognitive, representational, and affective phenomenological measures. These effects were consistent across temporal direction. In general, our results agree with the proposition that involuntary and voluntary future thinking is important for goal-directed cognition and behaviour.     

Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs

This meta‐analysis of 103 independent samples provides a comparative evaluation of the relationships associated with four emergent proactive constructs including proactive personality, personal initiative, voice, and taking charge. This study investigates comparative relationships among these focal proactive constructs and key organizational variables (i.e., job performance), personality traits (i.e., the Big Five), and individual variables (i.e., work experience). Results reveal significant correlations between proactivity and performance, satisfaction, affective organizational commitment, and social networking. Results also provide evidence that differentiates focal proactive constructs from the Big Five as well as individual differences in work experience, age, and general mental ability. Current progress towards a more integrative understanding of proactivity research is discussed.     

The Object of One’s Desire: How Perceived Sexual Empowerment Through Objectification is Related to Sexual Outcomes

There is a debate as to whether or not gaining a sense of sexual empowerment through being an object of sexual desire results in empowerment. This debate has been largely theoretical, but there are now operationalizations of self-sexualization, enjoying sexualization, and perceiving sex as a source of personal power which allow for the collection of data on this topic. The current study examined whether these constructs were related to attitudinal and behavioral indicators of sexual satisfaction and sexual agency. An online sample of young, heterosexual, sexually active women was recruited. Our constructs of interest were related to some positive sexual outcomes, including sexual esteem and sexual assertiveness. At the same time, these constructs were related to having faked orgasm, and both self-sexualization and the belief that sex can be a source of power were related to greater frequency of having faked an orgasm. Additionally, none of the variables was significantly related to sexual satisfaction or ease of orgasm. Thus, while there may be some positive sexual outcomes associated with these variables, there are other indicators that a sense of empowerment through objectified sexuality may interfere with true sexual subjectivity.     

Unlocking the black box: exploring the link between high-performance work systems and performance

With a growing body of literature linking systems of high-performance work practices to organizational performance outcomes, recent research has pushed for examinations of the underlying mechanisms that enable this connection. In this study, based on a large sample of Welsh public-sector employees, we explored the role of several individual-level attitudinal factors--job satisfaction, organizational commitment, and psychological empowerment--as well as organizational citizenship behaviors that have the potential to provide insights into how human resource systems influence the performance of organizational units. The results support a unit-level path model, such that department-level, high-performance work system utilization is associated with enhanced levels of job satisfaction, organizational commitment, and psychological empowerment. In turn, these attitudinal variables were found to be positively linked to enhanced organizational citizenship behaviors, which are further related to a second-order construct measuring departmental performance.     

Involuntary and voluntary mental time travel in high and low worriers

Worry as a trait is an individual's general tendency to become worried, which in severe cases is associated with the diagnosis Generalised Anxiety Disorder. Mental time travel (MTT) is the ability to mentally project oneself into one's personal past or future, in terms of memories of personal past events or projections of possible events in the personal future. MTT can be voluntarily initiated or occur involuntarily. The current exploratory study investigated involuntary and voluntary MTT in the context of trait worry, thereby bringing together research on worry and MTT. High (N=20) and low (N=16) worriers recorded involuntary and voluntary autobiographical memories and future projections using a structured diary method. We predicted that MTT in high worriers would show signs of cognitive avoidance, such as reduced emotional intensity, more observer perspective, less visual imagery, or coming up with overgeneral or less self-relevant events. We found only partial support for our hypotheses in that high worriers rated personal memories and future projections lower on measures of self-relevance than did low worriers.