Mapping the Decision to Quit: A Refinement and Test of the Unfolding Model of Voluntary Turnover

We report a test of an influential theory of employee turnover: the unfolding model ( Lee & Mitchell, 1994 ; Lee, Mitchell, Holtom, McDaniel, & Hill, 1999 ). We describe and critique this classificatory model, and propose both theory‐based and empirical refinements. The two extant tests of the current version of the model have both been with accountants in the United States, so the generalisability of the model is as yet unproven. We present results of an attempt to classify 352 nurse leavers from the United Kingdom's National Health Service using the unfolding model. In contrast to the findings of Lee et al. (1999 ), the model failed to classify a substantial number of nurse leavers, and specific hypotheses derived from the model received only partial support. Classification failures were investigated using both quantitative and qualitative data. Leavers were more likely to be classified if they had no dependants and described their quit as avoidable. Although the unfolding model incorporates more kinds of turnover than traditional turnover models, such systematic classification failure casts doubt on claims that it offers a comprehensive account of turnover. We explain failures with reference to: (i) shortcomings in a key measure; (ii) the characteristics of the occupational group studied; and (iii) the extremely tight labor market for this group of leavers. Nous testons la théorie influente concernant le turnover des salariés: the unfolding model ( Lee & Mitchell, 1994 ; Lee, Mitchell, Holtom, McDaniel & Hill, 1999 ). Après avoir décrit et critiqué ce modèle de classification, nous proposons des améliorations tant au niveau théorique qu’empirique. La version actuelle du modèle a été testée à deux reprises auprès de comptables des Etats‐Unis, aussi ce modèle n’a pas pu être généralisé. Nous présentons les résultats obtenus en utilisant le “unfolding model” auprès de 352 infirmières du service de santé national du Royaume‐Uni qui sont sur le départ. Contrairement aux résultats obtenus par Lee et al. (1999 ), le modèle n’a pas permis de classer un nombre substantiel d’infirmières sur le départ et certaines hypothèses découlant de ce modèle ne reçoivent qu’une validation partielle. Ces échecs de classification ont été analysés tant quantitativement que qualitativement. Il ressort que les sujets étaient plus facilement classés si ils n’avaient aucune personne à charge et si ils décrivaient leur départ comme évitable. Bien que le “unfolding model” incorpore plus de formes de turnover que les modèles traditionnels, un échec de classification aussi systématique questionne quant à sa revendication à offrir une approche complète du turnover. Nous expliquons ces échecs par: (i) des imperfections dans la mesure principale (ii) les caractéristiques du groupe de salariés étudiés (iii) un marché du travail extrêmement difficile pour ce groupe de personnes sur le départ.     

How job demands, resources, and burnout predict objective performance: a constructive replication

The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N=71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.     

Interactions Between Maternal Parenting and Children’s Early Disruptive Behavior: Bidirectional Associations across the Transition from Preschool to School Entry

This study was a prospective 2-year longitudinal investigation of associations between negative maternal parenting and disruptive child behavior across the preschool to school transition. Our main goals were to 1) determine the direction of association between early maternal negativity and child disruptive behaviors across this important developmental transition and 2) examine whether there would be different patterns of associations for boys and girls. Participants were 235 children (111 girls; T1; M = 37.7 months, T2; M = 63.4 months) and their mothers and teachers. Observational and multi-informant ratings of child disruptive behavior showed differential patterns of stability and associations with measures of parenting risk. Results indicated bidirectional and interactive contributions of externalizing behavior and negative parenting across time. Results also indicated that risk mechanisms operate similarly for both sexes. Findings support transactional models of disruptive child behavior that highlight the joint contributions of parents and children.     

Careers research in Europe: Identity and contribution

This guest editorial introduces the special section of the Journal of Occupational and Organizational Psychology ‘Careers research in Europe’. Contributing to the aim of the special section to highlight the value of the European careers research for the benefit of the global community of career scholars, as well as towards advancing researchers' understanding of contemporary careers, the guest editorial discusses two themes. The first theme concerns the importance of incorporating cultural context in career studies. The second theme concerns the value the European multilingual and multicultural context offers for career studies. It is suggested that the value of European research can be seen in the diversity it offers to views on careers. It includes: (a) diversity of social, political, and economic environments; (b) diversity of cultures; and (c) diversity of theories and methods that can be used in career studies.     

Mainland Chinese and Canadian adolescents’ judgments and reasoning about the fairness of democratic and other forms of government

This study examined the judgments and reasoning of adolescents (ages 12–19 years) from three sites in urban and rural China (n = 270) and in an urban Canadian comparison sample (n = 72), about the fairness of various forms of democratic and non-democratic government. Adolescents from both China and Canada preferred democratic forms of government, such as representative or direct democracy, to non-democratic systems, such as a meritocracy and an oligarchy of the wealthy, at all ages. Adolescents appealed to fundamental democratic principles, such as representation, voice, and majority rule, to justify their judgments. Similar age-related patterns in judgments and reasoning were found across cultures and across diverse settings within China.     

Space, self, and the theater of consciousness

Over a decade ago, I introduced a large-scale theory of the cognitive brain which explained for the first time how the human brain is able to create internal models of its intimate world and invent models of a wider universe. An essential part of the theoretical model is an organization of neuronal mechanisms which I have named the Retinoid Model [Trehub, A. (1977). Neuronal models for cognitive processes: Networks for learning, perception and imagination. Journal of Theoretical Biology, 65, 141-169; Trehub, A. (1991). The Cognitive Brain: MIT Press]. This hypothesized brain system has structural and dynamic properties enabling it to register and appropriately integrate disparate foveal stimuli into a perspectival, egocentric representation of an extended 3D world scene including a neuronally tokened locus of the self which, in this theory, is the neuronal origin of retinoid space. As an integral part of the larger neuro-cognitive model, the retinoid system is able to perform many other useful perceptual and higher cognitive functions. In this paper, I draw on the hypothesized properties of this system to argue that neuronal activity within the retinoid structure constitutes the phenomenal content of consciousness and the unique sense of self that each of us experiences.     

Theology in a Dynamic Universe

According to recent astrophysical evidence, the present universe has been forming for the past 14 billion years. New kinds of objects have emerged even recently. The reverse side of this creativity is the observed and predicted decay of all objects. Will new structures form in the future? This is a question of hope, which is not a scientific term but originates from experience on the level of personal and religious perceptions requiring participation. Anticipating the future, science and theology of creation meet, and the tension between practical knowledge and visionary hope enters a constructive dialogue.