The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions

This study examined the relation between career adaptability (CA), promotability, and career satisfaction (CS), and their impacts on turnover intentions (TI). Eight hypotheses were proposed. Based on data collected from a sample of 431 employees in Macau, career adaptability was significantly and positively related to both promotability and CS after controlling for the influences of demographic variables including age, gender, education and tenure. CA, promotability and CS were also significantly and negatively linked to TI. The results further revealed that promotability and CS mediated the effect of CA on TI. The study contributed new insights that may inform career development and retention of employees. Practical implications on how to retain employees were discussed.     

The curvilinear effect of work engagement on employees' turnover intentions

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work‐engaged employees have lower levels of turnover intentions than non‐engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non‐linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.     

Extending the challenge-hindrance model of occupational stress: The role of appraisal

Interest regarding the challenge-hindrance occupational stress model has increased in recent years, however its theoretical foundation has not been tested. Drawing from the transactional theory of stress, this study tests the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and role conflict are appraised as hindrances, and (2) that these appraisals mediate the relationship between these stressors and outcomes (i.e., strains, job dissatisfaction, and turnover intentions). For a sample of 479 employees, we found that although workload, role ambiguity, and role conflict could be appraised primarily as challenges or hindrances, they could also simultaneously be perceived as being both to varying degrees. Support was also found for a model in which primary appraisal partially mediated the stressor-outcome relationship.     

工作嵌入概述

工作嵌入是个体和组织内外所有与工作相关的情境之间所形成关系网络的密切程度,它从非主观和工作之外的因素入手,为我们理解组织行为提供了一个全新的视角。本文就工作嵌入的内涵、结构、理论背景展开阐述,并在对以往研究进行总结的基础之上,对未来的研究做出了展望。     

Audience-contingent variation in action demonstrations for humans and computers

People may exhibit two kinds of modifications when demonstrating action for others: modifications to facilitate bottom-up, or sensory-based processing; and modifications to facilitate top-down, or knowledge-based processing. The current study examined actors' production of such modifications in action demonstrations for audiences that differed in their capacity for intentional reasoning. Actors' demonstrations of complex actions for a non-anthropomorphic computer system and for people (adult and toddler) were compared. Evidence was found for greater highlighting of top-down modifications in the demonstrations for the human audiences versus the computer audience. Conversely, participants highlighted simple perceptual modifications for the computer audience, producing more punctuated and wider ranging motions. This study suggests that people consider differences in their audiences when demonstrating action.     

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

Antecedents and outcomes of career plateaus: The roles of mentoring others and proactive personality

Although mentoring others and career plateaus are both common experiences for seasoned employees, they are rarely examined together. In this study, we considered mentoring others as an antecedent of career plateaus and emotional exhaustion and turnover intentions as outcomes of career plateaus for mentors. We also examined the moderating role of mentors' proactive personality. Results of hierarchical regression analyses based on 188 mentoring dyads indicated that career-focused mentoring alleviated both hierarchical and job content plateauing perceptions. Mentors' proactive personality moderated the relationship between career-focused mentoring and hierarchical plateauing such that the negative relationship is stronger for low proactive personality mentors. Hierarchical plateaus were positively related to mentors' emotional exhaustion and turnover intentions whereas job content plateaus only positively related to turnover intentions. Proactive personality moderated the relationship between job content plateaus and mentors' work-related attitudes such that the positive relationships were stronger for more proactive mentors. The implications and future research suggestions are discussed.     

Counterfactual thinking facilitates behavioral intentions

People often ponder what might have been, and these counterfactual inferences have been linked to behavior regulation. Counterfactuals may enhance performance by either a content-specific pathway (via shift in behavioral intentions) and/or a content-neutral pathway (via mindsets or motivation). Three experiments provided new specification of the content-specific pathway. A sequential priming paradigm revealed that counterfactual judgments facilitated RTs to complete behavioral intention judgments relative to control judgments and to a no-judgment baseline (Experiment 1). This facilitation effect was found only for intention judgments that matched the information content of the counterfactual (Experiment 2) and only for intention judgments as opposed to a different judgment that nevertheless focused on the same information content (Experiment 3). These findings clarify the content-specific pathway by which counterfactuals influence behavior.     

The role of beliefs in goal dynamics: prolegomena to a constructive theory of intentions

In this article we strive to provide a detailed and principled analysis of the role of beliefs in goal processing—that is, the cognitive transition that leads from a mere desire to a proper intention. The resulting model of belief-based goal processing has also relevant consequences for the analysis of intentions, and constitutes the necessary core of a constructive theory of intentions, i.e. a framework that not only analyzes what an intention is, but also explains how it becomes what it is. We discuss similarities and differences between our approach and other standard accounts of intention, in particular Bratman’s planning theory. The aim here is to question and refine the conceptual foundations of many theories of intentional action: as a consequence, although our analysis is not formal in itself, it is ultimately meant to have deep consequences for formal models of intentional agency.     

Does it matter whether friends,parents, or peers drink walk? Identifying which normative influences predict young pedestrian’s decisions to walk while intoxicated

Drink walking, that is walking in a public place while intoxicated, is associated with increased risk of injury and fatality. Young people and males are especially prone to engaging in this behaviour, yet little is known about the factors associated with individual’s decisions to drink walk. The present research explores the role of different normative influences (friendship group norm, parent group norm, university peer group norm) and perceived risk, within an extended theory of planned behaviour (TPB) framework, in predicting young people’s self-reported drink walking intentions. One hundred and eighteen young people (aged 17–25 years) completed a survey including sociodemographic measures and extended TPB measures related to drink walking. Overall the extended TPB explained 72.8% of the variance in young people’s intentions to drink walk in the next six months with attitude, perceived behavioural control, friendship group norm, and gender (male) emerging as significant predictors. Males, as compared with females, had higher intentions to drink walk and lower perceptions of risk regarding drink walking. Together, these findings provide a clearer indication of the salient normative influences and gender differences in young pedestrian’s decisions to walk while intoxicated. Such findings can be used to inform future interventions designed to reduce injuries and fatalities associated with drink walking.