Three-component commitment and turnover: An examination of temporal aspects

SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5–12 months. Side bet commitment failed to predict turnover in the short, immediate interval, but did so robustly over the longer albeit more distant interval. Normative commitment predicted turnover in neither the near term nor outmonths. Turnover rates for employees with low affective commitment were much higher than those with high affective commitment in the first quarter of a 1-year monitoring period, but subsequent turnover rates were roughly the same for the two groups. In contrast, turnover for employees with low side bet commitment was only slightly higher than the high side bet group in the first quarter, but over the remainder of the year cumulative turnover for the low side bet group exceeded that for the high side bet group by increasingly large margins. These results are consistent with theory suggesting that decrements in affective commitment (1) often occur suddenly and just prior to employees' leaving and (2) reflect general disaffection and an impetus to leave that is already exists at the point of attitude measurement. Results comport with theory describing side bet commitment as (1) an appraisal of leaving costs that, in the aggregate, are unlikely to change suddenly and (2) a relatively stable attitude that serves primarily to prevent turnover should some independent motivation to leave arise.     

From movements to actions: two mechanisms for learning action sequences

When other individuals move, we interpret their movements as discrete, hierarchically-organized, goal-directed actions. However, the mechanisms that integrate visible movement features into actions are poorly understood. Here, we consider two sequence learning mechanisms – transitional probability-based (TP) and position-based encoding computations – that have been studied extensively in the domain of language learning, and investigate their potential for integrating movements into actions. If these learning mechanisms integrate movements into actions, then they should create memory units that contain (i) movement information, (ii) information about the order in which movements occurred, and (iii) information allowing actions to be recognized from different viewpoints. We show that both mechanisms retain movement information. However, only the position-based mechanism creates movement representations that are view-invariant and contain order information. The TP-based mechanism creates movement representations that are view-dependent and contain no order information. We therefore suggest that the TP-based mechanism is unlikely to play an important role for integrating movements into actions. In contrast, the position-based mechanism retains some of the types of information needed to represent goal-directed actions, which makes it an attractive target for further research to explore what, if any, role it plays in the perception of goal-directed actions.     

“I'm Not Prejudiced,but . . .”: Compensatory Egalitarianism in the 2008 Democratic Presidential Primary

The historic 2008 Democratic presidential primary race between Barack Obama and Hillary Clinton posed a difficult choice for egalitarian White voters, and many commentators speculated that the election outcome would reflect pitting the effects of racism against sexism ( Steinem, 2008 ). Because self‐reported prejudices may be untrustworthy, we used the Implicit Association Test (IAT) to assess White adults’ (1) condemnation of prejudices, and (2) attitudes toward the candidates in relation to voting decisions, as part of an online survey. Results supported the proposed compensatory egalitarianism process, such that Whites’ voting choice was consistent with their implicit candidate preference, but in an effort to remain egalitarian, participants compensated for this preference by automatically condemning prejudice toward the other candidate's group. Additional findings showed that this process was moderated by participants’ ethnicity and level of prejudice, as expected. Specifically, compensatory egalitarianism occurred primarily among Whites and individuals low in explicit prejudice. Implications for candidate support, aversive racism theory, and implicit compensation processes are discussed.     

Leader–member exchange and turnover before and after succession events

We conducted two studies that investigated the role of leadership succession as a moderator of the relationship between LMX and turnover in organizations. In a sample of 330 employees in 45 veterinary hospitals, high-LMX employees were less likely to leave the organization prior to a succession event but in nine hospitals that experienced a succession event, high-LMX employees were more likely to leave than low-LMX employees following the event. In the second study, we used a between subjects repeated measures simulation of leadership succession in a survey of 496 employed adults across different organizations. We found LMX is predictive of affective and cognitive reactions to succession events, and that these reactions mediate the relationship between LMX and turnover intentions after a simulated succession event. We discuss the implications of finding that succession events can be disruptive to organizations and groups because high-LMX employees may subsequently leave.     

Self-denial and the role of intentions in the attribution of agency

The ability to distinguish between our own actions and those of an external agent is a fundamental component of normal human social interaction. Both low- and high-level mechanisms are thought to contribute to the sense of movement agency, but the contribution of each is yet to be fully understood. By applying small and incremental perturbations to realistic visual feedback of the limb, the influence of high-level action intentions and low-level motor predictive mechanisms were dissociated in two experiments. In the first, participants were induced to claim agency over movements that were subject to large perturbations and to deny agency over self-produced unperturbed movements despite the application of motor corrections by low-level mechanisms. A control experiment confirmed that if reaches met with their intended goal then they were more likely to be attributed to the agent, regardless of the discrepancy between the actual and seen positions of the limb.     

Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing a theoretical model to explain retirement decisions are also discussed.

Zero tolerance for pragmatics

The proposition expressed by a sentence is relative to a context. But what determines the content of the context? Many theorists would include among these determinants aspects of the speaker’s intention in speaking. My thesis is that, on the contrary, the determinants of the context never include the speaker’s intention. My argument for this thesis turns on a consideration of the role that the concept of proposition expressed in context is supposed to play in a theory of linguistic communication. To illustrate an alternative approach, I present an original theory of the reference of demonstratives according to which the referent of a demonstrative is the object that adequately and best satisfies certain accessibility criteria. Although I call my thesis zero tolerance for pragmatics, it is not an expression of intolerance for everything that might be called “pragmatics.”     

Re-examining the relationship between age and voluntary turnover

In their quantitative review of the literature, Healy, Lehman, and McDaniel [Healy, M. C., Lehman, M., & McDaniel, M. A. (1995). Age and voluntary turnover: A quantitative review. Personnel Psychology, 48, 335–345] concluded that age is only weakly related to voluntary turnover (average r = −.08).However, with the significant changes in mobility patterns among employees over the last two decades, the strength of the age–turnover relationship may have changed as well. In a meta-analysis of studies published between 1990 and 2008 (49 studies, N = 71,053), we found that the age–voluntary turnover relationship was in fact stronger (−.14) than what Healy et al. (1995) found. In addition, moderator tests revealed that race, tenure, and education level help explain differences in effect sizes across studies linking age to turnover. That is, the age–turnover relationship is stronger when there are more racial minorities in the sample (−.16), when organizational tenure is higher (−.18), and when education level is lower (−.20). In addition, the relationship is strongest when the timeframe for measuring turnover behavior is 1–2 years and when the research is conducted with U.S. samples.     

Intentions and interactive transformations of decision problems

In this paper I study two ways of transforming decision problems on the basis of previously adopted intentions, ruling out incompatible options and imposing a standard of relevance, with a particular focus on situations of strategic interaction. I show that in such situations problems arise which do not appear in the single-agent case, namely that transformation of decision problems can leave the agents with no option compatible with what they intend. I characterize conditions on the agents’ intentions which avoid such problematic scenarios, in a way that requires each agent to take account of the intentions of others.