What good is a diachronic will?

There are two standard conceptions of the functioning of and rationale for the diachronic will, i.e., for an agent’s capacity to settle on her future conduct in advance. According to the pragmatic-instrumentalist view, the diachronic will benefits us by increasing the long-term satisfaction of our rational preferences. According to the cognitive view, it benefits us by satisfying our standing desire for self-knowledge and self-understanding. Contrary to these views, I argue for a constitutive view of the diachronic will: the rationale for it is that it makes possible to engage in activities with a radically novel temporal structure, activities that are not merely continuous over time, but temporally integrated and unified. These activities are essential to our form of life and to our existence as temporally unified agents. The instrumental and cognitive benefits, if any, are merely secondary to the ontological ones.

To share or not to share: A theoretically guided investigation of factors predicting intentions to use fully automated shared passenger shuttles

This study applied the Theory of Planned Behaviour (TPB) to assess individuals’ intentions to use fully automated shared passenger shuttles when they become publicly available. In addition, perceived trust was assessed to examine the extent to which this variable could account for additional variance in intentions above the TPB constructs of attitudes, subjective norms, and perceived behavioural control (PBC). Further, and also guided by the TPB, the study explored the differences in behavioural, normative, and control beliefs between individuals who reported high intentions to use automated passenger shuttles in the future (high intenders) and individuals who reported low intentions to use fully automated shared passenger shuttles in the future (low intenders). Participants (N = 438; 64% female) aged between 17 and 84 years (Mage = 35.42 years) were asked to complete an online questionnaire which took approximately 15 min. The findings revealed that attitudes, subjective norms, and PBC were significant positive predictors of intentions to use fully automated shared passenger shuttles when they become publicly available. When perceived trust was added to the hierarchical regression, this variable was shown to account for additional significant variance in intentions above the TPB constructs and was shown to be a significant positive predictor of intentions. Further, the results revealed significant differences in beliefs held by high and low intenders. Specifically, high intenders held significantly more positive beliefs towards fully automated shared passenger shuttles than low intenders. In turn, low intenders held significantly more negative beliefs towards these vehicles than high intenders. Overall, these findings provide support for the utility of the TPB in examining individuals’ intentions to use fully automated shared passenger shuttles when they become publicly available.     

Dispositional traits and internal migration: Personality as a predictor of migration in Australia

This study analyses a large longitudinal panel dataset (HILDA, or the Household Income and Labour Dynamics in Australia) to assess the extent to which personality traits predict four constructs pertaining to the migration decision: intention to migrate, certainty around intention, migration outcomes, and the strength of association between migration intention and subsequent migration outcomes. Results show small but significant effects of Extraversion and Openness on both migration and intention to migrate. Openness negatively predicted certainty around intention, and Conscientiousness related to the extent to which migration intentions align with outcomes for those who did migrate, while Extraversion predicted migration events among those without a prior intention to migrate.     

Avoiding depletion in virtual work: Telework and the intervening impact of work exhaustion on commitment and turnover intentions

Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework’s impact is the result of resource stockpiling and flexibility as teleworkers are able to yield work and personal benefits and protect themselves from resource depletion in the office. Using a sample of 393 professional-level teleworkers in one organization, I therefore investigate the intervening role of work exhaustion in determining commitment and turnover intentions. Results indicate that telework is positively related to commitment and negatively related to turnover intentions, such that a higher degree of teleworking is associated with more commitment to the organization and weakened turnover intentions. Moreover, work exhaustion is found to mediate the relationships between teleworking and both commitment and turnover intentions.     

The role of identity and work-family support in work-family enrichment and its work-related consequences

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and (iii) organizational (benefit use and work-family culture) antecedents to work-family and family-work enrichment. We also examined whether enrichment predicted important work outcomes including organizational commitment and turnover intentions. The strength of an individual’s identity and informal or emotional support within a domain, rather than formal or instrumental support, were associated with greater enrichment. Work-family enrichment positively predicted affective organizational commitment, and family-work enrichment negatively predicted turnover intentions. Implications for individuals and organizations wanting to foster enrichment are discussed.     

Spiritual resources as antecedents of clergy well-being: The importance of occupationally specific variables

This study tests the job demands–resources model's proposal that the prediction of well-being at work is improved by identifying the most salient cohort-specific resources. Spiritual resources, conceptualized as a subcategory of personal resources, are identified as a salient resource for clergy, and their longitudinal influence on the occupational well-being of clergy (n = 399) is examined in three waves of data collection over an 18-month period. Results supported the antecedent role of spiritual resources in relation to well-being at work. Spiritual resources positively predicted future work engagement, which in turn predicted reduced turnover intention. The negative indirect effect of spiritual resources on turnover intention was fully mediated by work engagement. The findings support the need to identify relevant resources for specific work cohorts. For clergy, spiritual resources are important for motivation and vocational longevity, suggesting the need for spiritual interventions among this at-risk and under-researched population.     

Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees

Based on the theories of career construction and of social exchange, the current research examined the joint and interactive effects of perceived organizational career management and career adaptability on indicators of career success (i.e., salary and career satisfaction) and work attitudes (i.e., turnover intention) among 654 Chinese employees. The results showed that career adaptability played a unique role in predicting salary after controlling for the effects of demographic variables and perceived organizational career management. It was also found that both perceived organizational career management and career adaptability correlated negatively with turnover intention, with these relationships mediated by career satisfaction. The results further showed that career adaptability moderated the relationship between perceived organizational career management and career satisfaction such that this positive relationship was stronger among employees with a higher level of career adaptability. In support of the hypothesized moderated mediation model, for employees with a higher level of career adaptability, the indirect effect of perceived career management on turnover intention through career satisfaction was stronger. These findings carry implications for research on career success and turnover intention.     

The Relationship Between Immediate Turnover and Employee Theft in the Restaurant Industry

This paper explores the relationship between immediate turnover and employee theft. Study 1 examined turnover and theft data from a large fast-food chain. The results suggested a relationship between theft and turnover rates. In Study 2, a laboratory study designed to test the causation of the relationship, participants indicated that they would be more likely to steal when they were leaving in two weeks than when leaving in two years. There was no significant interaction with management control. Results suggest that managers might reduce theft by implementing specific strategies when they are aware that employees are terminating employment.     

The impact of Social Dominance Orientation and Right-Wing Authoritarianism on the relation between Person–Organization fit with commitment, satisfaction, and turnover intentions

This research examined whether Person–Organization fit would mediate the relationships of Social Dominance Orientation and Right-Wing Authoritarianism with the outcome variables of turnover intentions, satisfaction, and commitment. The study was conducted with a military sample and found that both Social Dominance Orientation and Right-Wing Authoritarianism predict greater satisfaction, continuance and normative commitment and that these relationships were mediated by perceived Person–Organization fit. Furthermore, this relation was moderated by the interaction between Social Dominance Orientation and Right-Wing Authoritarianism such that lower scores on Social Dominance Orientation increased the relation between Right-Wing Authoritarianism and P–O fit while higher scores on Social Dominance Orientation lowered that relation.     

A detection model of college withdrawal

Many students during their college careers consider withdrawing from their respective college or university. Understanding why some students decide to withdraw yet others persist has implications for both the well being of students as well as for institutes of higher education. The present study develops a model of the decision to withdraw drawing on theories of voluntary employee turnover from organizational psychology and signal detection theory from the cognitive sciences. The model posits that precipitating events or shocks (e.g., changes in tuition) lead students to consider withdrawing from the university. If the evidence surpasses a criterion then the student decides to withdraw. The model was used to identify shocks students were sensitive to and to test hypotheses about the underlying decision process. The theoretical implications of this model in terms of understanding and predicting student withdrawal decisions and voluntary employee turnover decisions are discussed.