Further clarifying proximal withdrawal states and the turnover criterion space: Comment on Hom, Mitchell, Lee, and Griffeth (2012)

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area and at the same time explain why improved prediction is not among these contributions. I then enumerate 3 theoretically problematic aspects of the proposed framework, which limit its contribution. Finally, I suggest 3 directions that researchers should pursue in order to test and extend the framework. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Integrating turnover reasons and shocks with turnover decision processes

We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. “Impulsive-type quitters,” with neither a job offer in hand nor turnover plan when they quit, reported poor management, work stress, and family demands as frequent turnover reasons, with manager conflicts and family events as frequent shocks. “Comparison quitters,” who had a job offer in hand and no plan, reported pay and advancement opportunities as top reasons with information about an alternative job being the most frequent shock. “Preplanned quitters,” who had a definite plan to quit well in advance, reported relocation and life/career changes as frequent reasons, with increasing family demand, relocation, and school starting as frequent shocks. “Satisficing quitters,” who made a plan conditional on getting an acceptable job offer, reported pay, poor management, work responsibilities, and work schedules as frequent reasons. Implications of these and other findings are discussed.     

A turnover model for the Mexican maquiladoras

Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thus, there is reason to question whether these models apply to workers elsewhere. We addressed this question using as participants 47 Mexican maquiladora workers. Through interview responses analyzed using a variation of grounded theory-building, we inductively created a model of voluntary turnover with research propositions. We then compared the new model to traditional turnover models, concluding that many of their constructs and mechanisms are familiar in the maquiladoras. However, the cultural and economic environment perceived by the workers help determine the precise antecedents, their salience, and the strength of their linkages with turnover. Finally, we suggest how turnover research might be extended to better apply to workers in other cultures.     

Does Organizational Commitment Fully Mediate Constituent Commitment Effects? A Reassessment and Clarification

Research suggests that employees can be committed to constituents of an organization, distinct from commitment to the organization itself. However, 2 key studies came to different conclusions on whether constituent commitments have independent effects on outcomes. This study improves on earlier methodology to clarify this contradiction. Specifically, nested-model comparisons test a partially mediated model versus a fully mediated model (through organizational commitment). The results refute the main conclusion of Hunt & Morgan (1994), supporting a partially mediated model with direct constituent commitment effects on turnover intentions and citizenship behaviors (i.e., Becker, 1992). Effects of commitment to work group on turnover intentions and non-idleness were in the opposite direction from those of organizational commitment. Implications for commitment research are discussed.     

When learning is not enough: A process model of expatriate adjustment as cultural cognitive dissonance reduction

Although considerable organizational research exists on the topic of expatriate adjustment and early departure, little has focused on the actual psychological processes causing change in adjustment outcomes. Specifically, researchers have not focused on cognitive dissonance that arises from adopting or condoning culturally expected behaviors that are inconsistent with the expatriate’s own values or attitudes. We propose that dissonance experiences and the methods used for dissonance reduction influence expatriates’ adjustment outcomes and, in turn, their tendency for early departure. We further specify key situational and individual difference constructs that regulate these causal relationships. Along with a greater understanding of cross-cultural adjustment, the current model suggests new directions for expatriate research and management.     

Understanding Pay Satisfaction: The Limits of a Compensation System Implementation

Although a common organizational intervention, research investigating the impact of compensation system implementation on employee outcomes is limited. As one type of intervention, job evaluation usually includes substantial employee participation in order to improve employee pay satisfaction. This assumption, however, is rarely validated. To address this weakness, the present study examines, in a quasi-experimental field study at a manufacturing firm (N = 168), the extent to which participation in the job evaluation process during a compensation system implementation influences pay satisfaction. Both longitudinal and between-group comparisons failed to show a participation effect on pay satisfaction, casting doubt on the organizational development benefits of this common intervention.     

Do Procedural Justice Perceptions in a Selection Testing Context Predict Applicant Attraction and Intention Toward the Organization?

This study examines the effects of procedural justice perceptions on outcomes in an actual selection context with applicants taking a general mental ability test to gain employment as utility meter readers. Applicant attraction and intention related to the organization were measured at 3 time periods. This allowed us to control for initial levels of outcome variables and the pass-fail result when assessing procedural justice effects. Procedural justice perceptions modestly predicted organizational attractiveness and intention prior to pass-fail feedback. However, the procedural justice effects on these outcomes were diminished after controlling for the pass-fail result. Either changes in R ² or regression coefficients associated with procedural justice perceptions failed to achieve significance for all outcomes. We discuss the implications of these findings for procedural justice research and for employment managers.     

Relationships between Integrity–Related Variables,Work Performance,and Trustworthiness in English and Spanish

Employees (N = 92) from the USA and Mexico completed questionnaires that measured rule–breaking, drug use, and attitudes toward theft. Integrity–related variable clusters had significant intercorrelations. Rule–breaking correlated with supervisor evaluations of work performance in Spanish and with trustworthiness in English.