Researchers examined the performance-turnover relationship under conditions of varying reward contingency with 189 sales representatives who earned base pay plus commission (moderately contingent rewards) during their first 2 months of work and commission-only pay (maximally contingent rewards) thereafter. As predicted by an expanded version of the contingent rewards hypothesis, the performance-turnover relationship was stronger under maximally contingent rewards, higher than any reported in the literature. Using event history analyses, the researchers also showed that current (time-dependent) performance affords a better prediction of turnover than average (time-stationary) performance. Performance velocity (slope over time) had a further, unique effect on turnover risk. The implications of these findings for future studies of the employee turnover process and pay systems were discussed.

The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisfaction. We also find support for a curvilinear (inverted U) relation between extent of telecommuting and life satisfaction, with worker type (defined by work drive and work enjoyment) moderating that relation.

SummaryThe competitive environment of business today makes corporate layoffs an organizational reality, and losing one's job can be a highly stressful experience. We propose and test a model that places objective underemployment and subjective underemployment in a causal sequence between organizational actions and employees' restoration of equilibrium by obtaining jobs worth keeping. We longitudinally examine relationships between layoff fairness, workers' stress symptoms and appraisal, and subsequent employment outcomes among 149 laid-off technical employees over the course of one year. Structural equation model results support seven of nine hypothesized paths, and demonstrate discriminant validity between and mediational properties of objective and subjective underemployment. Findings also reveal the important role that employees' perceptions and subjective assessments play in successfully returning to pre-job loss equilibrium following displacement.

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The development of gender diversity in leadership positions is a critical need for many companies as they develop strategies for how they will compete in the future. In this article, we test hypotheses about diverse leadership succession, using survey and archival data. Survey data were collected from executives and managers who responded to questions about their succession planning, successors, and the context of diversity in their work environments. Results indicate that the nomination of women as successors was positively associated with more favorable diversity climates for women. Furthermore, we found that the nomination of female successors was positively associated with the performance of incumbent managers who nominated them as their successors. We also found that the performance of incumbent managers moderated the relationship between diversity climate and the nomination of female successors. Lower‐performing incumbents were less likely than higher‐performing incumbents to nominate women as successors when the diversity climate was unfavorable. When the diversity climate was favorable, lower performers were more likely and higher performers were equally likely to nominate women as successors. We found no differences in the degree of objectivity in incumbents' descriptions of the strengths of female successors versus their male counterparts or in the degree of subjectivity in their developmental needs. © 2012 Wiley Periodicals, Inc.

This study contributes to our understanding of why laid‐off individuals might explore entrepreneurial careers. Findings among 838 laid‐off individuals suggest that financial strain is associated with negative appraisal of the layoff, and openness to change and perceived organizational support are associated with positive appraisal of the layoff. We demonstrate that the indirect effect of financial impact and openness to change via negative and positive appraisals are stronger than the direct effects. Our results are significant because they highlight the mediating role of cognitive factors on entrepreneurial intentions among laid off individuals during periods of high unemployment.

Purpose -The purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work-family conflict. Design/methodology/approach -Survey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses. Findings -Results suggest that McClelland's needs act as an antecedent of work-family conflict, and that they have a differential impact on work-family conflict for women and men.Research limitations/implications -The subjects were college graduates, hence it was a self-selected sample, and the results may not generalise to other populations. Practical implications -Women are more affected by family obligations than men and this may impact the performance and turnover intentions of women in organisations. Originality/value -This paper enhances understanding of work-family conflict by specifically examining individual differences such as need for power, need for achievement and need for affiliation and evaluating their impact on turnover intention and job tension.

This study provides a direct test of social exchange theory on knowledge sharing from the perspective of the provider by examining the role of both perceived coworker support (PCS) and perceived organizational support (POS) on the extent to which employees share their knowledge with their coworkers. Also examined is the moderating role of knowledge tacitness. Results show PCS has a strong positive relationship with provider knowledge sharing but, contrary to expectation, POS does not have a significant relationship. Further, knowledge tacitness moderates the relationship between PCS and knowledge sharing such that the relationship between PCS and knowledge sharing is stronger for providers who perceive their knowledge as tacit. However, the difference in knowledge sharing between providers with knowledge high in tacitness versus low in tacitness is greatest at low levels of PCS and decreases as PCS increases. The implications of these findings to research and practice are discussed.