Purpose -The purpose of this paper is to estimate the strength of the relationship between job performance and intentions to quit (ITQ), identify moderators to this relationship, and calculate the direct and indirect effects that job performance has on ITQ and turnover. Design/methodology/approach -Data from 65 studies (n ¼ 17,918) were meta-analyzed to estimate the performance-ITQ relationship. This overall sample was separated into subgroups for moderator analyses. Meta-analytic path analysis was used to test the hypothesized model of turnover. Findings -Supervisor ratings of performance had the strongest relationship with ITQ (r ¼ 2 0.16), followed by self-ratings (r ¼ 20.14), and objective measures (r ¼ 2 0.02). Employee nationality and job type also acted as moderators. Poor performers are more likely to quit even after controlling for job satisfaction and turnover intentions, indicating that they are more apt to engage in unplanned quitting. Good performers were slightly more likely to intend to quit after controlling for job satisfaction. Research limitations/implications -Limitations on the number and type of studies available prevented a test of how performance level acts as a moderator to the job performance-turnover relationship and may cause some of the moderator analyses to be unstable. Practical implications -The findings provide for a better understanding of how employees' job performance affects their turnover decisions and how organizations can control turnover. Originality/value -This is the first meta-analysis to estimate the relationship between performance and ITQ and to test a meta-analytic path model of the job performance-job satisfaction-ITQ-turnover relationships.

The authors examined how an applicant's handshake influences hiring recommendations formed during the employment interview. A sample of 98 undergraduate students provided personality measures and participated in mock interviews during which the students received ratings of employment suitability. Five trained raters independently evaluated the quality of the handshake for each participant. Quality of handshake was related to interviewer hiring recommendations. Path analysis supported the handshake as mediating the effect of applicant extraversion on interviewer hiring recommendations, even after controlling for differences in candidate physical appearance and dress. Although women received lower ratings for the handshake, they did not on average receive lower assessments of employment suitability. Exploratory analysis suggested that the relationship between a firm handshake and interview ratings may be stronger for women than for men.

No abstract

No abstract

No abstract