Career and work attitudes of blue-collar workers, and the impact of a natural disaster chance event on the relationships between intention to quit and actual quit behaviour

The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers

“…For example, when Briscoe and Finkelstein (2009) explored this assumed relationship they found a null relationship. But Grimland et al (2012), Rodrigues et al (2015) and Baruch et al (2016) found a positive link in their studies.…”

“…As such they become committed to the organization before their attitudes of satisfaction emerge. Then, as suggested elsewhere in the literature, satisfaction will be a result of fulfilment from that meaningful job (Hall & Las Heras, 2010;Baruch et al 2016). In this sense, it could be that for talented workers, the more protean they are, the greater the possibility of them choosing the organization that provides them with a meaningful job (the more committed) and the more fulfilment (the more satisfaction) they reach.…”

“…JS is among the most cited drivers of ITQ When an employee's attitude towards his/her job becomes more positive his/her intention to quit decreases. The early meta-analytic studies provided strong support for the relationship between JS and ITQ (Griffeth et al, 2000;Tett & Meyer, 1993) and studies continue to confirm the relationship (Baruch et al, 2016).…”

“…Some literature on protean careers suggests protean individuals have more negative attitudes to their current job and employer, and as a consequence are prone to greater mobility (Briscoe, Hall, & DeMuth, 2006;Hall, 2004;Sargent & Domberger, 2007), lower levels of loyalty (Zaleska & Menezes, 2007) and, accordingly, a higher intention to quit (Cerdin & Le Pargneux, 2014, Supeli & Creed, 2016. However, some other studies (Rodrigues, Guest, Oliveira & Alfes, 2015;Baruch, Wordsworth, Mills & Wright, 2016) do not confirm this pathway.…”

Exploring the Kaleidoscope Career Model in Austerity

“…These included 10 men and 23 women from different educational backgrounds and who undertake a range of different roles. Furthermore, because research to date has focused on the career perceptions of professionals and higher-level managers (Baruch, Wordsworth, Mills & Wright, 2016), we chose to follow the suggestions of , who argue that research should explore the career perceptions of non-professionals, in order to advance career theory and to bring forward voices inaccessible to the wider audience, such as the Hellenic public sector (Koskina, 2008). In addition, career theory is in need of further research into white-collar workers (King, 2000;Walton & Mallon, 2004).…”