Colliding Employer-Employee Perspectives of Employee Turnover: Evidence from a Born-Global Industry

Pereira, Vijay; Malik, Ashish; Sharma, Kajal

doi:10.1002/tie.21751

Cited by 14 publications

(8 citation statements)

References 83 publications

(110 reference statements)

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“…Furthermore, we have found that perception of turnover risk has a mediating effect between carbon emission reduction policy and turnover intention. Thus, it can be concluded that employees' perceptions of turnover risk can harm employee satisfaction and well-being and enhance job burnout, these finding were consistent with the previous studies [43][44][45][73][74][75][76]. Moreover, we found that green transformational leadership has an essential inhibiting effect on the perception of turnover risk and turnover intention among employees in energy-intensive corporations.…”

Section: Discussionsupporting

confidence: 91%

Examining Effect of Green Transformational Leadership and Environmental Regulation through Emission Reduction Policy on Energy-Intensive Industry’s Employee Turnover Intention in China

Zhu

Che

et al. 2021

Sustainability

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This study explored a theoretical model of factors affecting employee turnover intentions in the energy-intensive industry from the perspective of environmental regulation through emission reduction policy. Moreover, we examined whether green transformational leadership has a negative effect on the perception of turnover risk of energy-intensive corporate employees and their turnover intentions; we collected data on 531 employees in the energy-intensive industries in China. Data analysis was conducted using exploratory factor analysis, reliability and validity analysis, stepwise regression model analysis, and a structural equation model to test the research hypothesis. The results revealed that environmental regulation through emission reduction policy has a significant impact on employee perception of turnover risk and turnover intention in energy-intensive industries in China. The perception of turnover risk has a greater effect on the turnover intention among employees than the emission reduction policy. Moreover, we found that the perceived risk of turnover has a mediating effect in the relationship between environmental regulation through carbon emission reduction policy and turnover intention. However, green transformational leadership has an inhibiting effect on the perception of turnover risk and turnover intention among employees. This research has crucial theoretical significance for the transformation of energy-intensive enterprises and promoting the sustainable development of energy-intensive enterprises in China.

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Section: Discussionsupporting

confidence: 91%

Examining Effect of Green Transformational Leadership and Environmental Regulation through Emission Reduction Policy on Energy-Intensive Industry’s Employee Turnover Intention in China

Zhu

Che

et al. 2021

Sustainability

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“…The contents of the transactional psychological contract covered availability of basic infrastructure to complete work tasks, regular training, and a fair and transparent reward system. Further, in harmony with the literature, while job security was an important employer obligation (Eisner, ), career security was identified as an crucial expectation (Lancaster & Stillman, ; Pereira, Malik, & Sharma, ). Relational expectations included aspects related to job content such as freedom to act independently and availability of learning and development opportunities.…”

Section: Discussionmentioning

confidence: 53%

Examining the Nature and Effects of Psychological Contract: Case Study of an Indian Organization

Agarwal

Gupta²

2016

Thunderbird Intl Bus Rev

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This study investigates psychological contract contents and the effects of different types of psychological contracts on the work outcomes of employees in an Indian organization. Analysis of case study interviews and secondary data suggests that employee expectations can be categorized into relational and transactional psychological contracts. The contents of these contracts, while largely similar to those in the West, refl ected certain aspects that are unique to the sociocultural context of employment relationships in India. Further, the fulfi llment or breach of these psychological contracts led to different effects on work outcomes. Relational psychological contracts affected long-term affective work outcomes, such as prosocial work behaviors, psychological ownership, and engagement. Transactional psychological contracts had stronger effects on turnover intentions and attitude to work.

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“…The turnover time is about two years. Therefore, the company wants to retain the employees and gave a high weight to this criterion (Pereira et al, 2015). The weight of the sub-criteria must be multiplied by the weight of flexibility (e.g.…”

Section: Criteriamentioning

confidence: 99%

Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques

Ishizaka

Pereira

2016

International Journal of Manpower

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Purpose-Performance appraisal is one of the most critical and indispensable human resource practices for organisations. However, it generates dissatisfaction among employees as it is often viewed as complex and ineffective. The purpose of this paper is to present a new performance management system that integrates multi-criteria decision analysis (MCDA) methodsthe analytic network process (ANP) and PROMETHEEwith the visual techniques of the GAIA plane and the stacked bar chart. MCDA methods allow a structured and consistent evaluation integrating qualitative and quantitative criteria. Design/methodology/approach-The authors developed a structured and transparent performance management system. It is based on the MCDA methods PROMETHEE and ANP. It also incorporates the visual techniques: GAIA and stacked bar chart. Feedback for trainings and developments can precisely be formulated. Findings-Visual techniques permit clear identification and quantification, for each employee, of the areas that need improvement through training and development, which contributes to the resource-based view of organisations. A real case study has been portrayed to show the added value of the MCDA methods and the visual techniques in employee performance management. Originality/value-The paper describes a new employee performance system adopted in an organisation. The multi-criteria analysis transparently combines qualitative and quantitative decision criteria into a 2 holistic and transparent evaluation. The visual techniques permit us to gain a deep insight into the employees' skills profile and capture fine details where individuals perform or underperform.

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Colliding Employer-Employee Perspectives of Employee Turnover: Evidence from a Born-Global Industry

Cited by 14 publications

References 83 publications

Examining Effect of Green Transformational Leadership and Environmental Regulation through Emission Reduction Policy on Energy-Intensive Industry’s Employee Turnover Intention in China

Examining Effect of Green Transformational Leadership and Environmental Regulation through Emission Reduction Policy on Energy-Intensive Industry’s Employee Turnover Intention in China

Examining the Nature and Effects of Psychological Contract: Case Study of an Indian Organization

Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques

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