Employee social environment (ESE) as a tool to decrease intention to leave

Tzafrir, Shay S.; Gur, Amit; Blumen, Orna

doi:10.1016/j.scaman.2014.08.004

Cited by 20 publications

(18 citation statements)

References 74 publications

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“…Here, personal identity dissonance may be compounded by a pejorative perception of construed external images. Indeed, while extant research shows it is costly for organizations not to meet the expectations of their customers, it is suggested that there may be an equal or greater cost associated with losing staff who have unmet expectations (Tzafrir, Gur, & Blumen, ).…”

Section: Discussionmentioning

confidence: 99%

Lone star or team player? The interrelationship of different identification foci and the role of self‐presentation concerns

Searle

Nienaber

Price

et al. 2017

Human Resource Management

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Work identity is important in the attraction and retention of staff, yet how the facets of such identity relate remains convoluted and unclear despite this being of interest to both scholars and practitioners. We use structural equation modeling to analyze empirical data from 144 employees in the United Kingdom's oil and gas industry, analyzing the nature and interrelationship of identification as individual‐level (career advancement) and social‐level (work group and organization) foci, as well as considering the two psychological self‐presentation factors (value expression and social adjustment) that direct and drive identification processes. A dichotomy between individual and social components of work identity is found, revealing a strong association between both social‐level foci of identification. Moreover, both components of work identity are found to be premised on different psychological factors, furthering our knowledge of the enmeshed nature of identity at work.

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Section: Discussionmentioning

confidence: 99%

Lone star or team player? The interrelationship of different identification foci and the role of self‐presentation concerns

Searle

Nienaber

Price

et al. 2017

Human Resource Management

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“…For instance, Jones and King (2014) mentioned the key role of perceived organizational support as workplace disclosure antecedents; Chaudoir and Fisher (2010) similarly identify ‘attention to positive cues’ and ‘positive affect’. All these constructs imply trust in the employee social environment (Tzafrir, Gur & Blumen, 2015). Rousseau, Sitkin, Burt and Camerer (1998) defined trust as ‘a psychological state comprising the intention to accept vulnerability based on positive expectations of the intentions or behaviour of another’.…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Explaining sexual minorities’ disclosure: The role of trust embedded in organizational practices

Capell

Tzafrir

Enosh

et al. 2017

Organization Studies

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This paper reports on an empirical study that demonstrated how organizational inclusion practices and employees’ trust in their organization and supervisors affect their willingness to share personal information that could potentially lead to workplace discrimination. The findings are based on data obtained from 431 sexual- and gender-minority employees using an anonymous online survey. The results reveal that trust in the organization and the supervisor fully mediates the relationship between organizational policies and practices and workplace disclosure. In other words, in organizations where policies and practices generate trust, employees are more willing to disclose their minority identity. Our analysis also reveals how trust in the organization and the supervisor interacts with psychological variables associated with the workplace disclosure decision.

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“…Researchers investigating the underlying reasons for employees' intention to leave attitudes have examined the area of social employment by using two research approaches. One of these studies explains the intention to leave by focusing on their attitudes and behaviors and secondly managerial and organizational behaviors (Tzafrir et al, 2015). On the other hand, some researchers have examined the relationship of individual factors (especially age, gender, and level of education) on intention to leave (Flinkman et al, 2010;Heinen et al, 2013).…”

Section: Concept Of Intention To Leavementioning

confidence: 99%

The role of job stress at emotional labor’s effect on intention to leave: Evidence from call center employees

Işık

Hamurcu

2017

BEH

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Call centers are contact centers that act as communication facilities between customers and businesses with the help of customer representatives. The call center sector where transactions are carried out largely without face to face communication is known as a sector with the most stressful and is also known with having the highest employee turnover rate. Customer representatives are not able to use any initiative and they have too many workloads; for this reason, they are frazzled. In addition, customer representatives need to play role despite of their natural emotions. This affects the emotional labor behavior of sector employees.In this study, the job stress' mediating role at emotional labor's effect on intention to leave is investigated. Data was collected from two call centers operating in Bitlis province in Turkey by using survey method. Analyzes were made with the SPSS 23 and AMOS 22 programs through 207 valid questionnaires. In the analyzes made, job stress has full mediating effect at emotional labor variable's surface acting dimension's effect on intention to leave. Due to the correlation analyzes performed, there was a significant relationship between surface acting and natural emotions (expression of naturally felt emotions) dimension of emotional labor variable with job stress and intention to leave. JEL Classifications: M1, M10, M12

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Employee social environment (ESE) as a tool to decrease intention to leave

Cited by 20 publications

References 74 publications

Lone star or team player? The interrelationship of different identification foci and the role of self‐presentation concerns

Lone star or team player? The interrelationship of different identification foci and the role of self‐presentation concerns

Explaining sexual minorities’ disclosure: The role of trust embedded in organizational practices

The role of job stress at emotional labor’s effect on intention to leave: Evidence from call center employees

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