Methods of communication and mediating processes in realistic job previews.

Colarelli, Stephen M

doi:10.1037/0021-9010.69.4.633

Cited by 284 publications

(232 citation statements)

References 17 publications

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“…Turnover intention -Turnover intention was measured using the 'intention to quit' scale by Colarelli (1984). The scale has a Cronbach' s  of 0.805, and consists of 3 items measured using a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).…”

Section: Methodsmentioning

confidence: 99%

The Link between HR Attributions and Employees’ Turnover Intentions

Tandung

2016

GADJAH MADA INT. J. BUS.

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Human Resources Management (HRM) is part of the organizational functions that contribute to the effectiveness of a firm's performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR) practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the emp loyees' attitudes and behavior (e.g. Job satisfaction and turnover intention). The purpose of this study is to contribute to the process-based approach by investigating the effect of HR attributions on turnover intentions, with job satisfaction playing a mediating role. The analysis is on the individual level, with 454 respondents from various organizations within the Netherlands. The results show that HR attributions can affect the turnover intention, through the presence of job satisfaction. Thus, it can be said that it is important to always consider the employees' attitudes and behavior when examining their perception of HR practices, and in predicting their intention to leave. Abstrak:Manajemen sumber daya manusia (MSDM) adalah bagian fungsi organisasi yang berkontribusi pada keefektifan kinerja perusahaan dan juga merupakan sumber keunggulan kompetitif organisasi yang dicapai melalui implementasi praktik-praktik pengelolaan sumber daya manusia (SDM). Berbagai praktik pengelolaan SDM yang d iadopsi oleh manajemen dipersepsikan atau diatribusikan secara subjektif oleh para karyawan, dan selanjutnya hal ini dapat mempengaruhi sikap dan perilaku karyawan (misalnya: kepuasan kerja dan intensi untuk keluar). Penelitian ini bertujuan untuk berkontribusi pada pendekatan berbasis proses dengan menginvestigasi efek atribusi SDM terhadap intensi keluar, dengan menggunakan kepuasan kerja sebagai variabel pemediasi. Analisis penelitian ini dilakukan pada tingkat individual dengan menggunakan 454 responden yang bekerja pada berbagai perusahaan di Belanda yang bergerak di beragam sektor industri. Hasil penelitian menunjukkan bahwa atribusi SDM mempengaruhi intensi untuk keluar dari perusahaan, hanya jika hubungan tersebut dimediasi oleh kepuasan kerja. Oleh karena itu, sangat penting untuk mempertimbangkan sikap dan perilaku karyawan, ketika menganalisa bagaimana persepsi mereka terhadap praktik-praktik pengelolaan SDM, dan memprediksi intensi mereka untuk keluar dari perusahaan.

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Section: Methodsmentioning

confidence: 99%

The Link between HR Attributions and Employees’ Turnover Intentions

Tandung

2016

GADJAH MADA INT. J. BUS.

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“…The studies of job previews (Colarelli, 1984;Saks, Weisner, & Summers, 1994;Wanous, 1976) provided data suggesting that realistic information reduced employee turnover by creating employment expectations consistent with post employment realities. Suszko and Breaugh (1986) supported this premise with results stating that RJP applicants were more satisfied with their jobs than non-RJP applicants and the RJP hires had less voluntary turnover than non-RJP hires.…”

Section: Chapter Summarymentioning

confidence: 99%

“…These researchers also concluded support for the self-selection hypothesis. Other researchers also studied the dropout rate of job candidates as it related to job acceptance rates (Wanous, 1973;Colarelli, 1984;Suszko & Breaugh, 1986) concluding that realistic job previews did reduce turnover and increase longevity on the job. Recent studies have explored other alternative protocols (DMT and ELP) and their impact with RJP and TJP (Buckley, Mobbs, Mendoza, Novicevic, Carraher, & Beu, 2001;Ganzach, Pazy, Ohayun, & Brainin, 2002).…”

Section: Realistic Job Previewsmentioning

confidence: 99%

“…In both the correlation and the experimental studies (Breaugh & Mann, 1984;Colarelli, 1984;Cable & Judge, 1994;Wanous, 1973) the dependent variables consisted of one of more Likert-type items used to measure recruitment outcomes. The most common rating items related to outcomes such as: (a) applicant rating of the job, the hiring organization, or the recruiter; and (b) applicant rating of the likelihood of applying for the job, accepting an interview for the job, or accepting the job if offered.…”

Section: Recruitment Study Designsmentioning

confidence: 99%

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Business faculty recruitment : effects of annual salary and health benefits plan.

Rodriguez¹

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“…Quit intention was measured by a scale composed of three items developed from Colarelli (1984). A sample item was "Because of this incident, I frequently think of quitting my job".…”

Section: Quit Intentionmentioning

confidence: 99%

Conflict management between employees from different departments: contribution of organizational identification and controversy

Zhu¹

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Methods of communication and mediating processes in realistic job previews.

Cited by 284 publications

References 17 publications

The Link between HR Attributions and Employees’ Turnover Intentions

The Link between HR Attributions and Employees’ Turnover Intentions

Business faculty recruitment : effects of annual salary and health benefits plan.

Conflict management between employees from different departments: contribution of organizational identification and controversy

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