Modeling turnover intentions and their antecedents using the locus of control as a moderator: A case of customer service employees

Chiu, Chou Kang; Lin, Chieh‐Peng; Tsai, Yuan Hui; Hsiao, Ching Yun

doi:10.1002/hrdq.1152

Cited by 28 publications

(26 citation statements)

References 51 publications

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“…Experience (number of years): 5 or below, 5-10, 11-20, 21-25 and above 25 coded 1 to 5 respectively. Income (RMB/year): below 10,000,10,[1][2][3][4][5][6][7][8][9][10][11][12][13][14][15][16][17][18][19][20]000,20,000,30,000,40,001-50,000 and above 50,000 coded 1 to 6 respectively Table I. Means, reliabilities and zero-order correlations of study variables (n ¼ 279)…”

Section: Resultsmentioning

confidence: 99%

Dispositional traits and turnover intention

Chiu

Francesco

2003

International Journal of Manpower

110

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.Abstract This paper investigates the relationships between turnover intention and positive affectivity (PA) and negative affectivity (NA), and the mediating roles of job satisfaction and affective commitment in those relationships. Based on a sample of 279 Chinese managers, PA predicts turnover intention, and job satisfaction mediates the relationship. However, NA is neither directly nor indirectly related to turnover intention.

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Section: Resultsmentioning

confidence: 99%

Dispositional traits and turnover intention

Chiu

Francesco

2003

International Journal of Manpower

110

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“…For example, studies have replicated the POSaffective commitment relationship in diverse samples including Canadian employees (Aubé et al 2007;Lapalme et al 2009;Quenneville et al 2010) and military service members (Dobreva-Martinova et al 2002), temporary workers in Belgium (Camerman et al 2007), Korean employees (e.g., Lee and Peccei 2007;Yoon and Thye 2002), contracting-organization employees in the United Kingdom (Coyle-Shapiro and Morrow 2006), attorneys in Hong Kong (Loi et al 2006), university faculty members (Van Knippenberg and Sleebos 2006) in the Netherlands, employees in China (e.g., Chen et al 2005;Hui et al 2004), employees in Taiwan (Chiu et al 2005), pharmaceutical sales representatives in India (Moideenkutty et al 2001), Australian hospital workers (Ferres et al 2005), and alumni from a Belgian University (Stinglhamber and Vandenberghe 2003). In all these studies (and others with similar findings, see Table 1), the relationship between POS and affective commitment to the organization was strong and positive, suggesting that the norm of reciprocity and the influence of POS on employees' organizational commitment generalize globally.…”

Section: Pos and Affective Commitment In Non-us Samplesmentioning

confidence: 98%

Advancing Organizational Support Theory into the Twenty-First Century World of Work

2011

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Purpose This review focuses and aids the development of organizational support theory, which explains relationships between employers and employees based on social exchange. Many studies have explored the theory's central construct, perceived organizational support (POS), or the degree to which employees believe their work organization values their contributions and cares about their well-being. Since the last review of POS literature in 2000, the occupational landscape has shifted, increasing nontraditional work relationships and the importance of managing an international workforce while considering influences on employee well-being. This review discusses how the recent POS research reflects these trends. Design/Methodology/Approach This review focused on how themes in the POS research since 2000 have enhanced organizational support theory as relevant to the twenty-first century world of work. Findings Four important theoretical themes have developed since 2000 that enhance organizational support theory: considerations of employee well-being, nontraditional workers, international and cross-cultural issues, and developments tied to the use of multilevel modeling.Implications Giving both researchers and practitioners a synthesized view of the current status of POS research, this review serves as a springboard for new developments. It also integrates the multitude of recent studies into organizational support theory, focusing theoretical progress. Originality/Value This is the first review and theoretical integration of the POS literature since 2002. It is a valuable resource for all interested in the field, with theoretical insights, useful tables, explanatory figures, and references.

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“…However, the firm did not provide social insurance for off farm migrants whose highest education level was high school, technical school or below (this constituted 98.3 per cent of the workers who were surveyed and provided valid responses). Analyzing data drawn from the one firm is fairly common in the organizational behaviour literature on turnover intention (see eg Coyne & Ong, 2007;Chiu et al, 2005;Qi, 2007). One advantage of this approach is that one can see the context at the firm level in which the labor shortage problem is situated.…”

Section: Data and Preliminary Analysismentioning

confidence: 99%

Determinants of turnover intentions among Chinese off farm migrants

Smyth¹,

Zhai

Li³

2008

Econ Change Restruct

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This study examines the determinants of turnover intentions of off farm migrant workers, using data collected from China's Jiangsu Province. Turnover intention is posited to be a function of demographic/human capital characteristics, job characteristics and job satisfaction. We find that higher levels of education have a positive effect on reported turnover intentions, while higher income and job satisfaction have a negative effect on turnover intentions. As turnover intentions represent a good proxy for actual turnover, the results can be viewed as providing reliable predictors of job mobility among off farm migrant workers at a time when there is a growing shortage of such workers in China's coastal provinces.

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Modeling turnover intentions and their antecedents using the locus of control as a moderator: A case of customer service employees

Cited by 28 publications

References 51 publications

Dispositional traits and turnover intention

Dispositional traits and turnover intention

Advancing Organizational Support Theory into the Twenty-First Century World of Work

Determinants of turnover intentions among Chinese off farm migrants

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