Self-Referent and Other-Referent Career Successes, Career Satisfaction, and Turnover Intention Among Chinese Employees

Guan, Yanjun; Jiang, Peng; Wang, Zhen; Mo, Zichuan; Zhu, Fei

doi:10.1177/0894845316657181

Cited by 15 publications

(21 citation statements)

References 40 publications

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“…Additionally, the results showed that career satisfaction had a negative effect on employee's turnover intention (β = -0.600; t=14.025; p < 0.001), as a result, H3 was supported. The results were consistent with those reported by previous researchers (Chan & Mai, 2015;Chan et al, 2016;Guan et al, 2017) who highlighted that employees that have a high level of career satisfaction may have the intention to keep working for their firms. The current study used the method of Preachers and Hayes (2008) and recommended by Zhao et al (2010) for mediating the necessary tests, through bootstrapping techniques embedded with Smart PLS 3.2.8.…”

Section: Structural Model Assessmentsupporting

confidence: 92%

“…Thus, organizations must expend greater effort to better understand and improve career satisfaction, which can help to decrease the employee turnover intention (Direnzo & Greenhaus, 2011). Recent research has revealed that career satisfaction is negatively related with employees' turnover intention (Chan & Mai, 2015;Kang et al, 2015;Chan et al, 2016;Guan et al, 2014Guan et al, , 2017. The following hypothesis is drawn from the above discussion:…”

Section: Hypotheses Developmentmentioning

confidence: 97%

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The impact of human resource management practices and career satisfaction on employee’s turnover intention

Aburumman¹,

Salleh²,

Omar³

et al. 2020

10.5267/j.msl

115

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Banks in Jordan are facing a crisis related to their employees, where it has recently become clear that employees are leaving their jobs in increasing numbers. Thus, this study examined the impact of the human resources management (HRM) practices (compensation, performance appraisal, promotion, and training & development) on employee's turnover intention and the mediating role of career satisfaction. The survey questionnaire was gathered from 394 employees located in 25 banks in Jordan. The study used PLS-SEM to get the results and examine the hypotheses. The findings indicate that HRM practices (compensation, performance appraisal, promotion, and training & development) negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between HRM practices (compensation, performance appraisal, promotion, and training & development) and employee's turnover intention. The study recommends that banks in Jordan provide a high compensation, fair performance appraisal, fast promotion systems, sufficient training & development program and high level of career satisfaction to maintain the human element and reduce the employees' turnover intention. Future studies may include other practices such as employee empowerment, teamwork, employment security information sharing, and job description.

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Section: Structural Model Assessmentsupporting

confidence: 92%

Section: Hypotheses Developmentmentioning

confidence: 97%

The impact of human resource management practices and career satisfaction on employee’s turnover intention

Aburumman¹,

Salleh²,

Omar³

et al. 2020

10.5267/j.msl

115

View full text Add to dashboard Cite

show abstract

“…Recent studies have revealed that career satisfaction is negatively related to employees' turnover intention (Chan & Mai, 2015;Chan, Mai, Kuok, & Kong, 2016;Guan, Jiang, Wang, Mo, & Zhu, 2017;Aburumman et al, 2020).…”

Section: Entrepreneurship and Sustainability Issuesmentioning

confidence: 99%

The impact of career planning and career satisfaction on employee's turnover intention

Salleh¹,

Omar²,

Aburumman³

et al. 2020

JESI

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This study aims to examine the impact of career planning and career satisfaction on employees' turnover intention and the mediating role of career satisfaction from the perspective of banks employees' in the Jordanian capital Amman. The survey questionnaire was gathered from 412 employees located in 25 banks in the Jordanian capital Amman. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that career planning and career satisfaction negatively impact employees' turnover intention, and career satisfaction partially mediated the relationship between career planning and employees' turnover intention. Additionally, this study aims to evaluate previous items that were developed by Gould (1979) to measure career planning, using focus group interview for six managers of the human resource department in the Jordanian banks' sector. According to the results of the interview, some items were reformulated and three new items were created. Future studies may include expansion of this model by adding variables related to organizational behaviours such as individual career management or career adaptation.

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“…Moreover, these attitudes were also considered given their documented positive effects on work performance (e.g., Bowling et al, 2015). For instance, employees' levels of satisfaction with their job (e.g., Whitman et al, 2010) and career (e.g., Guan et al, 2017;Dubbelt et al, 2019) have both been found to share positive associations with work performance and persistence. Moreover, employees' turnover intentions are known to represent the main predictor of voluntary turnover for a variety of organizations (Heavey et al, 2013;Rubenstein et al, 2018), an association that is particularly important in the military (Griffeth et al, 2000;Lytell and Drasgow, 2009).…”

Section: Discussionmentioning

confidence: 99%

Work Fatigue Profiles: Nature, Implications, and Associations With Psychological Empowerment

Blais¹,

Gillet

Houle

et al. 2020

Front. Psychol.

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The present study examined the distinct configurations, or profiles, taken by work fatigue dimensions among samples of military (n = 1,436) and civilian (n = 2,477) employees. We also tested profile similarity across these two samples of employees. In addition, this research documented the relations between the identified work fatigue profiles, one predictor variable (psychological empowerment), and a series of attitudinal outcomes (job satisfaction, career satisfaction, and turnover intentions) among military employees. Six profiles of employees characterized by different levels of global and specific (emotional, physical, and mental) work fatigue were identified using latent profile analyses: Low Fatigue, Physically and Emotionally Depleted, Emotionally Depleted, Globally and Mentally Depleted, Globally and Emotionally Depleted, and Balanced. In both samples, employees corresponding to the Balanced profile displayed average levels of global and specific work fatigue. However, this profile slightly differed across sample, as indicated by the observation of work fatigue levels that were slightly higher among the military than among civilians. Militaries’ perceptions of psychological empowerment were significantly related to their likelihood of belonging to all profiles. In turn, militaries’ career satisfaction, job satisfaction, and turnover intentions were also found to differ as a function of profile membership.

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Self-Referent and Other-Referent Career Successes, Career Satisfaction, and Turnover Intention Among Chinese Employees

Cited by 15 publications

References 40 publications

The impact of human resource management practices and career satisfaction on employee’s turnover intention

The impact of human resource management practices and career satisfaction on employee’s turnover intention

The impact of career planning and career satisfaction on employee's turnover intention

Work Fatigue Profiles: Nature, Implications, and Associations With Psychological Empowerment

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