Should I stay or should I go now? Investigating the intention to quit of the permanent staff in social enterprises

Ohana, Marc; Meyer, Maryline

doi:10.1016/j.emj.2010.06.007

Cited by 75 publications

(67 citation statements)

References 71 publications

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“…Put differently, further statistical analysis confirmed the hypothesis that SAT mediated the indirect influence of RESP on TOI. With regard to the path between SAT and TOI, the results of this study support the findings of a study recently conducted by Ohana and Meyer (2010). These authors found a similar effect size for this relationship.…”

Section: Resultssupporting

confidence: 82%

“…Some scholars have asserted that hybrid organizations are facing more and more recruitment and retention problems (Tortia, 2009). In addition, literature on hybrid organizations indicates that considering workers' ideological orientation is fundamental to manage these human resources issues adequately (Ohana & Meyer, 2010). Moreover, research has shown that perceptions of procedural fairness are correlated with intentions to remain with the organization (Tortia, 2009).…”

Section: Practical Implicationsmentioning

confidence: 99%

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Cause-Fit, Positive Attitudes and Behaviors Within Hybrid Colombian Organizations

2015

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Socially oriented ventures have provided livelihoods and social recognition to disadvantaged communities in different corners of the world. In some cases, these ventures are the result of Corporate Social Responsibility (CSR) programs. In Latin America, this type of undertaking has responded positively to unmet social needs. The social cause drives these organizations and their human resources and they give high value to organizational cause-fit. This paper presents empirical evidence of the effects of perceived cause-fit on several worker attitudes and behaviors. Psychological contract theory was adopted as theoretical background. Employees working in a hybrid (for-profit/socially oriented) Colombian organization created by a CSR program participated in the survey. Data provided by 218 employees were analyzed using PLS structural equation modeling. The results suggest the ideological components of the employee-employer relationship predict positive attitudes and cooperative organizational behaviors towards hybrid organizations.

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Section: Resultssupporting

confidence: 82%

Section: Practical Implicationsmentioning

confidence: 99%

Cause-Fit, Positive Attitudes and Behaviors Within Hybrid Colombian Organizations

2015

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“…Trata-se de uma "organização social" (Ohana & Meyer, 2010), uma coorporação com objectivos sociais, onde a ênfase centra-se na missão e não na performance da equipa. Ao longo das entrevistas foram sendo relatadas falhas de parte a parte, podendo essas serem consideradas de incumprimentos ou rupturas circunstanciais.…”

Section: Ii8 -Bombeiros Voluntáriosunclassified

“…Note-se que o maior desafio das organizações passa por manter níveis de eficiência e competitividade, o que implica baixos índices de rotatividade dos recursos humanos (Ohana & Meyer, 2010), ou seja, equipas permanentes e estáveis.…”

Section: Capítulo I -Introduçãounclassified

O paradigma do contrato psicológico em situação de voluntariado: o bombeiro voluntário

Miranda¹,

Proença²

2014

iirh

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O estudo, com carácter exploratório e explicativo, analisa a aplicabilidade do Contrato Psicológico a um contexto de voluntariado, percebendo o tipo de contrato psicológico estabelecido, factores de violação e ruptura e razões que levam à intenção de permanência da prática voluntária. Com recurso a uma metodologia qualitativa, a Grounded Theory, foram entrevistados 14 bombeiros voluntários pertencentes ao mesmo Corpo de Bombeiros, tendo os dados sido recolhidos através de entrevistas semiestruturadas. O estudo permitiu compreender alguma da complexidade da gestão de recursos voluntários, tendo sido encontradas motivações extrínsecas e intrínsecas para o voluntariado, bem como contratos psicológicos híbridos, isto é, inclui características das componentes transacional e relacional. Verificou-se ainda que o bombeiro voluntário estabelece com a corporação, simultaneamente, um comprometimento calculativo e relacional, sendo este comprometimento organizacional fundamental à intenção de permanência do voluntário.

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“…Works on the succession or removal of top executives and chief executive officers (CEOs) include those by Crossland and Chen (2013), Ertugrul and Krishnan (2011), Goldman (2011), Hilger et al (2013, Ohana andMeyer (2010), andWiersema (2002). In these studies, the dismissal process has been analyzed predominantly from the employee's perspective.…”

Section: Dismissalmentioning

confidence: 99%

Dismissal: Important Criteria in Managerial Decision-Making

et al. 2018

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Knowledge about dismissal decision-making, particularly concerning the criteria used by managers in choosing who will be dismissed and why, is scarce. Considering the implications of such decisions for organizations and society, in this paper, we identify the seven most frequently used criteria in dismissal decisions and examine their importance for managers. We collected data through a survey among 385 managers and used the rational ranking and the multicriteria Analytic Hierarchy Process (AHP) to analyze them. The results show that commitment, performance records, and trust have the greatest impact on the dismissal decision, whereas interpersonal relationship, growth potential, and professional experience are considered secondary criteria. These results contribute to extending our knowledge about dismissal decisions and showing the most relevant criteria in these choices and the relevance assigned to each of the criteria so that greater transparency can be achieved. KEYWORDS | Decision-making, dismissal, dismissal criteria, human resources, analytic hierarchy process. RESUMO

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Should I stay or should I go now? Investigating the intention to quit of the permanent staff in social enterprises

Cited by 75 publications

References 71 publications

Cause-Fit, Positive Attitudes and Behaviors Within Hybrid Colombian Organizations

Cause-Fit, Positive Attitudes and Behaviors Within Hybrid Colombian Organizations

O paradigma do contrato psicológico em situação de voluntariado: o bombeiro voluntário

Dismissal: Important Criteria in Managerial Decision-Making

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