Testing a Moderated Mediation Model of Turnover Intentions With Chinese Employees

Zhu, Linna; Flores, Lisa Y.; Weng, Qingxiong; Li, Junyi

doi:10.1177/0894845319900938

Cited by 11 publications

(19 citation statements)

References 56 publications

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“…The relationship between TI and PAJO is positive, while the relationship between PAJO and organizational identification is negative. Organizational identification is also a mediator in the negative relationship between perceived external prestige and organizational career growth with TI (Zhu, Flores, Weng, & Li, 2020). In a study conducted among nurses, perceived job alternatives were found to moderate the relationship between job engagement and turnover intention (Zhou, et al, 2022).…”

Section: Review Of Recent Studiesmentioning

confidence: 99%

Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal

Živković¹,

Fosić²,

Pap³

2023

Strategic Management

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Background: Employee turnover represents permanent withdrawal from the organization, which brings longterm unfavorable consequences, especially when it comes to the voluntary early departure of quality employees. Turnover intention is a preliminary step that can predict the employee's intention to leave and is very often the main precursor to the final decision to leave or stay. In addition to internal organizational influences, a strong influencing factor on such a decision is represented by perceived alternative job opportunities. Purpose: The goal of the paper is, therefore, to examine the employee's perception of the possibilities of alternative employment and their turnover intention to determine that the main factor of the environment strongly shapes thinking in the context of leaving. Study design/methodology/approach: The primary research was conducted on a convenience sample of 423 in 15 medium and large enterprises in Croatia (Slavonia and Baranja region) and in various economic sectors: Agriculture, Industry, Energy, Construction, Services, Trade, Transport, Education, and Tourism and Hospitality. The data were subjected to univariate and bivariate analysis. The influence of sociodemographic variables was also tested to identify possible differences between different groups of employees. Findings/conclusions: The results of the research indicate fairly low rates of turnover intention, with a simultaneous perception of very few or weak possibilities for alternative employment. There are no statistically significant differences between the sociodemographic groups, so all employees, for the most part, do not intend to leave the organization in which they are currently employed, but they also do not think that they could easily be employed elsewhere. Limitations/future research: The biggest limitation is the examination of only these two variables without studying cause-effect relationships, which is also a recommendation for future research. It could be helpful to analyze competitiveness on the labor market, because the situation of the market can also affect the perception of employability, which would determine whether the perceptions are close to the real picture.

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Section: Review Of Recent Studiesmentioning

confidence: 99%

Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal

Živković¹,

Fosić²,

Pap³

2023

Strategic Management

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“…The concept of occupational prestige (OPP) refers to employees’ perceptions of how the public perceives their occupation ( Zhu et al, 2020 ). The OPP is also defined as organisational members’ opinions and perceptions of how outsiders assess their organisational position and reputation ( Mael and Ashforth, 1992 ; Rathi and Lee, 2016 ), and it is also known as an employee’s perception of the organisational status among others ( Dalton et al, 2020 ).…”

Section: Literature Reviewmentioning

confidence: 99%

Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

et al. 2023

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Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work–life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan.

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“…Career growth differs from organizational career growth as the former captures the growth of overall career duration and reflects both intra-organizational and inter-organizational career growth (Table 9). Scholarly literature has posited variables including emotional stability, personality traits (Jiang et al, 2020a(Jiang et al, , 2020b, organizational socialization learning (Spagnoli, 2020) as antecedents and turnover intentions (Weng and McElroy, 2012;Zhu et al, 2020) and voice behavior (Wang et al, 2014) as consequences of organizational career growth.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Contextual influences studied as moderators include climate-like constructs, such as innovation climate (Jiang et al, 2020a(Jiang et al, , 2020b, job insecurity climate (Kang et al, 2019), perceptions on organizational politics (Wanniarachchi et al, 2020;Liu et al, 2010) and shared vision (Huang et al, 2017). The career-related moderators examined are career growth (Ingusci et al, 2019), career growth opportunities (Bashir et al, 2020) and perceived alternative job opportunities (Zhu et al, 2020). Scholars focused on individual characteristics such as political skill (Liu et al, 2010;Wei et al, 2012), self-efficacy (Xie et al, 2020) and individual adaptability (Ingusci et al, 2019) as moderators, along with personality-related variables such as proactive personality (Zhao et al, 2016).…”

Section: Integrative Reviewmentioning

confidence: 99%

“…Outcomes. Building on the social identity theory's underpinnings, scholars have attempted to explain the organizational career growth-turnover intentions relationship through organizational identification (Zhu et al, 2020). However, the causal relationship between these variables is still unclear (Figure 5).…”

Section: Contributions To the Literature On Organizational Career Growthmentioning

confidence: 99%

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Twenty-five years of career growth literature: a review and research agenda

Modem

Lakshminarayanan

Pillai

et al. 2021

ICT

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Purpose The dynamic career scenario and the significant change from traditionally placing careers in employers’ hands to self-managing one’s careers have sparked profound scholarly interest in career growth. This paper aims to analyze quadricentennial literature on career growth published during the years 1995 through 2020. In this paper, through bibliometric and integrative reviews, the authors address the two critical questions, “what do we know?” and “where should we go?” While the bibliometric review examines the evolution and trends, the integrative review examines the dynamics of conceptual frameworks, primary research foci, research context and quality in research designs and methods. Design/methodology/approach The study adopted preferred reporting items for systematic reviews and meta-analyses guidelines to identify the papers for this review. The data set comprised 102 papers and 60 papers for bibliometric and integrative review, respectively. “CiteSpace” is used for the bibliometric analysis and the template designed by the authors is used for the integrative review. Findings The results present conceptual clarification for career growth and its related constructs. The bibliometric analysis findings highlight the extensive research on career growth followed by organizational career growth and career growth opportunities. The findings also show that seven of the top 10 productive authors are from China. This study also identifies theoretical, conceptual and methodological opportunities and provides recommendations intended to further research engagements across the different aspects of career growth. Originality/value To the best of the authors’ knowledge, this is the first study to introduce bibliometric analysis into career growth literature. This research adopts an integrative review approach and offers insights into career growth literature.

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Testing a Moderated Mediation Model of Turnover Intentions With Chinese Employees

Cited by 11 publications

References 56 publications

Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal

Perceived alternative job opportunities and turnover intention as preliminary steps in employee withdrawal

Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

Twenty-five years of career growth literature: a review and research agenda

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