The Effects Of Self-Efficacy, Assertive-ness, Stress, And Gender On Intention To Turnover In Public Accounting

Abstract

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-family: Batang; font-size: x-small;">The purpose of this study is to examine the effects of these variables on intention to turnover among public accountants, and to suggest ways to improve retention of both male and female accountants in public practice.<span style="mso-spacerun: yes;">  </span>Results indicate that self-efficacy had a direct, positive relationship with male public accountants’ intention to turnover; whereas, self-efficacy had no significant relationship with females’ intentions to turnover.<span style="mso-spacerun: yes;">  </span>Assertiveness had a direct, positive relationship with female public accountants’ intentions to turnover, but had no significant relationship with male public accountants’ intention to turn over.<span style="mso-spacerun: yes;">  </span>In addition, evidence presented in this paper demonstrates that while stress is higher among female public accountants, and is related to intention to turnover for both genders, intention to turn over is not higher among female public accountants than male public accountants. </span></p>

Linking Transformational Leadership to Self-Efficacy, Extra-Role Behaviors, and Turnover Intentions in Public Agencies: The Mediating Role of Goal Clarity

“…Concerning the latter, the suggestion is employees were more likely to state a leave intention when they had high self-efficacy. Despite being the opposite of what was expected and thus contradicting Lewin and Sager (2010), the finding confirms a study conducted by Troutman et al (2000). But, it is important to note that the latter study only found that to be the case among men.…”

“…Still, another explanation centers on differences in populations. For instance, Lewin and Sager (2010) focused on salespersons; Troutman et al (2000) examined accountants; and this one, government employees. The differences could thus be due to the populations sampled.…”

“…In contrast, individuals with low self-efficacy may be “afraid to give up an existing job and go into a market where there is high competition,” as mentioned by an anonymous reviewer. It may also be that the abilities of high self-efficacious individuals exceed those in their present job and that they want new challenges and opportunities (Troutman et al, 2000). Still, another explanation centers on differences in populations.…”

“…This will inevitably lead to feelings of self-doubt and decrease their commitment toward organizational goals, causing them to withdraw from the organization (Lewin & Sager, 2007). Although Lewin and Sager (2010) found support for the negative relationship between self-efficacy and turnover intentions, Troutman, Burke, and Beeler (2000) did find turnover intentions to be higher among self-efficacious men. Nevertheless, research generally suggests that self-efficacy will be negatively related to turnover intentions (e.g., Lewin & Sager, 2007, 2010.…”

The Relationships of Assertiveness and Responsiveness to Sexual Behavior

“…Hence assertiveness may facilitate access to mates and increase chances of mating. Specifically, action-oriented characteristics and sociality (e.g., willingness to take a stand and dominance) and the willingness to face new challenges may prompt individuals to actively initiate sexual expression and seek out an available mate (Hromatko, Tadinac, & Vranic, 2008;Troutman, Burke, & Beeler, 2000).…”