Why Men and Women Want to Leave? Turnover Intent Among Public Procurement Officers

Abstract

Understanding drivers of employee turnover intent is an important step toward designing the appropriate strategies in terms of recruitment, benefits, and compensation in the workforce. In addition, studies that focus on trends in career mobility help us understand structural differences in career development among specific groups such as women and minorities in the workforce. Here, we explore personal and demographic, human capital, organizational, and structural or community factors that drive career mobility within the public sector workforce. In this study, emphasis is placed on these factors to uncover how women and men facing various organizational opportunities and constraints shape career decisions differently. Research has mixed findings about the relationship between sex and turnover. Many studies indicate that men are more mobile than women during their profes

Gender Heterogeneity and Politics in Decision-Making About Green Public Procurement in the Czech Republic

“…The reason is that the power to make decisions regarding the spending of public money is widely seen as the kind of privilege that, in repressive regimes, would be foreclosed or less accessible to women (cf. Bruns Ali et al, 2018). Specific mechanisms facilitating male privilege and female disadvantage in the public procurement process have become ingrained within a plethora of formal and informal decision-making rules and heuristics and thus engender path dependencies (Ochrana et al, 2019; which may also be characteristic of other areas, such as social policy or the legislative process (cf.…”

“…However, a crucial fact about this decision-making is that despite being highly formalized and regulated by European and national laws (Sarter, 2020), it retains a considerable discretionary component. This fact may not be unique to GPP and may be generally characteristic of public procurement as an area for which some of the most influential public sector positions are responsible (Ali et al, 2018). Nevertheless, there is little doubt that the nature of discretionary decision-making by politicians and administrators may account for the overall level of GPP implementation, especially in countries where this level is considered unsatisfactory.…”

Moving On Up? Effects of Leadership Training and Intersectoral Mobility on Women’s Advancement in Danish Public Administration Management

“…Women are less likely than men to indicate any intent to leave their jobs (Moynihan & Landuyt, 2008; Wynen et al, 2013). Human capital and personal and organizational factors help to explain these gaps, but among the most prominent explanation for women’s lesser mobility is their disproportionate responsibility for housework and childcare (Ali et al, 2018). Indeed, family obligations have a significant negative effect on women’s but not men’s intention to change jobs.…”

Effects of the Innovation Climate on Turnover Intention in the Australian Public Service

“…There is growing interest in understanding and managing turnover intention (TI), or the intention to quit a job or leave an organization, in the public sector (e.g., Ali, Bishu, & Alkadry, 2018; Jung, Chan, & Hsieh, 2017; Kim & Fernandez, 2017; S. Lee, 2018; Park, Joaquin, Min, & Ugaddan, 2018).…”

“…Various studies document the disadvantages of turnover in the public sector (e.g., Bertelli, 2007; Jung et al, 2017; Langbein & Stazyk, 2018; van Loon et al, 2018). Researchers and practitioners are increasingly interested in understanding and managing factors associated with turnover and developing strategies to reduce it (Äijälä, 2001; Ali et al, 2018; Bertelli, 2007; Hur, 2013; Jung, 2014). For instance, Kim and Fernandez (2017) find that implementing empowerment practices in public organizations can be a solution for reducing TI in the public sector.…”