Reviewing employee turnover: Focusing on proximal withdrawal states and an expanded criterion.

Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry

Purpose– Performance management (PM) is now clearly a well-established practice in public sector organizations. However, increasingly scholars have been questioning its efficacy in improving organizational performance. Research has shown that the presumed benefits remain questionable and that there are many barriers, challenges and problems in implementing PM. The purpose of this paper is to report and discuss the findings of a multi-case study that examines in more depth how five Canadian public sector organizations are implementing PM.Design/methodology/approach– A qualitative multi-case study approach was used in this study. Structured interviews were carried out in each public sector organization and the interview data were analyzed using NVivo8. Individual case profiles were also written. A cross-case analysis was carried out using data from these five cases.Findings– The cross-case analysis of the data focussed on the major themes emerging from the data with respect to challenges and barriers, success factors, context and implications for practice for PM in public sector organizations. Three contextual factors are identified and discussed in explaining some of the findings. Conclusions are drawn for making PM more effective in achieving performance improvement in public sector organizations and future directions for research.Research limitations/implications– The research findings and implications for practice are based on five Canadian public sector organizations so may limit its generalizability to public sector organizations in other countries.Practical implications– Some practical implications are discussed with respect to implementing PM more successfully in public sector organizations. This included the better integration of PM to corporate strategy, leadership in developing a positive PM culture and employee buy-in and commitment to the process.Originality/value– This qualitative multi-case study of PM in Canadian public sector organizations has not previously been done. This approach allows for a more close-up look at PM in public sector organizations especially how it is implemented and the experiences of organizational members. The paper also presents new insights on context as an important variable in explaining the findings from the cross-case analysis and points to future new directions for research and in developing a contingency theory approach to PM.

ABSTRACTRecently, workplace harassment in the form of superiors abusing their power over subordinates has emerged as a social problem. In the deluxe hotel work environment, dealing with this issue starts by asking whether harassment by a superior has taken place – and if so, how it has influenced subordinates’ responses. The purpose of this study was to measure the perception of workplace harassment among employees and to explain the relationships between workplace harassment and employee engagement, satisfaction, burnout, and turnover intent in deluxe hotels in South Korea. The results showed that verbal aggression had a significant negative effect on employee engagement, while isolation, disrespectful behavior, and physical aggression exacerbated employee burnout. In addition, employee engagement significantly enhanced job satisfaction, while burnout increased employees’ turnover intent. Limitations and future research directions are also discussed.

BackgroundSelf-determined motivation (SDM) and sport psychological coping skills are important for developing footballers.ObjectivesThis study examined relationships between chronological age (CA), skeletal age (SA), and psychological variables among South African youth players.MethodsData were collected from 109 male players across three football academies (mean CA: 14.8±2.4 years, mean SA: 14.2±2.1 years). Participants completed the Sport Motivation Scale-II (SMS-II) and the Athletic Coping Skills Inventory-28 (ACSI-28).ResultsAmotivation, external, and introjected regulations differed significantly across CA groups, negatively affecting the Relative Autonomy Index (RAI). SDM, as reflected by the RAI, declined with CA, reaching its lowest point between 15 and 17 years. SA grouping revealed significant differences for amotivation and external regulation. Coachability differed across CA and SA groups. Amotivation, external regulation, and coachability showed positive correlations with CA, while amotivation and coachability showed positive correlations with SA. Concentration showed opposite correlations with CA and SA when controlling for the other variable.ConclusionCA grouping appeared to reflect differences in SDM more effectively than SA. While some psychological and motivational variables aligned more closely with CA or SA, others did not, highlighting the complex and multifactorial nature of these developmental relationships. Given the low internal consistency of several subscales, these findings should be interpreted cautiously and viewed as exploratory. Future research should adopt longitudinal designs and utilise culturally appropriate, psychometrically robust tools better to understand the development of psychological skills in this population.

The Self-determination theory (SDT) posits the existence of distinct taxonomy of motivation (i.e., amotivation, external, introjected, identified, integrated, and intrinsic motivation). The purpose of this study was to explore whether SDT’s work motivation structure can be applied to the understanding that of Korean employees, and to identify the motivational profiles for Korean employees together with their relationships with a variety of organizational outcomes. Data was collected from two separate samples of Korean employees(Study 1: 509 employees; Study 2: 153 employees). The results showed that unlike SDT taxonomy, autonomous motivations were not classified into three distinctive categories(identified, integrated, and intrinsic motivation). The results also revealed that there were three distinct motivational profiles(i.e., autonomous motivated, controlled motivated, and amotivated), and the largest proportion of Korean employees was covered by controlled motivated cluster. The autonomous motivated cluster had the most favorable levels of adaptive organizational outcomes(i.e., organizational commitment, job satisfaction), whereas the amotivated cluster was strongly related to non-adoptive organizational outcomes(i.e., turnover, emotional exhaustion). Based on these results, discussion was made regarding the distinct features of work motivation structure and motivational profiles in Korean work setting, and also future research directions were suggested.

Purpose – Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using Human Capital and Resource-based theories to propose that hiring overqualified job candidates adds to a firm’s human capital depth. This additional human capital depth, in turn, enables firms to improve near term organizational effectiveness, and ultimately, build long-term competitive advantage. However, the ability of the firm to sustain this competitive advantage is dependent upon the retention of the overqualified human capital. The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital. Finally, the implications of the proposed conceptualization and directions for future research are discussed. Design/methodology/approach – This paper reviews theory and proposes a conceptual framework for reimaging overqualified human resources. Findings – There are powerful benefits to hiring overqualified job candidates, but by not hiring overqualified job candidates, organizations are missing out on a large, easily available, and potentially lower cost source of highly skilled human capital. Practical implications – The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital. Originality/value – This paper uses Human Capital and Resource-Based theory to propose a conceptual framework which makes four key contributions. First, the authors propose that hiring overqualified job candidates increases an organization’s human capital depth. Next, this increased human capital leads to near term improvements in employee performance and organizational effectiveness. In turn, firms using career development exercises such as job crafting, mentoring, and/or informal leadership to retain overqualified human capital are more likely to covert near term organizational effectiveness into long-term competitive advantage. Finally, the authors offer a conceptual framework that bridges the overqualification and strategic human resources management literatures.

The global obesity epidemic, together with the high cost of employee turnover, makes it increasingly likely that employment decisions will be influenced by employers’ assessments of the risk of turnover associated with overweight and obese employees. There currently appears to be a widely held belief that both voluntary and involuntary turnover is greater among overweight and obese employees. This study puts that belief to the test. Based on our review of the literature, it is the first study to investigate the relationship between employee weight and both voluntary and involuntary turnover behavior using a nationally representative sample and longitudinal data (the National Longitudinal Study Youth 1979). We found that overweight and obese people are less likely to turnover voluntarily than their normal weight counterparts, whereas there is no relationship between excess weight levels and involuntary turnover. The study’s theoretical and practical implications are discussed, and future research directions are suggested.

The study highlights how dysfunctional customer behavior affects the hotel’s guest-contact employee turnover intention by performing the role of wisdom leadership and job embeddedness. The model was tested using data collected from 325 guest-contact employees in Omani 4 and 5-star hotels. The results suggest that dysfunctional customer behavior increases the likelihood of employee turnover. Wisdom leadership plays a mitigating role in the relationship between dysfunctional customer behavior and employee turnover. Female respondents supported the notion that employees’ cognitive rumination is positively related to employee turnover intention and that customer dysfunctional behavior has a positive relationship with employee turnover. Emotional exhaustion partially mediates the relationship between dysfunctional customer behavior and employee turnover. However, cognitive rumination and employee stress do not mediate the relationship between dysfunctional customer behavior and employee turnover. On the other hand, males showed better support on the basis that wisdom leadership moderates the association between dysfunctional customer behavior and employee turnover. The paper concludes by contributing various implications and directions for future research.

There are indicators that a substantial number of students in vocational education and training (VET) experience problems with successfully building their careers. This is often attributed to VET students’ motivation. The present study provides insight into VET students’ motivational profiles based on self-determination theory. Additionally, differences between those motivational profiles in terms of self-efficacy, test anxiety and perception of motivating teaching were investigated. The study involved 195 VET students, from one VET college in the Netherlands. Using latent profile analyses, four motivational profiles were identified that differed with respect to quality and quantity of motivation. Profiles with higher quality (25%) and higher quantity (27%) of motivation were related to higher levels of self-efficacy and perceived motivating teaching compared to profiles with low quantity (7%) or low quality (41%) of motivation. Furthermore, students in the profile with high-quality motivation reported the lowest levels of test anxiety. Additionally, our findings suggest there is indeed a relatively large group of VET students (48%) who actually experience motivational problems. Practical implications and directions for future research are discussed.

The study classified motivational teaching profiles and examined whether they differed significantly in terms of satisfaction, loneliness, and affects. The sample consisted of 315 teachers working in Spanish educational institutions during the COVID-19 pandemic (Mage = 41.95; SD = 10.18; 33% male), who completed the following online questionnaires: the Work Tasks Motivation Scale, the Teaching Satisfaction Scale for Teachers, the Affective Balance Scale, and the UCLA Loneliness Scale. The results revealed two profiles: (a) an average intrinsic motivation profile, characterized by average intrinsic motivation and identified regulation, and low levels of introjected regulation, external regulation, and amotivation; and (b) a high amotivation profile, characterized by low intrinsic motivation, low identified and introjected regulation, but high external regulation and amotivation. MANOVA analyses revealed significant differences between the profiles in terms of loneliness (F = 29.76; η² = 0.80), teaching satisfaction (F = 102.75; η² = 0.24), positive affect (F = 12.28; η² = 0.30), and negative affect (F = 63.19; η² = 0.16). Teachers in the average intrinsic motivation profile (a) reported higher levels of teaching satisfaction and positive affects, as well as lower levels of negative affects. However, contrary to previous findings, they also reported higher levels of loneliness. In conclusion, the study identified two distinct motivational profiles among teachers, associated with significant differences in loneliness, teaching satisfaction, and affective balance. The findings underscore the importance of further research and targeted interventions, particularly to support male and older teachers experiencing low motivation.

In response to the increasing prominence of corporate social responsibility (CSR) during the COVID-19 pandemic, this study investigates the interplay between employees’ perceived CSR motives, distrust in their employer, perceived crisis controllability, and turnover intention. Using a structural equation model and data from a survey of 740 U.S. employees, our findings indicate that intrinsic CSR heightens employees’ distrust in their organization, whereas extrinsic CSR reduces it. This distrust intensifies employees’ turnover intentions. Employees’ perceived crisis controllability, a personal risk assessment of the situation, mediates the relationship between employee distrust and turnover intention. The theoretical and practical implications are also discussed.

‘High potential’ programs: Let's hear it for ‘B’ players

Developmental Window of Opportunity: Implications of Parent-Child Psychotherapy for Early Childhood Depression Treatment.

Problematic Social Media Use (PSMU), an experience associated with symptoms replicable to those of addiction, has become increasingly prevalent worldwide. Previous literature suggested that social media subgroups convey varying risks with PSMU behaviours. Theoretically prompted by the Self-Determination Theory (SDT), this study aimed to (i) identify homogenous profiles of users based on their amotivation, external regulation, identified regulation and intrinsic motivation; (ii) examine the differences in levels of PSMU amongst motivational profiles and (iii) investigate potential differences in PSMU levels for different motivation styles. 276 social media users (18–62 years, Mage = 31.90, SD = 9.94) were assessed using the Situational Motivation Scale (SIMS) and the Bergen Social Media Addiction Scale (BSMAS) at three-time points, one year apart. Latent profile analysis (LPA) identified two motivational profiles: the ‘Low-Risk Motivation’ (LRM; 77.2%) and the ‘High-Risk Motivation’ profile (HRM; 22.8%). As hypothesised, the HRM profile exhibited higher levels of PSMU across waves. However, PSMU levels did not increase across waves. Findings suggest that users endorsing higher levels of amotivation and external regulation (i.e., HRM) convey a greater prevalence of developing PSMU behaviours. Findings indicate that PSMU may pertain as a maladaptive coping mechanism to manage psychosocial deficiencies. As such, these findings provide significant implications for the intervention, prevention and treatment of PSMU.

Grounded in self-determination theory, the aim of this study was to identify student motivational profiles when engaging in fitness testing (FT) lessons and the cognitive, emotional, and behavioural responses associated with these profiles. Three hundred and forty-two students from seven secondary schools in England took part in a typical FT lesson taught by their PE teacher. In this lesson, students completed measures of emotion pre, during and post the lesson, in addition to assessments of their perceived success after undertaking a running test and their situational motivation in the lesson. Running test scores were also recorded. Conducting Latent profile analysis, three distinct profiles were identified among the students: “low quality” (high in external regulation and amotivation, and low in intrinsic and identified regulation), “high quality” (high in intrinsic and identified regulation, and low in external regulation and amotivation) and “mixed” motivation (average levels across all motivation regulations). Further statistical analyses revealed that students in the “high quality” motivational profile experienced significantly higher enjoyment compared to the “low quality” motivational profile. No other differences in emotional responses were found. From a practical perspective, teachers could consider how FT lessons are framed, such that lessons have a clear, shared purpose and foster a needs-supportive environment. In turn, this should lead to students being more intrinsically motivated and positively engaged in FT lessons.