Withdrawal Intentions Research Articles

A study of ethnically discriminating analysis of turnover behavior: Euro‐American, Hispanic, and others

Given the sequence of cognitive and psychological developments between experienced job dissatisfaction and actual quitting suggested by Mobley and strongly supported by empirical studies, this research has attempted an ethnic subgroup analysis of turnover behavior between American hotel employees. To this end, categorizing the subjects into Euro‐American, Hispanic, and others, this study has tried to identify the significant factors that affect the psychological turnover process for each ethnic group. The results derived from the stepwise regression analyses adopted, and the inclusion of dummy variable analyses of ethnicity (Euro‐American vs. non‐Euro‐American and Hispanic vs., non‐Hispanic) have presented different unique sets of determinants for each of the four psychological constructs: job satisfaction, organizational commitment, thinking of quitting, and withdrawal intentions, depending on each ethnic subgroups. This warrants the cross‐cultural hotel management, especially in light of the rapidly increasing multicultural interfaces in hotel business milieu

An examination of the relationship between work commitment and work outcomes among hospital nurses

The goal of this study was to examine the relationship between work commitment (WC) forms (e.g., organizational commitment, job involvement, occupational commitment, work involvement, and Protestant work ethic) and work outcomes (e.g. withdrawal intentions from the organization, job and occupation, absenteeism, perceived performance, job-induced tension) among hospital nurses. Questionnaires were distributed to all the nurses in two hospitals in Western Canada. A total of 238 usable questionnaires were returned, a response rate of 47 percent. The findings showed the usefulness of WC in predicting work outcomes in the nursing profession. This support was based on the mutual effect of more than one commitment on organization and job withdrawal intentions, and on job-induced tension. The findings also emphasized the importance of occupational commitment as a predictor of work outcomes of nurses, and posed many questions about the usefulness of job involvement, which had no relationship to withdrawal intentions and a negative relationship to the other outcome variables to which it was related. The paper concludes with recommendations for future research about WC in the nursing profession.

An exploratory cross‐cultural study on psychological turnover behavior: A comparison of American and Korean hotel employees

This research investigates the psychological turnover theory, which is developed based on the Mobley's model, and compares the hotel employees of two culturally different countries: U.S.A. and South Korea. It takes the controversy of transferability of management theories in different cultures into consideration. This study also compares the influencing factors in the particular behavior between the two groups. For both samples, the path analyses using a series of multiple regression analyses have shown the existence of a particular linkage among the four psychological construct variables studied: job satisfaction, organizational commitment, thinking of quitting, and withdrawal intentions, thus supporting the model. Given the possible problems of collinearity between the predicting variables and thereby instability of the regression coefficients, stepwise regression analyses have been employed to serve the second objective of this study, resulting in significant differences between the two samples. In addition, a dummy variable has been created to examine the role of nationality in predicting the turnover behavior, with the nationality turning out to be an important predictor, however, its influence is indirect through organizational or psychological factors.

The Predictive Validity of Work/Career-Related Attitudes and Intentions on Pharmacists' Turnover Behavior

ABSTRACTA longitudinal study design was used to investigate the predictive validity of a previously developed model. Reasons for remaining in the profession or with the employer were also investigated. Responses were received from over 60% of die original sample. Demographic factors and job withdrawal intention were the strongest predictors of turnover from the employer. Demographic factors and career withdrawal intention were the strongest predictors of turnover from the profession. Respondents remained in the profession and with the employer due to continuance rather than normative commitment. Over time, career and organizational commitments had a significant positive relationship. Respondents with high career and organizational commitments at Time 1 had high career and job withdrawal intentions at Time 2. These findings suggest that results based on cross-sectional data should be confirmed through longitudinal analyses.

The Effects of Organization-Based Self-Esteem on Workplace Outcomes: An Examination of Emergency Medical Technicians

Forty-six technicians employed by an ambulance and life flight service were surveyed to examine the effects of organization-based self-esteem (OBSE) on career outcomes and quality. Results show that those high in OBSE reported stronger career commitment and weaker career withdrawal intentions than those low in OBSE. Contrary to predictions, significant differences were not found for career satisfaction and career tenure. However, there was a significant difference between the high and low groups on the import of quality. Those low in OBSE tended to devalue quality as compared to those high in OBSE. A post hoc analysis was conducted to offer insight into which aspects of quality were important to the high OBSE group.

An Investigation of the Effects of Empowerment on Librarians' Attitudes Toward Their Jobs, Organizations and Careers

Members of the Medical Library Association were surveyed by mail to assess attitudes about their jobs, organizations, and careers as they related to their feelings of empowerment. Analysis- of-variance results show that Hypothesis I was supported in that respondents higher in empowerment reported greater job satisfaction and weaker job withdrawal cognitions than those lower in empowerment. Hypothesis 2 was also supported as those higher in empowerment reported greater organizational commitment than those lower in empowerment. Finally, for Hypothesis 3, there were significant differences in the expected direction for career commitment and career satisfaction, but only partial support for career withdrawal intentions. Implications of the findings are discussed.

Predictors of intentions to leave the ward, the hospital, and the nursing profession: A longitudinal study

AbstractThe stages preceding and following the intention to withdraw from an organization have not been adequately examined. Data were collected at two time periods from a sample of 146 nurses working in a general hospital located in a large metropolitan area in Israel. Essentially, intention to withdraw from three levels — ward, hospital and profession — were examined. LISREL was used to test alternative longitudinal models for the best fitting set of linkages among variables. The findings supported a progression model of withdrawal intention. According to this conceptualization, a nurse first decides to leave the ward, then the hospital, and, finally, the profession. Theoretical and practical implications of the results were presented.

Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects

AbstractA three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism. In contrast, normative commitment was related only to withdrawal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The form of the interaction was such that high sunk costs tempered relationships between affective commitment and the relevant outcome variables.

Impact of shift work and department type upon strain and attitudinal measures of hospital nurses

Abstract The effects of shift work (fixed versus rotating), type of hospital department (intensive care unit versus non-ICU), and job scope on stress and attitudes have been reported previously. The goal of the present study was to examine the interactive, as well as individual, impact of these variables on measures of perceived work stress, strain, work satisfaction and withdrawal intentions. Respondents in the study were nurses in a large general hospital in Israel. None of the two- or three-way interactions received empirical support. However, significant multivariate main effects for each of the three independent measures were found. The negative influence of rotating work shift compared to fixed work shift was supported. Nurses who thought that their job was more enriching were more satisfied and perceived their workload as being lower. Department type affected only burnout level; nurses in non-ICUs were lower in burnout. Several theoretical and practical possible interpretations and possible implica...

Pharmacists and Career Commitment, Career Withdrawal Intention, and Career Change

Pharmacists and Career Commitment, Career Withdrawal Intention, and Career Change

An Investigation of the Predictors and Outcomes of Career Commitment in Three Career Stages

This paper investigated the predictors and outcomes of career commitment in three career stages among a sample of managerial and professional employees ( N = 396) in Singapore. The findings revealed some support for the model. As predicted, expected utility of present job and job characteristics was significant across career stages. The analyses that examined the moderating effect of career stage on the predictors of career commitment revealed career satisfaction to be significant in the stabilization stage and organizational commitment in the maintenance stage. However, supervisor support was only marginally significant in the trial stage. Career commitment showed a significant positive relation with skill development and a significant negative relation with career withdrawal intentions across career stages. Limitations of the study, implications of the findings, and directions for future studies are discussed.

Pharmacists and Career Commitment, Career Withdrawal Intention, and Career Change

The career commitment, career withdrawal intention, and career changes of a nationwide, random sample of pharmacists were investigated through the use of an eight-page mail questionnaire. Pharmacists obtained a lower mean career commitment scale score and a lower mean career withdrawal intention scale score than comparison professionals. Career commitment was strongly correlated with career withdrawal intention (r = .67). Those individuals not in pharmacy-related work were found in both health- and business- related fields. They left pharmacy for a combination of intrinsic and extrinsic reasons. Future research should be directed toward a greater understanding of the dynamics of a professional career and the factors within and outside the profession that influence career-related issues.

Evaluating the Constructvalidity of Work Commitment Measures

A detailed description of the use of confirmatory factor analysis when evaluating the construct validity of work commitment measures is provided Using a random sample of 841 licensed pharmacists, evidence for the convergent and discriminant validity of the measures of career commitment, organizational commitment, career withdrawal intention, and job withdrawal intention was obtained. The factor loadings, error variances, and fit indices all indicated an adequate fit. The psychometric properties of each scale indicated that the scale items had high reliabilities. The results of these analyses indicate that confirmatory factor analysis provides an alternative to exploratory analyses when determining the construct validity of work commitment concept measures. Continued use of these scales is recommended in other professional groups so that these results may be replicated

A path-analytic investigation of the determinants of career withdrawal intentions of engineers: some HRM issues arising in a professional labour market in Singapore

Data obtained from engineers (N = 230) in Singapore were used to test a model of career withdrawal intentions. The model hypothesized personal, organizational and environmental variables as exogenous variables that affect career satisfaction and job satisfaction. These affective states in turn affect career commitment which was posited directly to affect career withdrawal intentions. The findings suggest that the model is useful in explaining career withdrawal intentions as 50 per cent (R2) of the variance was explained. As hypothesized, career commitment revealed a significant negative path to career withdrawal intentions. Some of the exogenous variables, particularly organizational variables, showed direct significant paths to career withdrawal intentions, though work–family conflict, a personal variable, approached significance. A limitation of the study, direction for future studies and implications of the findings are discussed.

Work commitment in relation to withdrawal intentions and union effectiveness

This article assesses how forms of work commitments (job, occupational, union, and organization commitment) are related to withdrawal intentions and union effectiveness. Using a matrix measurement approach for work commitment (WC), 129 white-collar employees from three private industrial firms in Israel were surveyed. The findings indicate that almost all of the outcome variables are affected by WC forms. When job satisfaction was included in the equations, it contributed to the explained variance mainly in the case of withdrawal intentions. The results are discussed in terms of their implications for future investigation into WC, and on the need for a new conceptual framework of the relationships among WC, job satisfaction, and work outcomes.

Antecedents and outcomes of career commitment

Based on London's (1983) and London and Mone's (1987) theory of career motivation and the extrawork literature, a hypothesized model of the antecedents and outcomes of career commitment was proposed and tested. Data obtained using structured questionnaires from a sample of teachers and nurses in Singapore ( N = 510) were analyzed using LISREL. Results of the LISREL analysis indicate that the model did not fit the data although work role salience, organizational commitment, career satisfaction, and organizational opportunity for development emerged as significant antecedents of career commitment. The only extrawork variable, family supportive activity, was not significantly related to career commitment directly. In terms of outcomes of career commitment, career commitment was significantly and positively related to skill development and negatively to career and job withdrawal intentions but was not significantly related to work quality. Implications of the failure of the model to fit the data for London's and London and Mone's theory are discussed and hypotheses for the model's revision are suggested.

Predictors of intention to leave child care work

Conceptual models of the turnover process have proposed that work attitudes lead to withdrawal intentions, and that these intentions govern actual turnover behavior. This study tested several propositions derived from current conceptualizations of the turnover process, focusing primarily on the relation of organizational commitment, job facet satisfaction, and perceived availability of alternative employment to intentions to leave or remain in child care work. A nonprobability sample of 223 child care workers employed in licensed center-based programs in four metropolitan areas of Indiana completed and returned questionnaires designed to gather information on work attitudes. Hierarchical multiple-regression analyses indicated that commitment, satisfaction with pay and opportunities for promotion, and perceived availability of job alternatives contributed significantly to explained variance in intention to leave. Implications for understanding the withdrawal process and improving the work attitudes of child care workers are discussed, along with directions for future research.

Combining Intention with Investment to Predict Withdrawal Behavior

Abstract The present study assessed the extent to which the withdrawal behaviors for two samples of Americans (254 health care workers and 45 ROTC students) could be predicted using self-reported information about withdrawal intention and investment size. Hierarchical regression analyses were performed for each sample, and the results were consistent: For both samples, the main effect of intention (entered first) contributed significantly to the prediction of withdrawal behavior. Neither the main effect of investment (entered second) nor the Intention × Investment interaction effect (entered third) contributed significantly to the prediction of withdrawal behavior for either sample. These findings are inconsistent with prior research, which showed that all three parameters (intention, investment, and their interaction) made significant contributions to the prediction of participation in music-related activities. We propose that the inconsistent findings relate to the degree of personal relevance of the criterion measures.

Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors

Relationships among a variety of organizational withdrawal indicators and retirement are examined. The specific focus is on retirement as a voluntary organizational withdrawal behavior. Retirement is considered a means, similar to other forms of organizational withdrawal, that individuals may use to avoid dissatisfying work situations. Eighty-two academic and eighty-four nonacademic employees at a large midwestern state university completed a structured interview about their retirement intentions, work-role attitudes, job importance, attitude toward retirement, and withdrawal behaviors. Relations among individual withdrawal intentions, cognitions, and reported behaviors—including lateness, absenteeism, turnover intentions, desire to retire, and intended retirement age—are reported. Preliminary evidence for two families of withdrawal behaviors, Work Withdrawal and Job Withdrawal, was found. Similar patterns of relations among the behaviors for both academic and nonacademic employees were evident. Regressions of composite scores reflecting the two withdrawal families on job attitudes, job importance, health satisfaction, and retirement attitudes were examined. Different networks of relations across the two samples and between the two families within each sample were obtained. Implications of the findings for organizations and individuals are discussed.

Impacts of objective and subjective labour market conditions on employee turnover

To understand the impacts of objective and perceived labour market conditions on employee turnover, interview data from a nationwide sample of young workers were examined. Contrary to findings obtained in studies investigating the relationship between aggregate turnover rate and economic conditions, the situation in the objective labour market was found to have no effect on the withdrawal process on an individual level. Neither did it affect individual job satisfaction. However, subjective perception of alternative employment opportunities, as well as job satisfaction and withdrawal intention, were predictive of voluntary termination during the subsequent year. Reasons for the discrepancy are discussed.