Article

Pronostic de l’intention de départ chez les sapeurs-pompiers volontaires en France

Article

Pronostic de l’intention de départ chez les sapeurs-pompiers volontaires en France

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Abstract

Les services d’incendies et de secours observent actuellement un taux de départs élevé chez les sapeurs-pompiers volontaires et soulignent l’enjeu de maintien des volontaires au sein de ces structures. L’intention de départ a été étudiée chez les employés permanents, toutefois les antécédents de celle-ci chez les volontaires restent peu connus. Cette étude, conduite auprès de 139 sapeurs-pompiers volontaires, vise à identifier les facteurs de premier et de second ordre en jeu dans l’intention de départ. L’analyse en pistes causales réalisée met en évidence la satisfaction à l’égard de l’encadrement, l’implication au travail et le soutien organisationnel perçu comme médiateurs principaux des effets exercés par l’engagement affectif et normatif, la satisfaction à l’égard de l’activité et des collègues, ainsi que la motivation intrinsèque et extrinsèque sur l’intention d départ. Aucune caractéristique sociodémographique personnelle ne prédit l’intention de départ. La conclusion majeure de cette étude indique que le départ des sapeurs-pompiers volontaires est principalement déterminé par les variables relatives aux attitudes à l’égard de l’organisation. Le taux de rétention ne pourrait donc pas être amélioré à travers la révision des pratiques de sélection, mais grâce à la considération plus attentive des pratiques de socialisation organisationnelle.

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... 236). Similarly, the turnover cost for those organizations that employ high risk and demanding professionals is a growing problem, whether they are soldiers (Dupré & Day, 2007); police officers, fire-fighters (Burakova et al., 2014) or nurses (Duxbury & Halinski, 2018). And there is a further problem in that, due to the specific training requirements that these occupations demand, this may result in higher-than-average costs of turnover (Dupré & Day, 2007). ...
... In the case of the organizations where these demanding professions develop, such resistance leads to the desire to leave the organization, with the consequences already discussed. An organizational culture that hinders integration of work and life outside work has been found to relate to turnover intention in firefighters (Burakova et al., 2014), military personnel (Dupré & Day, 2007), and federal agencies (Caillier, 2016). Thus, we hypothesize that: ...
... As Holtom et al. (2008) indicated, there is no line in the financial statements that captures the cost of turnovers. This cost in hierarchical organizations and demanding professions is a growing problem, whether in the military (Dupré & Day, 2007), among police officers or firefighters (Burakova et al., 2014) or nurses (Duxbury & Halinski, 2018). Moreover, there is an additional challenge: this cost may be higher than for other occupations due to the specific training conditions of these demanding occupations. ...
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The purpose of this research was to look into the work-life interface of professionals in a de-manding and high-risk occupation in an organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results found show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-family conflict). At the same time, organizational culture negatively affects turnover intentions and work-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor behaviors and culture provides implications for work and family practices in this type of organization.
... Regarding any relationship between satisfaction and commitment per se those conducted with English-speaking samples (e.g., Agarwal & Sajid, 2017;Currivan, 1999;Griffeth et al., 2000) indicate that organisational commitment is the closest antecedent of turnover [intention], while samples from other cultures do not support this (e.g., Burakova et al., 2014;Hsu & Liao, 2016;Semmer et al., 2014). There is no consensus either conceptual or empirical (Saridakis et al., 2018;Tett & Meyer, 1993). ...
... Job satisfaction is a direct antecedent to turnover intention as a robust indicator of potential withdrawal. Affective organisational commitment, as a more specific evaluation targeted towards one's organisation, precedes turnover intention indirectly in accordance with previous studies (e.g., Burakova et al., 2014;Hsu & Liao, 2016). ...
... Indeed, job satisfaction remains closely tied with turnover intention and precedes it directly. The fact that POP's effect onto turnover intention is mediated by affective commitment and job satisfaction is consistent with the recent discussions of turnover models (Holtom et al., 2017;Holtom et al., 2018;Hom et al., 2012;Hom et al., 2017;Rubenstein et al., 2018) and previous research on French firefighters (Burakova et al., 2014). Regarding the effect of affective organisational commitment onto turnover intention, there is less consensus in the literature. ...
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Purpose The purpose of this paper is to examine the effect of different facets of perceived organisational politics and workplace attitudes onto turnover intention in the French Fire and Rescue service. Methodology An electronic survey was administered to fire department employees (n = 255) to investigate the effects of different forms of perceived organisational politics (POP) onto turnover intention, and test for mediation by affective organisational commitment and job satisfaction with structural equation modelling (Lisrel 8.80). Findings Both pay-and-promotion and general perceived organisational politics indirectly predicted turnover intention in French firefighters, although the total effect of pay-and-promotion politics was greater than general politics. Affective organisational commitment and job satisfaction mediated the effect of perceived organisational politics onto turnover intention. Practical implications Public organisations, which have recently undergone reorganisations, should monitor perceptions of organisational politics to better understand the association with attitudes (such as affective organisational commitment and job satisfaction), as well as to predict turnover intention. Originality/value The study goes expands on the identification of various turnover intention's antecedents to contribute to consider understanding of its reasons, such as perceived organisational politics, where pay-and-promotion politics appears to be more salient factor than general politics. Affective organisational commitment and job satisfaction mediate the effects of POP onto turnover intention with nuanced effects. We also generated support for the order of factors in the model, where job satisfaction is a first-order predictor of turnover intention and organisational commitment second-order one. The POP Scale (Kacmar & Ferris, 1991) was validated in French.
... Working conditions may have various positive and negative impacts on employees' outcomes such as turnover intentions. Different research on various working samples have shown that perceived work conditions may affect turnover intentions (Houkes et al., 2001;Huang et al., 2007;Podsakoff et al., 2007;Poilpot-Rocaboy et al., 2011;Burakova et al., 2014). Mueller and Price (1990) have established that the determinants in voluntary turnover are of a psychological, sociological, and economic nature. ...
... As predicted, adverse working conditions were positively and significantly associated with high turnover intentions, showing correlations at different ranges. These results support previous studies that found similar relationships among diverse working groups (Houkes et al., 2001;Huang et al., 2007;Podsakoff et al., 2007;Poilpot-Rocaboy et al., 2011;Burakova et al., 2014). However, Podsakoff et al. (2007) found working conditions related to task accomplishment to be better predictors of turnover intentions than working conditions related to personal development. ...
Article
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Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts.
... WFC moderates the relationship between DW and intention to leave, such that increased WFC strengthens the negative effect of DW on intention to leave. Different scholarly research has presented evidence supporting the negative relationship between DW perception and intention to leave [72][73][74]. Poor working conditions, such as exposure to physical and mental risks, poor work-life balance, and perceptions of job insecurity, have been found to have an impact and increase employees' intention to leave their organisation [22]. ...
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Decent work (DW) has emerged as a growing paradigm for all, entailing fundamental principles and rights at work which can pervade all human resource management (HRM)practices. While studies on DW are generally examined on macro levels, such as social, economic, legal, and political, the rising emphasis to realize the Sustainable Development Goal (SDG) No. 8 of the UN and highlight the importance of quality of employment in this paper we draw our attention to the DW concept at the micro level The purpose of this study is to explore whether DW is associated with ‘employee performance’ and ‘intention to leave’. Additionally, the aim is to investigate whether work–family conflict (WFC) and family–work conflict (FWC) can serve as moderating variables under the job demands–resources (JD–R) model. Data were collected from employees working for 392 organisations, who represented their companies at a national career fair in Turkey. The results have revealed the role and importance of securing DW as a significant job resource for sustaining positive employee outcomes, including high performance and a reduced intention to leave. Furthermore, the study has shown that while WFC has moderating effects on performance and employees’ turnover intentions, FWC serves as a moderating variable, weakening the relationship between DW and intention to leave in case of adverse family demands.
... .). Ces interventions parfois délicates, souvent génératrices de stress s'inscrivent dans des pratiques où le travail en équipe est primordial (Burakova, Ducourneau, Gana, & Dany, 2014 ;Laurent, Chahraoui, & Carli, 2007). Certaines études centrées sur l'analyse des erreurs humaines dans le diagnostic (Marquié, Raufaste, Mariné, & Ecoiffier, 2003) s'inscrivent dans une perspective cognitive d'analyse de la décision sans pour autant nier l'impact des facteurs situationnels. ...
Article
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L’objectif de cette étude est d’explorer les liens qu’établissent les professionnels de la santé entre le fonctionnement de leur équipe de travail et le risque d’erreur médicale. Les entretiens menés auprès de services de réanimation (30 sujets) ont mis en évidence plusieurs dimensions : une logique de confiance collective reposant en partie sur la vision partagée d’une rationalité scientifique des techniques et procédures propres à ces services, une importante pratique de transmission des compétences renforçant la cohésion groupale, l’aspect central de l’ambiance de travail, et l’ambivalence de l’influence de l’hétérogénéité des fonctions. Les données recueillies illustrent les différences et complémentarités des soutiens interindividuels et institutionnels et le risque de repli identitaire sur sa fonction professionnelle en cas d’erreur ou de risque d’erreur. La nature des liens qui définissent les équipes de soin participe fondamentalement à la prévention des risques d’erreur et à la gestion des angoisses individuelles et collectives associées.
... The importance of the quality of leadership was also referred to and previous evidence has suggested how this can encourage engagement and attendance [24]. However, tight-knit groups such as an individual watch can magnify the adverse effects of poor leadership with recent evidence that attitudes of some managers within the fire service can contribute to high attrition rates due to stress [25] and acknowledged in recent calls to remain alert to the potential for bullying in the UK fire service [26]. In acknowledging the demanding nature of their work, the positive work-life balance afforded by the four 'rota days' between shifts was noted and recent research has indicated the important role of this balance in reducing sickness absence [27,28]. ...
Article
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Background: Sickness absence rates in the UK continue to exceed those in much of the developed world, with an annual cost to employers of £29 billion. Rates of sickness absence in the public sector are higher than those in the private sector, with the exception of the fire service where they are consistently lower. Aims: To understand the influences that increase attendance among operational firefighters. Methods: A series of semi-structured interviews undertaken with operational staff to explore their attitudes to sickness absence. Results: Review and analysis of participant responses identified a number of key themes, namely employee well-being, including physical fitness and mental health; employee engagement with the fire service as manifested by culture, experience, nature of the job and leadership; organizational factors including the staffing model and relationship with occupational health services and policy, which describes both refinements to and implementation of targeted policies. Conclusions: Previously observed factors such as improved fitness and the distinct firefighter culture play a role, yet other factors emerged that could explain the differences. These include the greater work-life balance offered by their shift patterns, the terms and conditions of employment and perhaps most importantly the evolution of precisely targeted policies that understand the unique nature of the operational fire service.
... Both theoretical as well as experiential models of turnover intentions very strongly supported that behavioural intentions comprise the most immediate determinant of actual behaviour (Triandis, 1980), more specifically turnover (Lee and Mowday, 1987). Prior literature has identified that work related factors and personal characteristics are core determinants of turnover intentions (Tyagi and Wotruba, 1993;Burakova et al., 2014). Certain studies even claim that there are significant correlations between turnover intention and certain demographic variables like gender, age, education, income and marital status (Randhawa, 2007;Hancock et al., 2013;Agyeman and Ponniah, 2014;Shukla and Srivastava, 2016). ...
... Both theoretical as well as experiential models of turnover intentions very strongly supported that behavioural intentions comprise the most immediate determinant of actual behaviour (Triandis, 1980), more specifically turnover (Lee and Mowday, 1987). Prior literature has identified that work related factors and personal characteristics are core determinants of turnover intentions (Tyagi and Wotruba, 1993;Burakova et al., 2014). Certain studies even claim that there are significant correlations between turnover intention and certain demographic variables like gender, age, education, income and marital status (Randhawa, 2007;Hancock et al., 2013;Agyeman and Ponniah, 2014;Shukla and Srivastava, 2016). ...
... The high demands of VFF derive from their scheduled off-site/on-call duty week, frequent physically and emotionally taxing operations, non-relevant management and organizational policies , and work-time commitment of primary employment that results in family stress, sleep deprivation, and perhaps risk for ORI. All of these increase the likelihood of burnout and exhaustion (Wolkow et al. 2017), leading to withdrawal from firefighting as a career (Burakova et al. 2014). Finally, we believe knowledge of predictable-in-time difference in risk for ORI plus comprehensive understanding of the totality of factors that impact safe and efficient performance of field operations, including influential cognitive and physical circadian rhythms, is indispensable for implementing effective injury prevention programs not only for off-site/on-call VFF but also on-site/on-call VFF and CFF. ...
Article
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ABSTRACT We assessed the 24-h pattern of operations-related injuries (ORI) experienced by scheduled off- site/on-call French volunteer firefighters (VFF) through analysis of an archival database. Occurrence and severity – evaluated by number of lost work days (LWD) and total medical costs (TMC) – of ORI were explored in terms of risk ratios, respectively, number of ORI/number of service operations (RRORI), number of LWD/number of ORI (RSLWD,) and TMC/number of ORI (RSTMC). Additionally, the collective work performance of all involved VFF was measured in terms of the lag time (LT) between emergency call-center firefighter-answered communication for service of observer-presumed out-of-hospital cardiac arrest (OHCA) and departure of vehicle from fire station to render aid, designated LTOHCA. Cosinor and cross-correlation statistical meth- ods were applied. A total of 252 ORI occurred while performing 146,479 service operations. High- amplitude 24 h variation was detected in RRORI (p < .003), SRLWD (p < .001), SRTMC (p < .012), and LTOHCA (p < .001), all with nocturnal peak time. Coherence was found between the day/night variation of LTOHCA and RRORI (r = 0.7, p < .0002), SRLWD (r = 0.5, p < .02), and SRTMC (r = 0.4, p < .05). This investigation verifies the occurrence and severity of ORI of scheduled off-site/on-call VFF exhibit high-amplitude 24 h patterning with nocturnal excess that closely coincides with their day/night work performance measured by LTOHCA. These findings, which are essentially identical to ones of a previous study entailing on-site/on-call career firefighters, indicate the need for fatigue management and ORI prevention programs not yet available to VFF, who compose the majority of the field service workforce of French fire departments.
... If behavioral intent explains about 30% of behavioral variance (Armitage & Conner, 2001), what other variables explain the specific behavior of voluntarily leaving an organization? An analysis of the antecedents of the intention to leave the organization in international studies points to a set of personal, occupational and environmental antecedents (Burakova, Ducourneau, Gana, & Dany, 2014;Halawi, 2014;Treuren & Frankish, 2014). Six personal antecedents have been researched more intensely: age, sex, schooling, marital status, family or kinship responsibility, and professional experience. ...
Article
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The intention to leave the organization is a cognitive, deliberate and conscious process of a person quitting the organization he or she works in a near future. This study was designed to systematize the antecedents of the intention to leave the organization in empirical studies published in Portuguese between 2000-2015. We used a systematic review method to research 31 journals, proceedings of the Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), ScIELO database, Google Scholar, and Theses and Dissertations Catalog - CAPES. Thirty-five publications were selected for analysis, where 18 antecedents were identified. Based on these results and on the theory of planned behavior, a model is proposed for understanding the relationships between the intention to leave, its antecedents, and the actual voluntary behavior of leaving organizations. The article indicates different paths to improve the understanding of behavioral variance related to the intention to leave the organization.
... Both theoretical as well as experiential models of turnover intentions very strongly supported that behavioural intentions comprise the most immediate determinant of actual behaviour (Triandis, 1980), more specifically turnover (Lee and Mowday, 1987). Prior literature has identified that work related factors and personal characteristics are core determinants of turnover intentions (Tyagi and Wotruba, 1993;Burakova et al., 2014). Certain studies even claim that there are significant correlations between turnover intention and certain demographic variables like gender, age, education, income and marital status (Randhawa, 2007;Hancock et al., 2013;Agyeman and Ponniah, 2014;Shukla and Srivastava, 2016). ...
Article
Satisfaction from job is considered as an important variable for study with respect to sales employees. By virtue of their job profile, sales employees are required to respond to multiple demands from multiple stakeholders both at work and family front which eventually lead to negative outcomes such as stress. This in turn results in lesser satisfaction both in work and family domains. Although job satisfaction gets highlighted across researches (especially in western context), family satisfaction still remains a subject of negligence in sales related researches. The present study aims to validate the Job and Family satisfaction in Indian context by exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) using analysis of moment structures (AMOS) software. The results of the data analysis conform the findings of previous literature. Further, this study explored the impact of demographic variables on job and family satisfaction of sales employees. The study contributed to the sales management literature by identifying the key demographic variables that can have an effect on sales employee's job and family satisfaction. Results indicated that sales employee satisfaction from job is associated with both work (tenure in an organization, hierarchy and annual salary) as well as family related domains (marital status). However, family satisfaction is primarily dependent on family related factors. Implications of these findings are discussed.
... This research used a composite variables model because it was more likely that the use of manifest variables would reflect the characteristics of the sample rather than those of the population. As a result, and referring to previous research (Burakova, Ducourneau, Gana, & Dany, 2014;Harrison, Xiao, Ott, & Bortree, 2017), a recursive path analysis model was developed. This model revealed the effects among the factors which influence volunteers' engagement in volunteering. ...
Article
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This research was carried out at the Science Volunteer Program 2018, which is run by Taiwan’s Ministry of Science and Technology. The purpose of the research was to understand the effects of self-efficacy, satisfaction, and science trust on science volunteers’ intention to continue volunteering. The research drew on the Social Cognitive Career Theory (SCCT) to test how social cognitive variables affect volunteers’ intention to continue engaging in events and with organizations. A total of 156 volunteers taking part in the program completed a questionnaire measuring Self-efficacy, Satisfaction, Trust, and Intention. A structural equation model (SEM) was developed, and the proposed effects on the variables were tested using SEM procedures. The results of the SEM analysis found that there were positive effects between (a) Self-efficacy and Satisfaction, (b) Self-efficacy and Intention, (c) Satisfaction and Intention, and (d) Trust and Intention. The discussion highlights implications for science volunteer managers who are not only in a position to increase volunteers’ behavioral intention to continue their engagement in volunteer work, but also to facilitate interventions to boost volunteering in Taiwan. Keywords: citizen science, science volunteers, social cognitive career theory, structural equation model
... Il existe d'autres formes de désinvestissement, comme par exemple le raccourcissement du temps de travail via les retards, l'absence aux réunions, etc. (Hanisch, 2002). De telles déviances bénignes devraient être prises en compte comme signe de l'évaluation négative de la QVT par l'employé et ouvrir des pistes d'exploration approfondie afin d'identifier les facteurs de risques et les ressources permettant de rééquilibrer une situation de travail donnée (Burakova, Ducourneau, Gana, & Dany, 2014). Dans cette optique, les RPS ne sont plus vus comme un objectif, mais plutôt comme un levier permettant d'accéder à une qualité de vie au travail optimale. ...
Chapter
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Évoquer la question des risques professionnels c’est nécessairement traiter des enjeux de préservation de la santé des travailleurs. Cette perspective classique en matière d’évaluation des risques professionnels s’étend, depuis quelques années, au rôle du travail dans la construction de la santé. Dans les deux cas, qu’il s’agisse de préserver ou construire, la prévention occupe une place centrale. Néanmoins, quels sont les points d’accord ou de désaccord entre les approches centrées sur les risques psychosociaux (RPS) et celles ayant trait à la qualité de vie au travail (QVT) ? Ces perspectives doivent-elles être distinguées ou bien considérées comme complémentaires ? Les employeurs n’ont-ils pas tout intérêt à promouvoir et protéger la santé de leurs salariés et leur assurer une qualité de vie au travail ? (Le Bihan, 2013). Ces interrogations constituent le fondement de ce chapitre dont la finalité est de proposer une « troisième » voie susceptible de répondre aux exigences opérationnelles de prévention et développement de la santé en lien avec l’efficience des systèmes productifs.
... Finally, the environmental determinants are the stimuli and phenomena external to the organization, which can influence the functioning and the retention of the individual within it (such as the existence of alternative employment opportunities, economic crisis, and administration changes in the government) (Ghapanchi & Aurum, 2011;Burakova, Ducourneau, Gana, & Dany, 2014). The following environmental variables were associated with retention in prior studies: recession periods, a high rate of unemployment, and government administration changes (Oliveira et al., 2012;Huang, Lin, & Chuang, 2006). ...
Article
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ABSTRACT Purpose: This study describes the reasons for professionals to stay or leave information technology (IT) organizations in Santa Catarina. Originality/value: Technology organizations have experienced challenges in retaining professionals. Therefore, this study contributes to the literature on the subject by presenting the professionals’ perceptions about their reasons for voluntarily staying or leaving these organizations. Design/methodology/approach: Four hundred and forty workers from private technology companies freely answered two open questions in an online questionnaire (survey): “What are the reasons that maintain you working at this company?” and “For what reasons would you leave this company in the future?”. The responses, collected in the second half of 2016, were inductively coded and subsequently aggregated into categories. Findings: The results indicate that the professionals remain in the researched organizations primarily due to occupational (job satisfaction, organizational commitment, proper working conditions and perception of professional growth), organizational (adequate management practices) and environmental reasons (perception that there are no better work alternatives). The professionals surveyed would leave the organizations they currently work, primarily for occupational reasons (lack of job satisfaction and opportunities for professional growth, lack of an outlook on valorization and better working conditions), as well as for organizational (inadequate management practices), environmental (better job alternatives) and individual reasons (career planning). Based on the analysis of these results, an agenda for future research on the investigated topic is presented. KEYWORDS Permanence in organizations. Exit from organizations. Retention. Intentions. Technology companies.
... Ils se « nourrissent » des échanges avec les usagers du service public dans un système de don et de contre-don déjà évoqué. Ainsi,Burakovaa et al. (2014), estiment que la motivation à aider la population locale serait le plus fort déterminant à rester pompier. L'activité de volontaire lui permet d'avoir un impact sur son environnement, de conserver le contrôle de son activité et de se réaliser. ...
... Por fim, os determinantes ambientais referem-se aos estímulos e fenômenos externos à organização que podem influenciar o seu funcionamento e a permanência do indivíduo na organização (como a existência de alternativas de emprego, crise econômica e mudanças de governo) (Ghapanchi & Aurum, 2011;Burakova, Ducourneau, Gana, & Dany, 2014). As seguintes variáveis ambientais foram associadas com a retenção em estudos anteriores: períodos recessivos, altas taxas de desemprego e mudanças de governo (Oliveira et al., 2013;Huang, Lin, & Chuang, 2006). ...
Article
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Objetivo: Este estudo descreve as razões de permanência e de potencial saída voluntária de profissionais de organizações de tecnologia da informação (TI) de Santa Catarina. Originalidade/valor: Organizações de TI têm vivenciado desafios para reter profissionais. Diante dessa realidade, este estudo contribui para a literatura sobre o tema ao apresentar a percepção de profissionais sobre as suas razões para permanecerem nessas organizações ou saírem voluntariamente delas. Design/metodologia/abordagem: Quatrocentos e quarenta trabalhadores de empresas privadas de TI responderam livremente a duas perguntas abertas em um questionário on-line (survey): “Por que você permanece trabalhando nesta empresa?” e “Por que você poderia deixar esta empresa no futuro?”. As respostas, coletadas no segundo semestre de 2016, foram codificadas indutivamente e depois agregadas em categorias. Resultados: Os resultados indicam que os profissionais permanecem nas organizações pesquisadas prioritariamente devido a razões ocupacionais (satisfação no trabalho, comprometimento organizacional, condições de trabalho adequadas e percepção de crescimento profissional), organizacionais (práticas de gestão adequadas) e ambientais (percepção de que não há melhores alternativas de trabalho). Os profissionais pesquisados deixariam as organizações em que trabalham também prioritariamente por razões ocupacionais (ausência de satisfação no trabalho e de oportunidades para crescimento profissional, falta de perspectivas de valorização e por melhores condições de trabalho), bem como por razões organizacionais (práticas de gestão inadequadas), ambientais (melhores alternativas de trabalho) e individuais (planejamento de carreira). A partir da análise desses resultados, é apresentada uma agenda para pesquisas futuras sobre o tema investigado.
... It, therefore, goes without saying that appreciating the antecedents to employees' intention to quit and the identification of strategies to retain such employees cannot be over-emphasised. Researchers (Burakova et al. 2014;Halawi 2014;Treuren & Frankish 2014) have pointed to a set of occupational, environmental and personal antecedents to employees' intention to quit. Job satisfaction and organisational commitment have been identified as the two common occupational antecedents to employees' intention to leave (Steil, Floriani & Bello 2019), and with reference to environmental antecedents, these include but are not limited to the existence of employment alternatives (Heinen et al. 2013), the economic development level, social security policy, employment policy, labour demand and supply conditions (Li & Lu 2014). ...
Article
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Background: The continued growth in employment creation by small businesses in the hospitality sector necessitates research in organisational behaviour concepts such as turnover intentions that, for a long time, have been associated only with large organisations. Aim: This study investigated the impact of selected individual and organisational factors on turnover intentions amongst employees in bed and breakfast (BB) establishments in a district in the Free State province of South Africa. Setting: There is limited research within the South African context on antecedents of intention to quit amongst employees in BB establishments. Methods: The study was purely quantitative. An ex post facto design was adopted. One hundred and forty four (144) employees were chosen using convenience sampling. Data were collected using a structured questionnaire and data analysis was done by way of structural equation modelling (SEM). Results: Human resource practices, quality of work environment and organisational structure, all explained variance in intentions to quit. Human resource practices had a strong relationship with job satisfaction, and the quality of work environment was related to organisational commitment, while organisational structure explained employees’ job stress. Conclusion: The effectiveness of BB establishment owners’ interventions to reduce intentions to quit amongst employees is dependent on the implementation of excellent human resource management (HRM) practices and creating a conducive work environment that promotes employees’ long-term commitment to the business.
... Les caractéristiques sociologiques citées ici ne sont pas exhaustives, mais sont suffisantes pour démontrer une tendance naturelle des groupes qui composent une profession à la fermeture vis-à-vis des profanes (par exemple, chez les SP, ceux qui n'ont pas d'expérience opérationnelle Deux études quantitatives [29,30] mobilisant questionnaires et modélisations statistiques (LISREL 8.80) confirment que les facteurs conduisant les SPV à quitter le Sdis sont liés aux aspects évoqués ci-dessus. La première étude montre que ces facteurs semblent être liés prioritairement à l'insatisfaction des SPV vis à vis de la ligne managériale, à une sensation de soutien insuffisant de la part du Sdis, et à une faible possibilité d'identification des SPV à leur activité. ...
... Le peu d'études (Burakova et al., 2014 ;Burakova et al., 2020;Cowlishaw et al., 2010), qui ont cherché à comprendre pourquoi les SPV quittent leur a c t i v i t é , o n t d é m o n t r é l'importance des relations avec les collègues et les supérieurs, ainsi que l'équilibre entre les temps de vie et la satisfaction à l'égard de l'activité de SPV. ...
Experiment Findings
Afin de connaître les raisons du maintien et de l’abandon de l’activité de SPV, nous avons mené une étude en plusieurs étapes : 1) conception de la grille d’entretien inspirée par le modèle conceptuel de désinvestissement (Hom et al., 2012) ; 2) réalisation de 75 entretiens (30 non directifs et 45 directifs) par les étudiants de Master PSTO en octobre-décembre 2019 ; 3) analyse thématique des 33 entretiens sélectionnés (Braune & Clark, 2006) ; identification et différenciation des facteurs du maintien et de l’abandon de l’activité de SPV en fonction du positionnement du SPV (par choix ou par contrainte).
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Bu çalışmanın amacı, 2006-2020 yılları arasında işletme tarihi (İT) ve yönetim ve örgüt çalışmalarında tarih (YÖÇ-T) alanlarının kavramsal yapısını ortak kelime analizi (OKA) ve sosyal ağ analizi (SAA) kullanarak, “İşletme Tarihi (BH)”, “Business History Review (BHR)” ve “Journal of Management History (JHM)” dergilerinde yayınlanan 1263 makalede yer alan anahtar kelimeler doğrultusunda ortaya koymaktır. İT ve YÖÇ-T, doğası gereği disiplinler arası alanlardır. 1960’lı yıllar ile birlikte YÖÇ’ün bilimselleşmesi dolayısıyla istatistiksel yöntemler ön plana çıkmış ve tarihsel ve boylamsal çalışmalar azınlıkta kalmıştır. Yönetim ve örgüt çalışmalarında özellikle 1980’li yıllarla beraber teorik çoğulculuğun gündeme gelmesi, yeni kurumsal kuramın tarih kullanımına dikkat çekmesi ve 1990’lı yıllarda “historic turn (tarihe dönüş)” kavramının tartışmaya açılmasıyla yönetim ve örgüt alanında tarih kullanımı geniş çapta yankı bulmaya devam etmektedir (Üsdiken ve Kipping, 2015; 38-47). Bu noktada İT, tarih kullanımı açısından geçmişten gelen ve daha çok işletme eğitiminde temel fonksiyon üstlenmiş olsa da günümüzde metodolojik tartışmalar açısından birleştirici (entegrationist) bir rol üstlenmektedir (Üsdiken ve Kipping, 2015). Clark ve Rowlinson Arş. Gör. Enes KURT İstinye Üniversitesi, ekurt@istinye.edu.tr Arş. Gör. Muhammet Fatih ŞENGÜLLENDİ Beykent Üniversitesi, fatihsengullendi@beykent.edu.tr Doç. Dr. Yasin Şehitoğlu Yıldız Teknik Üniversitesi, ysehit@yildiz.edu.tr 600 (2004), tarihe dönüş kavramı ile İT ile YÖÇ-T arasında diyalog kurulmaya çalışıldığını ifade etmiştir. Bu dönüş ile beraber tarih yazımı tartışmalarına ve tarihsel teorilerin yorumlanmasına yeniden bakış sağlanacağını ve tarihsel anlatının örgüt çalışmaları için faydalı olacağı vurgulanmaktadır. Bu çerçevede gerek birleştirici görüş gerekse de diyalogun kurulması itibariyle iki alan arasında etkileşim olduğu çalışmanın temel varsayımıdır. Son yıllarda İT veya YÖÇ-T’yi inceleyen bibliyometrik çalışmalarda artış gözlemlenmektedir. Yazında İT ve YÖÇ-T ile ilişkili alana bütüncül (Eloranta ve diğerleri, 2010; Ojala ve diğerleri, 2017), kavramsal (Alfalla-Luque ve Medina-López, 2009; Donzé ve Smith, 2018; Riviezzo ve diğerleri, 2015), yazar/teorisyen (Gur, 2017; McLaughlin ve diğerleri, 2014) temellerinde inceleyen bibliyometrik çalışmalarda genellikle atıf ve içerik analizi kullanmıştır. Bu çerçevede ortak kelime analizi ve sosyal network analizi yapılan çalışmaya rastlanmamıştır. Bu doğrultuda gerek bu boşluk gerekse de sözü geçen analizlerin, kavramsal yapıyı ve alana ait temel, ilişkili, gücünü kaybeden, yeni çıkan ve gelecekteki konuları ortaya koyabilmesi çalışmanın katkısını ortaya koymaktadır. Ayrıca yapılan analiz neticesinde bu alandaki araştırmacılara bazı öneriler de sunulmaktadır. Bu bağlamda çalışmanın soruları şu şekildedir: Araştırma Sorusu 1: 2005-2020 yılları arasında İT ve YÖÇ-T araştırmalarında konu eğilimlerindeki değişimler nelerdir? Araştırma Sorusu 2: İT ve YÖÇ-T alanının temel araştırma konuları nelerdir? Araştırma Sorusu 3: İT ve YÖÇ-T alanı ile ilişkili konular nelerdir? Araştırma Sorusu 4: İT ve YÖÇ-T alanındaki gücünü kaybeden ve ortaya çıkan temalar nelerdir? Araştırma Sorusu 5: İT ve YÖÇ-T araştırmaları gelecekte ne yönde ilerleyebilir?
Chapter
This chapter considers how the change in work conditions following the introduction of Alternative Crewing Arrangements (ACA) influenced work-related well-being and operational effectiveness within the Fire Service, evaluated as a job-redesign intervention. A comparison of the traditional 2:2:4 crewing structure and the new ACA structure is provided with an outline to the potential risks to work-related well-being. Drawing upon a theoretical framework to understand both the outcomes and processes of workplace interventions, the findings of a body of triangulated research demonstrate the need to explore job redesign interventions from both a quantitative and qualitative perspective to understand what works for whom, how, why, and under which circumstances. An exploration of the findings with reference to the Job Demands-Resources model sees a development of the model to highlight the role of attributions in the experience of demands and resources. Through an appreciation of the ways in which an intervention to improve operational efficiency is likely to be experienced by frontline staff, services can be best prepared to prevent negative impact on both service delivery and employee well-being.
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Thesis
A travers l’étude de l’organisation des sapeurs-pompiers en France, qui est constituée à 80 % de sapeurs-pompiers volontaires et à 20 % de sapeurs-pompiers salariés, cette thèse s’intéresse à l’originalité de l’hybridisme républicain comme modèle alternatif d’organisation d’un service public. Elle s’appuie sur la méthodologie de la recherche-action, de l’expérience-enquête et esquisse les contours d’une sociologie incarnée. Elle met en évidence que si l’organisation hybride des sapeurs-pompiers permet de produire un service public qui donne satisfaction à la population et aux élus, celle-ci souffre de son hyper-complexité, de son invisibilité et de l’invisibilité des enjeux de sa pérennisation pour la société. En concurrence avec le système capitaliste éprouvé tout au long du XXème siècle, connu de tous, d’abord plus simple à manager et diffusé internationalement, elle a du mal à s’imposer en tant qu’innovation organisationnelle et elle est menacée par ce que l’on peut nommer, à la suite de Jean Gustave Padioleau, un « réformisme pervers ». A travers cette thèse, nous étayons l’hypothèse que l’organisation hybride ne se résume pas à une solution provisoire par défaut, par manque de moyens financiers pour salarier tout le monde, mais comme une solution organisationnelle adaptée, qui répond à la fois aux enjeux contemporains de sécurité civile et à un besoin d’engagement et de reconnaissance sociale des citoyens. Nous défendons l’idée que l’organisation hybride pourrait être étendue à de nombreux services publics en difficulté … partout où le salariat atteint ses limites face à l’ampleur des besoins sociaux exprimés et où seul le bénévolat ne peut suffire.
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p class="a"> Job Satisfaction is an important element to attract college student’s involvement in volunteer clubs . Most studies have looked at job satisfaction of employees and volunteers in developed countries and few studies of job satisfaction done for volunteers in developing countries. This study aims to survey job satisfaction among college student volunteers in Malaysia. A cross sectional survey was conducted among 310 college student volunteers from four regions of peninsular Malaysia. The participants were selected using stratified multistage sampling. Job satisfaction was measured using Job Descriptive Index (JDI). R esults of the study revealed that job satisfaction in terms of colleague, leader/leadership, tasks, opportunities for promotion and overall job satisfaction were from moderate to high level. Mean for job satisfaction toward colleague was 43.16 (s.d = 6.63), leader/leadership 41.45 (s.d = 10.19), tasks 41.04 (s.d = 6.07), opportunities for promotion 33.26 (s.d = 10.88) and overall job satisfaction 158.90 (s.d = 25.55). Job satisfaction toward colleague was the highest mean meanwhile opportunities for promotion was the lowest. The implication of college student volunteer’s systems and practices are discussed. </p
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The point is made that employee separation researchers have failed to distinguish among separation criteria, leading to inaccurate parameter estimation and evaluation. It is recommended that separation be viewed as either a dichotomous (e.g., avoidable vs. unavoidable or functional vs. dysfunctional) or a dichotomized variable (e.g., membership in a longor short-tenure group). Likewise, it is argued that type of separation criterion specified determines the appropriateness of a specific estimator. In the case of a truly dichotomous criterion, the point-biserial correlation is of interest, whereas in the case of a dichotomized criterion, the biserial correlation is the proper estimator. Related statistical issues are addressed.
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Dans un contexte où les pratiques managériales sont questionnées (Thévenet, 2009), la question de l'étude de la relation entre l'individu et l'organisation reste centrale si l'on en juge par l'intérêt grandissant des chercheurs et des praticiens, dans la tradition du courant théorique du contrat psychologique (Rousseau, 1995), pour les thèmes de l'engagement et l'enracinement des salariés (Mitchell et Al, 2001 ; Bakker & Schaufeli, 2008) faisant suite à plusieurs décennies de travaux de recherche sur les thèmes de la satisfaction (e.g. Igalens, 1999 ; Locke, 1976) et de l'implication au travail (e.g. Morrow, 1983 ; Thévenet, 1992,) et. Par ailleurs, l'une des dimensions de la relation entre l'individu et l'organisation parmi les plus étudiées est sans conteste l'intention et/ou la décision de quitter volontairement l'organisation : le turnover volontaire a en effet fait l'objet de très nombreuses recherches empiriques pour en évaluer tout autant les causes que les conséquences (e.g. Dreher, 1982 ; Mobley, 1982 ; Neveu, 1996 ; Price, 2000). S'appuyant sur ces divers courants de recherche, cette contribution a pour objectif de réexaminer la relation entre satisfaction, implication, engagement, enracinement et intention de départ des cadres dans la première phase de leur carrière professionnelle dans le contexte d'une recherche menée début 2009 par internet auprès d'une population de plus de 200 diplômé(e)s d'une grande école de gestion pour la plupart âgé(e)s moins de 30 ans. Les résultats montrent que l'impact de la satisfaction au travail sur l'intention de départ est beaucoup plus fort que ceux d'autres facteurs explicatifs : l'implication, l'engagement et l'enracinement.
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Other Forms, Other Territories: Reconfigurations of the Voluntary Sector in Relation to the Fire Service From the point of view of the fire service the voluntary sector is set to present a major challenge in the years to come, a challenge in effect to the republican model of civil security in France. The matter is all the more crucial because of the doubts surrounding its evolution given the withdrawals from volunteering and the reduction by volunteers of time commited. Our research carried out on behalf of the Department of Civil Security nevertheless shows that this is not the last word as far as the voluntary sector is concerned: we are in fact witnessing the emergence of new forms of volunteering which indicate not so much its decline but rather its recomposition. This is both cause and effect of a modification of the relationship of the fire service both to territory as well as to membership of the service itself. It remains to be seen whether the balance between the old and the new forms of volunteering will sufficiently resist the increasing demands for professionalisation.
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Scholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta-analytic results from 72 primary studies (N = 237 856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d = −0.21); but when outlying primary studies are removed, the mean difference is small but significant (d = −0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover. Copyright © 2012 John Wiley & Sons, Ltd.
Article
Several job-related and organizational features make the work of community-based paid managers of volunteers distinctly different from conventional management practice. Based on self-verification (Swann & Brown, 1990) and exchange (Blau, 1964) theories, we tested a multidimensional measurement model of support specific to these managers. The dimensions include support gained from their coworkers, volunteers, and supervisors, and from the prosocial, value-expressive nature of the work. This model of support predicted the managers’ job satisfaction, which mediated the relationship between support and affective commitment, with value-expressive work being the strongest predictor. Both the measurement model of support and the structural predictive model were found to be invariant across managers with greater and less than 10 years of work experience. The findings spotlight the importance of sources of workplace support that shore up employees’ valued identities.
Article
Dissatisfaction factors related to job resignation: an age-based comparative analysis The aim of this paper is to identify possible reasons why workers resign from their jobs and to examine the extent to which these factors are actually experienced. A number of dissatisfaction factors, either personal or job-related, were considered from an age comparison perspective. A questionnaire was elaborated for the purpose of this study, which includes items related to intention to quit, as well as potential and experienced dissatisfaction factors. Both personal factors and job-related factors for employee resignation are considered. The latter include three theoretical sub-dimensions: working conditions, organizational and structural changes, and job recognition. An exploratory factor analysis of the 58 items produced eight usable resignation factors: (1) lack of resources and autonomy; (2) work pressure; (3) lack of personal development; (4) job insecurity; (5) personal reasons; (6) organizational changes; (7) a hostile work environment and (8) a poor image of the company. The sample includes 1,772 workers from 11 Belgian companies. The response rate is 50.23 percent. All sectors of activity are included in the survey. We consider five categories of age (under 25 years old, between 25 and 35, between 36 and 45, between 45 and 55, and over 55 years). The results show that a large majority of workers consider organizational change to be a major reason for resigning; this is particularly the case for older workers. A lack of personal development is also seen to be an important factor. Although this is mostly experienced by the oldest workers, it is given as the main reason for leaving in all age groups. Personal factors are also seen as important by the youngest and the oldest workers. Whilst work pressure is a phenomenon encountered by all workers, particularly the youngest, it is considered to be less of a reason for leaving. Another finding is that job insecurity is experienced by the youngest workers. Finally, the differences between the young and the not so young are not very clear-cut, supporting the view that an age-based management perspective is worthy of consideration.
Article
Evidence is presented that (a) employees in an organization form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, (b) such perceived organizational support reduces absenteeism, and (c) the relation between perceived organizational support and absenteeism is greater for employees with a strong exchange ideology than those with a weak exchange ideology. These findings support the social exchange view that employees’ commitment to the organization is strongly influenced by their perception of the organization’s commitment to them. Perceived organizational support is assumed to increase the employee’s affective attachment to the organization and his or her expectancy that greater effort toward meeting organizational goals will be rewarded. The extent to which these factors increase work effort would depend on the strength of the employee’s exchange ideology favoring the trade of work effort for material and symbolic benefits.
Article
This study analyzes the effect of two types of work and personal life conflict and organizational support on expatriate employees’ mental well-being. Survey data were obtained from a culturally diverse sample of 118 employees working in Europe. Overall, employees reported higher levels of work interfering with their personal life, than personal life interfering with their work. Results demonstrated that work–personal life conflict was related to employees’ depression and anxiety and personal–work life conflict was related to employees’ concern for their health. Organizational support had significant main effects on well-being and conflict; however, organizational support did not buffer the effects of conflict on expatriates’ well-being. Although organizations are often concerned with the reduction of personal life interfering with work for expatriates (e.g., spouse employment, schooling for children), this study suggests that organizations should also concerned with how work is interfering with expatriates personal lives (e.g., reevaluate extensive travel, long hours.) Thus, programs that address both types of conflict are imperative to retain high quality employees. Finally, this study suggests that informal types of organizational support (e.g., a perception that the organization is concerned with one's personal life) are important for expatriate success, and should be incorporated into expatriate programs.
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The academic literature features organisational socialisation as playing a crucial role in the early stages of newcomer employment. During this assimilation stage, newcomers adapt to a new workplace more effectively if socialisation is encouraged. It has been found that socialisation minimises the negative effects of unmet expectations on overall organisational effectiveness, including employee turnover – an issue that has become a considerable problem for many hotels. Extending this logic, this study aims to understand socialisation by specifically assessing whether turnover is determined by employees' beliefs about job satisfaction and individual commitment to an organisation and the hotel profession in general. The study of 428 respondents from 61 international tourist hotels in Taiwan implies that social interaction enables organisations to gain, from an increase in commitment to the organisation, job satisfaction and a decrease in newcomers' intent to leave the hotel profession. Two major contributions to the existing literature result (a) commitment to the organisation plays a dominant role in employee turnover intent and (b) job satisfaction is a powerful method of reinforcing individual commitment to the organisation.
Article
This research was made to examine the relative contribution of several predictors (foci of commitment, job involvement, job satisfaction) on organizational citizenship behaviours using a sample of 138 French engineers. Confirmatory factor analysis on citizenship behaviours reveal four factors: altruism, helping others, civic virtue and sportsmanship. Empirical data supports both of the hypotheses. In one hand, psychological variable contribute to the variance of several forms of citizenship behaviour. In other hand, form of citizenship behaviour was influenced by few psychological variables. Theoretical and practical implications of this research are discussed.
Article
Reports a series of 9 studies, with a total of 2,734 adults, in which the construct definition, measurement, and validation of organizational commitment (OC) were evaluated. An integrated examination of a wide range of antecedents of the various dimensions of OC was conducted. Results support the existence of 3 major OC dimensions (affective, continuance, and normative), with 2 subdimensions (personal sacrifice and lack of alternatives) for the continuance dimension. Results suggest that the widely used Organizational Commitment Questionnaire (L. Porter et al; see record 1975-06351-001) assesses primarily the affective dimension. Results provide various levels of support for the set of proposed antecedents. Implications for construct definition, measurement, and future research are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Article
The purpose of this research was to examine how work experiences contribute to junior officers' intentions to leave the Army. Specifically, we hypothesized that psychological climate perceptions have direct and indirect effects on intent to leave through affective commitment and morale and that affective and continuance commitment interact to predict intent to leave the Army. The sample for this study was 649 captains who responded to an Army-wide survey, the Fall 2002 Sample Survey of Military Personnel. Results demonstrate support for full mediation, indicating that psychological climate impacts intent to leave the Army by influencing captains' affective commitment and morale. The psychological climate dimension of leadership had the largest impact on affective commitment, morale, and intent to leave the Army. Affective commitment did not interact with continuance commitment to predict intent to leave. Implications for Army retention policies and leadership are discussed.
Article
This article is concerned with measures of fit of a model. Two types of error involved in fitting a model are considered. The first is error of approximation which involves the fit of the model, with optimally chosen but unknown parameter values, to the population covariance matrix. The second is overall error which involves the fit of the model, with parameter values estimated from the sample, to the population covariance matrix. Measures of the two types of error are proposed and point and interval estimates of the measures are suggested. These measures take the number of parameters in the model into account in order to avoid penalizing parsimonious models. Practical difficulties associated with the usual tests of exact fit or a model are discussed and a test of “close fit” of a model is suggested.
Article
Using Meta-Analytical Structural Equation Modeling (SEM), the relationships between structural determinants of job satisfaction and organizational commitment were investigated in the context of contemporary turnover models. Data for this study were obtained from nine empirical studies conducted under the direction of James L. Price and Charles W. Mueller at the University of Iowa. The results suggest that only three structural determinants (distributive justice, promotional chances, and supervisory support) are directly related to organizational commitment over and above their impact on job satisfaction. The effect size of these direct links, however, is small in that they are not detectable in smaller samples (e.g., n=244). On the other hand, most structural determinants are directly related to job satisfaction. The notable exception is the amount of pay employees received which is not related to either job satisfaction or organizational commitment. These findings and implications for future turnover research are discussed.
Article
In this study the aim was to ascertain the effects of work values on pay satisfaction, organizational commitment, and turnover intention in a Chinese context. Pay satisfaction and work values were employed as determinants of organizational commitment and turnover intention. The mediating effect of pay satisfaction on work values and turnover intention was also examined. A total of 260 questionnaires were distributed to employees of selected multinational corporations in the semiconductor industry in Shanghai, in the People's Republic of China. The results indicated that pay satisfaction led to greater organizational commitment and lower turnover intention. Participants also indicated that their work values significantly affect normative commitment and turnover intention through pay satisfaction.