The underlying labor market and organizational source of alternative job opportunities is re-examined here and applied to investigate employee turnover behavior. We contend that by refining this concept in terms of perceived and objective opportunities and market reference points, a clearer appreciation of this concept and more powerful model of turnover will emerge. To this end, a cross-sectional and multistage longitudinal survey of 700 employees was conducted in eight medical centers at seven distinct labor market locations. Measures of perceived and objective opportunities in internal and external markets were introduced into logistic regressions which clearly showed that objective opportunities are a far better set of explanations of actual turnover behavior than either perceived internal or external market opportunities. This relationship is further explored and its complexity woven into a labor market-oriented turnover model.
This paper utilizes the generic source of “community” to define a disaster community emphasizing disaster areas’ perceived boundaries and the social networks that fall within these boundaries. Three such “disaster communities” are proposed based on family‐kin, micro‐neighborhood, and macro‐neighborhood social networks. Utilizing an Israel national representative sample of (814) urban households residing in 150 municipalities, a set of hypotheses were tested regarding the impact of disaster communities on individual disaster preparedness behaviors. In general, more socially robust communities brought about greater levels of individual preparedness but with significant exceptions by type of preparedness. In addition, the predictive ability of such disaster communities on each preparedness component varied. Ethnic and educational composition of the networks had a negligible impact on disaster preparedness behaviors. Overall, the use of social network based disaster communities provides a sound theoretical and empirical foundation to study disaster behaviors.
SummaryEmployee's job destination choices, as part of the turnover process, re¯ect options for internal organizational or external labor market moves. A sample of 477 employees in 15 ®rms was used to decipher how bio-demographic, job, plant, and labor market characteristics are related to ®ve alternative job destinations. Multivariate logistic regression and odds±ratio analyses compared the ®ve models con®rming that different sets of variables in¯uence each of the destination choices. Coworkers' intentions have a major signi®cant impact on all destination options. The ®ndings have implications for present turnover models, career paths, and promotion progression in the ®rm.
Gender as a correlate of turnover has been inconclusive as a factor in understanding the development of a turnover decision. Yet, it is a decisive factor in the operation of key labor market processes which directly affect the entry and exit of labor to and from work organizations. Two possible conceptual and methodological explanations for this seemingly contradictory situation are proposed which distinguish "intent" from "actual turnover" and disaggregate male and female components of the "sex" variable. The lower and less consistent labor force participation rates of women in contrast to men led us to hypothesize that actual turnover behavior and intent to leave will be gender-specific, as well as influenced by differing sets of labor market and work environment factors. Three propositions testing these hypothesized relationships between gender and "intent" and "actual turnover" were examined. A representative sample of 506 textile workers located at 15 separate worksites was examined. A series of logistic models was devised which first began by clarifying the dual link between gender and both the intent to leave and actual turnover. Identical but separate logistic regression models were performed on men and women. This was followed by assessing if differing sets of biodemographic, perceived work environmental, and labor market variables explain differences for men and women in intent and/or actual turnover behavior. The results establish that women had greater rates of actual turnover than men, but no differences were found in the intent to leave. Both groups perceived their work environment similarly. The logistic analysis, however, confirmed that gender was a significant explanator of actual turnover but lot of intent. Contrasting alternative logistic models disclosed that different antecedent variables explained variations between men and women in both intent and turnover. These results help explain the inconsistent results linking gender to turnover, as well as emphasize that gender differences are crucial to understanding the development of a turnover decision. These results are then interpreted in light of the significance of gender to other forms of organizational behavior.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
customersupport@researchsolutions.com
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.