How well can the theory of planned behavior account for occupational intentions?

Arnold, John; Loan‐Clarke, John; Coombs, Crispin; Wilkinson, Adrian; Park, Jennifer; Preston, Diane

doi:10.1016/j.jvb.2006.07.006

Cited by 93 publications

(102 citation statements)

References 53 publications

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Section: Turnover Intention and Perceived Organizational Sustainabilimentioning

confidence: 99%

“…As a multi-stage process embracing attitudinal, decisional, and behavioral components, turnover intention is typically perceived to be the final stage in the decision-making process before a person actually leaves [39][40][41]. That is, turnover intention is considered an antecedent of the actual behavior of leaving the employ of the organization [39], and many studies show a moderate to strong correlation with behavioral turnover intentions and actual turnover behavior [40][41][42].…”

Section: Turnover Intention and Perceived Organizational Sustainabilimentioning

confidence: 99%

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Ethical Climate and Job Attitude in Fashion Retail Employees’ Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study

Lee

Ha‐Brookshire

2017

Sustainability

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Abstract:The relationship between the fashion retail industry's working environment and the high rate of employee turnover has been highlighted as one of the key concerns for negative organizational performance in both the short and long term. This relationship creates a need to investigate the ethical climate within fashion retail businesses, employees' attitudes toward their jobs, and employees' turnover intention, as these factors can influence organizations' performance including their likelihood of achieving the triple bottom lines of sustainability. Based on social exchange and human and social capital theories, this study investigated how employees' ethical climate and turnover intention are affected by both individual-and organizational-level factors, and their impact on the triple bottom lines of organizational sustainability performance. This study empirically tested a structural model based on the survey responses from 278 U.S. fashion retail employees. The findings show that an ethical climate can enhance employees' job attitude as well as all three dimensions of organizational sustainability performance-financial, social, and environmental. Creating an ethical climate in an organization can decrease employees' turnover intention, but also employees' attitudes towards their jobs lowers their turnover intention. The study's findings reveal that not only can employees' attitudes toward their jobs impact organizational sustainability performance, but creating an ethical working environment is another important way to improve organizational sustainability performance.

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Section: Turnover Intention and Perceived Organizational Sustainabilimentioning

confidence: 99%

Section: Turnover Intention and Perceived Organizational Sustainabilimentioning

confidence: 99%

Ethical Climate and Job Attitude in Fashion Retail Employees’ Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study

Lee

Ha‐Brookshire

2017

Sustainability

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“…The specific objective was to investigate factors and consider the views of current IS professionals working in the NHS. The theory of planned behavior (TPB) was utilized as the underlying theoretical framework; it has been used to investigate an individual's intention to perform a given behavior [4].…”

Section: Introductionmentioning

confidence: 99%

Improving retention strategies for IT professionals working in the public sector

Coombs

2009

Information & Management

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Despite much research interest, effective retention of IT professionals has proved difficult for many public sector organizations. By concentrating on intention to leave, researchers may not have provided a clear way to formulate effective retention strategies. Consequently, we used intention to stay as an alternative lens to identify factors that can reduce turnover of IT professionals. Our findings indicated that attitudes, perceived behavioral control, and identification with the organization all had a statistically significant relationship with intention to stay; attitude was the strongest. It was concluded that existing retention strategies needed to be refocused on the issues that make IT staff stay; a number of practical recommendations for IT managers are presented.

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“…For example, a cross-sectional survey by Hezron (2008) on determinants of career choice among young people in the Kuria community revealed that attitude was the strongest predictor (β =.57, p <.0005), followed by subjective norm from significant others (β =.21, p <.0005). Also, in the United Kingdom, Anorld, Clarke, Coombs and Wilkinson (2005) tested the application of TPB in explaining students' career intentions. The results showed strong support for attitude (β =.49, p <.001) and subjective norms (β =.18, p <.001).…”

Section: Theoretical and Practical Implications Of The Findingsmentioning

confidence: 99%

Visualization in Solving Inequality Questions: Case of Pre-Service Mathematics Teachers

Özkaya¹,

Öçal²,

Konyalıoğlu³

2016

JEHD

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There are few studies on career choice intentions in the sub-Saharan African region. Framed within the principles of the Theory of Planned Behaviour (TPB), this study attempted to address this gap in knowledge by examining the determinants of career intentions among undergraduate students in Tanzania. Data were collected from a survey involving a random sample of 1043 students (636 males and 407 females) drawn from four universities in Tanzania. Congruent with previous research, the results from multiple regression analysis revealed that attitude was the strongest predictor of career intentions (β =.47, p <.05), followed by subjective norms (β =.38, p =<.05), career knowledge (β =.26, p <.05) and career self-efficacy (β =.21, p =<.05). On the basis of the results of the study, we conclude that positive perceptions about a career lead to stronger behavioural intentions and persistence in performance than negative ones. Overall, the findings of this study provide a basis for understanding the influences of university students' intentions to join the prospective careers in the Tanzanian context. The findings also provide some useful insights to universities on how they should restructure their programme to meet the needs and aspirations of their future students.

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How well can the theory of planned behavior account for occupational intentions?

Cited by 93 publications

References 53 publications

Ethical Climate and Job Attitude in Fashion Retail Employees’ Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study

Ethical Climate and Job Attitude in Fashion Retail Employees’ Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study

Improving retention strategies for IT professionals working in the public sector

Visualization in Solving Inequality Questions: Case of Pre-Service Mathematics Teachers

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