Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together

Böckerman, Petri; Ilmakunnas, Pekka

doi:10.1111/j.1468-232x.2008.00546.x

Cited by 128 publications

(117 citation statements)

References 54 publications

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“…Overall, we found limited support for Böckerman and Ilmakunnas' job disamenities hypothesis [21], since only two of the seven unfavorable conditions we tested were significant in our model, and one of these relationships (temporary employment) was in an unexpected direction. This may mean that the concept of work disamenities has limited relevance for this group of disabled workers.…”

Section: Discussioncontrasting

confidence: 43%

“…For every separation, the primary reason for job termination, as well as additional reasons as reported by the client and/or program staff, were recorded from a checklist of reasons * Unlike Böckerman and Ilmakunnas [21], we were unable to include exclusively worker-perceived job disamenities. This was because workers were not interviewed at the occurrence of each job, but at 6 mo intervals.…”

Section: Job Dissatisfactionmentioning

confidence: 99%

“…Occupational categories and Worker Functions codes were verified by researchers against detailed job descriptions provided by vocational staff. Following the work of Böckerman and Ilmakunnas [21], job disamenities included part-time work (20 h/ wk), temporary or seasonal jobs, jobs without benefits, and jobs held through intermediaries. In addition, DOT Worker Functions codes were used to identify jobs that were mentally, interpersonally, and physically demanding.…”

Section: Disamenities and Other Job Characteristicsmentioning

confidence: 99%

“…Job disamenities are job-specific and worker-perceived factors that lead to job dissatisfaction that in turn leads to voluntary job separations, regardless of the effects of wages, individual worker characteristics, industry features, and local unemployment rates [21].…”

Section: Introductionmentioning

confidence: 99%

“…Given the complexity of the context in which jobs and job separations occur for people with psychiatric disabilities, we applied Böckerman and Ilmakunnas' model to examine antecedents of voluntary job separations not only in terms of job holder characteristics but also aspects of working conditions and work attitudes [21]. These domains include adverse working conditions or job disamenities (employment that is part-time; that is temporary; with no fringe benefits; with no direct relationship with employers; and that is demanding physically, mentally, and interpersonally), job dissatisfaction, wages, worker demographic and clinical characteristics, and local labor market conditions.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Reasons for job separations in a cohort of workers with psychiatric disabilities

Cook¹,

Burke-Miller²

2015

J Rehabil Res Dev

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Abstract-We explored the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets in explaining voluntary job separations (quits) among employed workers with psychiatric disabilities. Data come from the Employment Intervention Demonstration Program in which 2,086 jobs were ended by 892 workers during a 24 mo observation period. Stepped multivariable logistic regression analysis examined the effect of variables on the likelihood of quitting. Over half (59%) of all job separations were voluntary while 41% were involuntary, including firings (17%), temporary job endings (14%), and layoffs (10%). In multivariable analysis, workers were more likely to quit positions at which they were employed for 20 h/wk or less, those with which they were dissatisfied, low-wage jobs, non-temporary positions, and jobs in the structural (construction) occupations. Voluntary separation was less likely for older workers, members of racial and ethnic minority groups, and those residing in regions with lower unemployment rates. Patterns of job separations for workers with psychiatric disabilities mirrored some findings regarding job leaving in the general labor force but contradicted others. Job separation antecedents reflect the concentration of jobs for workers with psychiatric disabilities in the secondary labor market, characterized by low-salaried, temporary, and part-time employment.

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Section: Discussioncontrasting

confidence: 43%

Section: Job Dissatisfactionmentioning

confidence: 99%

Section: Disamenities and Other Job Characteristicsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Reasons for job separations in a cohort of workers with psychiatric disabilities

Cook¹,

Burke-Miller²

2015

J Rehabil Res Dev

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“Do I Stay or Do I Go?”—job Change and Labor Market Exit Intentions of Employees Providing Informal Care to Older Adults

et al. 2012

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We studied the effects of providing informal eldercare on the turnover intention of men and women in a group of workers who were also the main carers providing support to a dependent older person with substantial care needs. The intention of male and female workers to change jobs and exit the labor market is shaped by the different characteristics of informal caregiving. Time-based conflicts between informal care and paid work are associated with a higher relative risk of anticipating job changes for female workers. Flextime facilitates the job and labor market attachment of female workers with eldercare responsibilities. The intensity of personal care provided to an older relative is significantly positively related to male workers' relative risk of anticipated labor market exit. Care to an older person in need of supervision makes the labor market exit of female workers less likely, lending thus support to the idea of the respite effect of work.

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The Revolving Door: A Closer Look at Major Factors in Volunteers’ Intention to Quit

Allen

Mueller

2013

Journal Community Psychology

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In nonprofit organizations, volunteer coordinators deal with high rates of volunteer turnover due, in part, to increased levels of volunteer burnout. This study sought to identify how burnout can help explain volunteers’ intention to quit and identify two potential antecedents of burnout: voice and role ambiguity. Specifically, it is hypothesized that volunteer voice and role ambiguity affects volunteers’ intention to quit through their relationship with volunteer burnout. Data were obtained from volunteers working in an animal welfare organization in the western United States (N = 151). An online survey was administered to volunteers who responded to a variety of questions and scales concerning their experiences as volunteers in an animal welfare organization. Structural equation modeling was used to test the mediation hypotheses. The findings provide tentative support that volunteer burnout mediates the relationship between two potential predictors of burnout (e.g., perception of voice and role ambiguity) and intention to quit. Consistent with conservation of resources theory, volunteers who are drained of their cognitive resources through dealing with a lack of voice and ambiguous volunteer role situations experience increased burnout. The practical and theoretical significance of these findings are discussed.

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Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together

Cited by 128 publications

References 54 publications

Reasons for job separations in a cohort of workers with psychiatric disabilities

Reasons for job separations in a cohort of workers with psychiatric disabilities

“Do I Stay or Do I Go?”—job Change and Labor Market Exit Intentions of Employees Providing Informal Care to Older Adults

The Revolving Door: A Closer Look at Major Factors in Volunteers’ Intention to Quit

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