Should I stay or should I go? understanding employees’ decisions to leave after mergers in Hong Kong’s banking industry

Ng, Victor Ming Tak; Huang, Emily Guohua; Young, Michael N.

doi:10.1007/s10490-018-9610-z

Cited by 13 publications

(5 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This result is consistent with Han et al (2019) findings. However, in terms of mean values, this result is in agreement with the studies of Zhang and Feinzig (2016) where it was reiterated that people who lived in locations far from their workplaces and hence spend longer commute time reported higher TI. Additionally, in Yan et al (2015), their study sample reported TI due to commuting factors associated with traffic, and distance to work.…”

Section: Discussionsupporting

confidence: 90%

Differences in Commuting Modes and Residential Locations as Factors of Turnover Intention of Healthcare Workers of Ambulatory Clinics

Malomo

2021

Journal of Health Management

View full text Add to dashboard Cite

Organisations require novel perspectives for achieving a stable workforce. One of such perspectives is having healthy employees, through timely medical care in ambulatory clinics. But when healthcare providers exhibit turnover intentions, and ultimately turnover behaviour, the purpose for such facilities is defeated. The study sought to understand if healthcare workers’ commuting modes and the differences in their residential locations affect their turnover intentions. These variables, which are yet to be investigated in the turnover literature, were examined within the assumptions of discrete choice model. Therefore, 137 healthcare workers of 11 ambulatory clinics, randomly selected from operating clinics in Marina, Lagos Island, were surveyed using purposive sampling method. The results suggest that the differences in residential locations did not produce statistically significant differences in turnover intention. However, there were significant differences in turnover intentions of participants who drive their cars and those who commute with public transport ( F (1, 131) = 9.14, p < 0.01). Further result negates the constant travel time hypothesis and the discrete choice model. The recommendations are focused on coordinated transport schedules, decentralised congested economic activities and polycentric city planning policies. These will enhance dispersed commuting.

show abstract

Section: Discussionsupporting

confidence: 90%

Differences in Commuting Modes and Residential Locations as Factors of Turnover Intention of Healthcare Workers of Ambulatory Clinics

Malomo

2021

Journal of Health Management

View full text Add to dashboard Cite

show abstract

“…In addition, past research has found that employees reported higher irritability and lower concentration at work on days when they experienced a strenuous commute from home to work (Wiese et al, 2020). Furthermore, those with longer commutes tend to be absent more often (VandenHeuvel & Wooden, 1995), report lower job satisfaction (Chatterjee et al, 2017), have stronger intentions to quit (Zhang & Feinzig, 2016), and experience less positive affect at work (Friman et al, 2017). Commuting stressors also impact how individuals feel after the commute from work to home (Koslowsky et al, 1995; Novaco & Gonzalez, 2009; Stokols et al, 1978).…”

Section: The Commute: Physical Movement Between the Home And Work Dom...mentioning

confidence: 99%

Pursuing multiple goals during the commute: A dynamic self-regulatory perspective

Nolan

Diefendorff

Thornton-Lugo

et al. 2022

Organizational Psychology Review

View full text Add to dashboard Cite

The current review theorizes that self-regulatory principles can be applied to the commute experience to better understand how spatial navigation and role transition processes interface with each other. Using a multiple goal framework, spatial navigation and role transitions are conceptualized as simultaneous goals, each with their own set of effort allocation processes. Furthermore, the review describes how dynamic and stable features of the commute and of the different roles individuals enact come together to impact spatial navigation and role transition effectiveness, along with well-being and effectiveness in individuals’ “home” and “workplace” roles. The proposed framework offers novel predictions about how and why these two activities impact each other in different ways, providing testable propositions that will help researchers begin to better understand the commute as a time for multiple goal regulation. The review concludes with suggestions for future research aimed at investigating these processes. Plain Language Summary The commute represents a time when individuals are focused on physically moving from one location to another to meet the goal of arriving at one's destination in a safe and timely manner (Calderwood & Mitropoulos, 2020). At the same time, individuals may also have the goal of transitioning between roles, which involves mentally detaching from one role (e.g., deactivating goals involved with being a spouse) and reattaching to a second role (e.g., activating goals relevant to being an employee). As such, the current review views the commute as a time and place in which individuals may be striving for multiple goals that involve shifting attention and energetic resources between goals (Louro et al., 2007). The review uses a multiple goal framework (e.g., Louro et al., 2007) to explain how dynamic and stable features of the commute and of individuals’ roles come together to influence commute and role transition effectiveness and work and home outcomes. Further, the review concludes with suggestions for future research aimed at investigating these dynamic processes.

show abstract

“…The HCNs who were previously placed by headhunters also moved spontaneously when attracted by alternative job opportunities, and English proficiency provided an important career capital for HCNs that drove up turnover. While not considering headhunter contacts, a prior study also showed that male employees are more likely than female employees to take Path 3 in the unfolding model (Ng, Huang and Young, 2019). More general evidence also shows that younger (Rubenstein et al ., 2018) and more educated (Benson, Finegold and Mohrman, 2004) employees change jobs more frequently.…”

Section: Quantitative Studymentioning

confidence: 99%

Here Today, Gone Tomorrow: A Mixed‐method Study on Headhunter‐intermediated Recruitment Practices

Peltokorpi

2022

British J of Management

View full text Add to dashboard Cite

While organizations increasingly rely on headhunters, little research has focused on what kinds of employees are contacted by headhunters and how these contacts are related to turnover. This study uses an exploratory sequential mixed-method design to examine what kinds of employees contingency headhunters contact and why some of them leave. Using the case of Japan, where foreign subsidiaries use headhunters extensively to recruit host country nationals (HCNs), we first conducted interviews with 131 clients, headhunters and HCNs (candidates). The findings indicated that the contacts made by headhunters were guided by the HCNs' age, gender, education level, English proficiency, tenure and prior placement by headhunters. The findings also showed that headhunter contacts drive up turnover, and that job alternatives and job embeddedness moderate the relationship between headhunter contacts and turnover. We used these findings and research on the unfolding model and headhunters to develop an abductively derived research model and hypotheses. In another study, we tested these hypotheses by time-lagged survey data from 456 HCNs in foreign subsidiaries. The survey findings showed that headhunter contacts mediate the relationships between English proficiency, tenure and prior placement by headhunters, and that job alternatives and job embeddedness moderate the positive relationship between headhunter contacts and turnover.

show abstract

Should I stay or should I go? understanding employees’ decisions to leave after mergers in Hong Kong’s banking industry

Cited by 13 publications

References 75 publications

Differences in Commuting Modes and Residential Locations as Factors of Turnover Intention of Healthcare Workers of Ambulatory Clinics

Differences in Commuting Modes and Residential Locations as Factors of Turnover Intention of Healthcare Workers of Ambulatory Clinics

Pursuing multiple goals during the commute: A dynamic self-regulatory perspective

Here Today, Gone Tomorrow: A Mixed‐method Study on Headhunter‐intermediated Recruitment Practices

Contact Info

Product

Resources

About