The Relationship of Inequity to Turnover Among Hourly Workers

Telly, Charles S.; French, Wendell L.; Scott, William G.

doi:10.2307/2391826

Cited by 89 publications

(51 citation statements)

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“…In a predictive $Ludy among scientists and engineers, he found that both perceived low inclusion in the organization and perceived low group cohesiveness were somewhat effective predictors of employee turnover. And, Telly, French and Scott (1971), in their study of production Insert Table 3 About Here workers, found that perceived equity of the social aspects of their Jobs was significantly and inversely related to turnover. ApDarentlv, the workers were more inclined to stay when their expectations in their relations with co-workers were substantially met.…”

Section: The Workers Described Their Foreman's Behavior By Means Of Tmentioning

confidence: 97%

“…Finally, in an effort to test the applicability of Adam's theory of inequity to turnover, Telly, French and Scott (1971) surveyed a large sample of hourly production workers drawn at random from shops rated either high or low in turnover (based on previous turnover rates). The subjects were administered a Likert-type questionnaire designed to measure perceived inequities among various factors in the wo~rk environment.…”

Section: The Workers Described Their Foreman's Behavior By Means Of Tmentioning

confidence: 99%

“…and dissatisfaction with the nature of work have been found among female clerical workers (Waters & Roach, 1971), female manual workers (Wild, 1970), male production workers (Telly et al, 1971) and computer salesmen (Kraut, 1970). One study, however, among female clerical workers, failed to find such a relationship (11ulin, 1968).…”

Section: Job Content Factorsmentioning

confidence: 99%

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Organizational, Work and Personal Factors in Turnover and Absenteeism

Porter¹,

Steers²

1972

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Section: The Workers Described Their Foreman's Behavior By Means Of Tmentioning

confidence: 97%

Section: The Workers Described Their Foreman's Behavior By Means Of Tmentioning

confidence: 99%

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Organizational, Work and Personal Factors in Turnover and Absenteeism

Porter¹,

Steers²

1972

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“…Workers who feel that the high wage differences are "unjust" may be more inclined to quit (see e.g. Telly, French, andScott, 1971, Galizzi, 2001). In sum, the impact of wage dispersion on turnover is unclear.…”

Section: Theories Of Worker Turnover and Their Implications For Empirmentioning

confidence: 99%

Worker inflow, outflow, and churning

Ilmakunnas¹,

Maliranta

2005

Applied Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. ABSTRACT: Linked employer-employee data from the Finnish business sector is used in an analysis of worker turnover. The data is an unbalanced panel with over 219 000 observations in the years 1991-97. The churning (excess worker turnover), worker inflow (hiring), and worker outflow (separation) rates are explained by various plant and employee characteristics in type 2 Tobit models where the explanatory variables can have a different effect on the probability of the flow rates to be non-zero and on the magnitude of the flow rate when it is positive. Most of the characteristics are defined as 5-group categorical variables defined for each industry separately in each year. We compare the Tobit results to OLS estimates, and also use weighting by plant employment. It turns out that weighted OLS results are fairly close to Tobit results. Terms of use: Documents inThe probabilities of observing non-zero churning, inflow, and outflow rates increase with plant size. The magnitudes of the non-zero churning and inflow rates depend positively on size, but the magnitude of outflow rate negatively. High-wage plants have low turnover, whereas plants with large within-plant variation in wages have high turnover. Average tenure of employees has a negative impact on turnover. High plant employment growth increases churning and separation but reduces hiring in the next year. We also control various other plant and average employee characteristics like average age and education, shares of women and homeowners, foreign ownership, ownership changes, and regional unemployment.Keywords: worker turnover, churning, employer-employee data JEL code: J23, J41, J63 EI-TEKNINEN TIIVISTELMÄ:Työntekijävirtoja on tutkittu yhdistettyjen työntekijä-työnantaja -aineistojen avulla. Tutkimuksessa käytetään toimipaikkatason paneeli-aineistoa, jossa on yli 219 000 havaintoa vuosilta 1991-97. Selittävinä muuttujina ovat työntekijöiden rekrytoinnit (sisäänvirtaus), työsuhteiden päättyminen (ulosvirtaus) sekä ns. "kirnuaminen" tai ylimääräinen vaihtuvuus. Kirnuamisella tarkoitetaan sellaista työntekijöiden samanaikaista (saman vuoden aikana tapahtuvaa) sisään-ja ulosvirtausta, joka ei liity toimipaikan työntekijä-määrän kasvuun tai supistumiseen. Nämä työntekijävirrat on ilmaistu asteina suhteuttamalla ne toimipaikan työntekijämäärään. Selittävinä tekijöinä on käytetty erilaisia toimipaikka-ja työn-tekijäominaisuuksia.Estimoinnit on tehty käyttämällä tilastollisia malleja (ns. tobit 2 malli), jois...

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“…Furthermore, they may be more likely to feel that they have received less reward than they deserved, compared to the full-time referents, when they compare job security with that of core workers performing the same tasks. Thus, relative deprivation has been closely associated with feelings of injustice (Martin, 1981) and increased turnover (Telly, French and Scott, 1971;Dittrich and Carrell, 1979). In contrast, voluntary part-time workers tend to plan to stay with the job in the long term and so would have lower intention to leave the organization if they were receiving equitable treatment.…”

Section: Moderating Role Of Work Statusmentioning

confidence: 99%

The influence of work status on the work outcomes among part-time workers in the service industries of Hong Kong

Cheung¹

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Master of PhilosophyThis research examined the influence of work status on attitudes and work outcomes. The two attitudes of perception of psychological contract violations, (violation of employment promise by employers) and fairness perception (fair treatment at work) were studied. This research examined the relationship between attitudes and work outcomes (organizational commitment, e.g. loyalty; organizational citizenship behavior, voluntary action done by employees for the sake of organizations and turnover intention). Individuals with family responsibility are attracted to work part-time voluntarily. Corporate downsizing has often forced individuals to go into part-time work involuntarily. Voluntary and involuntary work status had moderating effects on attitudes and work outcomes. The people that part-time workers chose to be compared with when they evaluate their fairness situation were also examined.Both qualitative and quantitative methods were used. Respondents were asked about their perceptions towards their employment relationship with employers in the questionnaires. Part-time workers focus groups and supervisors interviews were used to supplement the quantitative methods by suggesting reasons to explain the part-time work issues, for example, on the compared referent selections.The findings showed that work status had a high moderating effect on the relationship between perceptions of psychological contract violations and voluntary actions and such interactions were much stronger on voluntary than on involuntary part-time workers. Work status also showed a high moderating effect on t he relationship between fairness perception, organizational commitment, and organizational citizenship behavior, and such interactions were much stronger in involuntary than voluntary workers. Unexpectedly, work status did not have a moderating influence on the relationship between perception of psychological contract violations, organizational commitment, and turnover intention o f involuntary part-time workers. Furthermore, work status showed a moderating influence on fairness perception, and turnover intention, and such a negative relationship was much stronger in voluntary than involuntary workers.It was also found that the compared referents of voluntary part-time workers were part-time workers working inside and outside organizations. The compared referents of involuntary part-time workers were full-time workers working outside the organizations and their past work experiences.

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The Relationship of Inequity to Turnover Among Hourly Workers

Cited by 89 publications

References 5 publications

Organizational, Work and Personal Factors in Turnover and Absenteeism

Organizational, Work and Personal Factors in Turnover and Absenteeism

Worker inflow, outflow, and churning

The influence of work status on the work outcomes among part-time workers in the service industries of Hong Kong

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