The Relationships Between Employability, Emotional Exhaustion, and Turnover Intention

Lu, Changqin; Sun, Jingwei; Du, Danyang

doi:10.1177/0894845315576372

Cited by 52 publications

(61 citation statements)

References 51 publications

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“…university degree]) as control variables because these variables are potentially related to negative organization-related career shocks and/or job insecurity, and/or career optimism (Keim et al, 2014, Näswall and De Witte, 2003, Gunkel et al, 2010, Harney et al, 2018, Zheng et al, 2014. Specifically, these variables (e.g., education or leadership position) are theoretically and empirically linked to different career opportunities (Day, 2000, Lu et al, 2016, De Vos et al, 2009, and therefore might affect relations between career shocks and career optimism.…”

Section: Methodsmentioning

confidence: 99%

When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

Hofer

Spurk

Hirschi

2020

CDI

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PurposeThis study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of negative organization-related career shocks on career optimism via job insecurity and the role of perceived organizational career support as a first-stage moderator were investigated.Design/methodology/approachThree-wave time-lagged data from a sample of 728 employees in Switzerland was used. Time-lagged correlations, an indirect effect model and a conditional indirect effect model with bootstrapping were used to test the hypotheses.FindingsFirst, this study showed a significant negative correlation between negative organization-related career shocks (T1) and career optimism (T3), a positive correlation between negative organization-related career shocks (T1) and job insecurity (T2) and a negative correlation between job insecurity (T2) and career optimism (T3). Second, findings revealed that negative organization-related career shocks (T1) have a negative indirect effect on career optimism (T3) via job insecurity (T2). Third, perceived organizational career support (T1) buffers the indirect effect of negative organization-related career shocks (T1) on career optimism (T3).Originality/valueThis study provides an initial examination of the relationship between negative organization-related career shocks and career optimism by applying assumptions from the JD-R model and Conservation of Resources theory. Implications about how to deal with negative career shocks in HRM and career counseling are discussed.

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Section: Methodsmentioning

confidence: 99%

When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

Hofer

Spurk

Hirschi

2020

CDI

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“…The five-item Chinese version (Lu, Sun, & Du, 2016) of Rothwell and Arnold's (2007) employability scale was used to measure an employee's likelihood of securing and retaining a job. A six-point response scale was used, with high scores indicating high levels of employability.…”

Section: Employabilitymentioning

confidence: 99%

Revisiting the relationship between job demands and job performance: The effects of job security and traditionality

et al. 2016

J Occupat & Organ Psyc

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The findings on the relationship between job demands and job performance have been inconsistent in previous studies. Drawing on social exchange theory, we examined the moderating effect of job security on the job demands–job performance relationship. Three studies with cross‐sectional and time‐lagged designs were conducted. The results of Studies 1 and 2 consistently demonstrated that job demands significantly improved employee performance in the context of higher job security, whereas job demands impaired performance to some extent when job security was lower. Study 3 replicated these findings and also showed that the positive moderating effect was stronger for employees with lower rather than higher levels of traditionality. The importance of job security to improving employees’ performance in stressful workplaces was affirmed. These findings contribute to theories linking job demands to job performance and have practical implications for managers in high‐stress environments, especially in developing countries. Practitioner points Job demands may lead to good performance when employees’ job security is high. Appropriate human resource practices should promise employees’ perceived job security rather than only reducing job demands. Employers should pay more attention to maintaining the social exchange relationships with employees having lower traditional values.

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“…As the empirical research on employability and turnover intention remains limited and a few recent studies conducted in this domain have shown mixed results (Acikgoz, Sumer, & Sumer, 2016; Benson, 2006; De Cuyper, Mauno, Kinnunen, & Mäkikangas, 2011a; De Cuyper, Van der Heijden, & De Witte, 2011b; Lu, Sun, & Du, 2016; Rahman, Naqvi, & Ramay, 2008) we followed De Cuyper and De Witte (2011) to introduce two dimensions to employability: internal and external, both of which differ in scope and in focus of opportunities (De Vos, Forrier, Van der Heijden, & De Cuyper, 2017). Furthermore, this study advances previous research and responds to a recommendation by De Cuyper et al (2011a) to account for possible moderators in the indirect employability–turnover relationship through the introduction of perceived organization support and career orientation as possible moderating factors that might explain this complex relationship.…”

Section: Introductionmentioning

confidence: 99%

Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation

Baranchenko

Xie

Lin

et al. 2019

Journal of Management & Organization

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This study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.

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The Relationships Between Employability, Emotional Exhaustion, and Turnover Intention

Cited by 52 publications

References 51 publications

When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

Revisiting the relationship between job demands and job performance: The effects of job security and traditionality

Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation

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