Turnover Contagion: How Coworkers' Job Embeddedness and Job Search Behaviors Influence Quitting

Felps, Will; Mitchell, Terence R.; Hekman, David R.; Lee, Thomas W.; Holtom, Brooks C.; Harman, Wendy S.

doi:10.5465/amj.2009.41331075

Cited by 477 publications

(507 citation statements)

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“…13 − .26) and all constructs except experience concentration significantly related to turnover. Given these differences across antecedent classes, factors pertaining to employee attachment to jobs and firms (e.g., see Felps et al, 2009;Mitchell et al, 2001)-as opposed or in addition to those pertaining to opportunity to leave-emerge as particularly important.…”

Section: Discussionmentioning

confidence: 99%

“…When attitudes and perceptions are sufficiently shared (as research indicates is often the case due to social contagion and exposure to similar work environments; Felps et al, 2009;Ryan et al, 1996;Whitman et al, 2010), these constructs may signal a collective-level desirability of movement that is analogous to the concept most often found at the individual level (and most often indexed as job satisfaction; Mobley, 1982). Positive shared attitudes and perceptions signal that members derive benefits (e.g., working in a committed team) that would be foregone through leaving, whereas negative views, especially those that are shared, become a common topic of discussion among members (Felps et al, 2009), inducing employees to look elsewhere for more satisfying work. We include four constructs as indicators of shared attitudes toward the job or organization-satisfaction, commitment, justice, and turnover intentions-and predict the following: Hypothesis 3: Unit-level commitment, justice, and satisfaction will be negatively related to collective turnover; unit-level turnover intentions will be positively related to collective turnover.…”

Section: Shared Attitudes Toward the Job And Organization Numerous Rmentioning

confidence: 99%

“…Although these aggregates are not interchangeable with their individual-level counterparts, all have been conceived as unit-level indicators of collective favor or disfavor with the job, organization, and/or work environment (Whitman, Van Rooy, & Viswesvaran, 2010). When attitudes and perceptions are sufficiently shared (as research indicates is often the case due to social contagion and exposure to similar work environments; Felps et al, 2009;Ryan et al, 1996;Whitman et al, 2010), these constructs may signal a collective-level desirability of movement that is analogous to the concept most often found at the individual level (and most often indexed as job satisfaction; Mobley, 1982). Positive shared attitudes and perceptions signal that members derive benefits (e.g., working in a committed team) that would be foregone through leaving, whereas negative views, especially those that are shared, become a common topic of discussion among members (Felps et al, 2009), inducing employees to look elsewhere for more satisfying work.…”

Section: Shared Attitudes Toward the Job And Organization Numerous Rmentioning

confidence: 99%

See 2 more Smart Citations

Causes and consequences of collective turnover: A meta-analytic review.

Heavey¹,

Holwerda²,

Hausknecht³

2013

Journal of Applied Psychology

265

320

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Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using metaanalysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size heterogeneity for both antecedents and consequences of turnover. Relationships generally did not vary according to turnover type (e.g., total or voluntary), although the relative absence of collective-level involuntary turnover studies is noted and remains an important avenue for future research. Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effectsize heterogeneity for both antecedents and consequences of turnover. Relationships generally did not vary according to turnover type (e.g., total or voluntary), although the relative absence of collective-level involuntary turnover studies is noted and remains an important avenue for future research.Keywords: collective turnover, organizational performance, retention, meta-analysis Cause and Consequences 3The issue of collective turnover-that is, "the aggregate levels of employee departures that occur within groups, work units, or organizations" (Hausknecht & Trevor, 2011, p. 353)-has a long history in management and applied psychology research. Discussions of organizational-level turnover rates extend back nearly a century, as seen in early work addressing "rates of departure" (Greenwood, 1919, p. 187) and the "stability of employment" (Fish, 1917, p. 162). Topical interest further formalized via several influential accounts of collective turnover's causes and consequences (March & Simon, 1958;Mobley, 1982;Price, 1977;Staw, 1980). More recently, this attention has intensified in terms of empirical studies (e.g., Batt & Colvin, 2011;Shaw, Dineen, Fang, & Vellella, 2009;Siebert & Zubanov, 2009;Trevor & Nyberg, 2008), theoretical contributions (Dess & Shaw, 20...

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Section: Discussionmentioning

confidence: 99%

Section: Shared Attitudes Toward the Job And Organization Numerous Rmentioning

confidence: 99%

Section: Shared Attitudes Toward the Job And Organization Numerous Rmentioning

confidence: 99%

See 1 more Smart Citation

Causes and consequences of collective turnover: A meta-analytic review.

Heavey¹,

Holwerda²,

Hausknecht³

2013

Journal of Applied Psychology

265

320

View full text Add to dashboard Cite

show abstract

“…To help eliminate potentially spurious relationships between our independent variable (authentic leadership), mediators (psychological ownership and selfconcordance), and the outcome (organizational job embeddedness) in this study, we controlled for faculty members' age (measured in years), gender (female=0, male=1), and dean-faculty member relationship tenure (measured in years) (e.g., Felps, Mitchell, Herman, Lee, Holtom and Harman, 2009). Table 1 shows the means, standard deviations and correlations for the study variables.…”

Section: Control Variablesmentioning

confidence: 99%

Authentic Leadership and Organizational Job Embeddedness in Higher Education

Erkutlu¹,

Chafra²

2016

HUJE

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“…Off-the-job embeddedness. This measure was made up of the unweighted mean of the z-scores of the remaining twelve items in Felps et al, (2009) job embeddedness scale. Following the method used by JET researchers zscores were taken because several of the items were dichotomous (Mitchell et al, 2001).…”

Section: Methodsmentioning

confidence: 99%

Relationship between Work-Family Conflict, Job Embeddedness, Workplace Flexibility, and Turnover Intentions

Afsar¹,

Rehman²

2017

Makara Hubs-Asia

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The present study seeks to propose and test a research model that investigates job embeddedness as a mediator and workplace flexibility as a moderator of the effect of family-work conflict on turnover intentions. This study uses a survey method and a structured questionnaire to collect data from 187 nurses working in various hospitals in Islamabad, Pakistan. The results showed that on-the-job embeddedness partially mediated the effect of work-family conflict on nurses' turnover intention. Furthermore, workplace flexibility moderated the relationship between work-family conflict and turnover intention. Management of the hospitals should take decisive steps to establish and maintain a supportive and flexible work environment because such an environment would help nurses to balance their work (family) and family (work) roles and lead to increased job embeddedness. Otherwise, it would be very difficult to retain high performing nurses in the workplace. The current study contributes to the existing knowledge base by testing job embeddedness as a mediator and workplace flexibility as a moderator of the impact of work-family conflict on turnover intentions of nurses.Hubungan antara Konflik Pekerjaan-Keluarga, Job Embeddedness, Workplace Flexibility, dan Intensi Turnover AbstrakPenelitian ini bertujuan untuk mengetahui dan menguji model penelitian yang melibatkan job embeddedness sebagai mediator dan fleksibilitas tempat kerja sebagai moderator pengaruh konflik pekerjaan-keluarga terhadap intensi turnover. Penelitian ini menggunakan metode survei dan kuesioner terstruktur yang menguji data dari 187 perawat berbagai rumah sakit di Islamabad, Pakistan. Hasilnya menunjukkan bahwa job embeddedness berperan sebagai mediator dari pengaruh konflik pekerjaan-keluarga terhadap intensi turnover perawat. Selanjutnya, fleksibilitas tempat kerja memoderatori hubungan antara konflik pekerjaan-keluarga dengan intensi turnover. Manajemen rumah sakit harus mengambil langkah tegas untuk membangun dan memelihara lingkungan kerja yang mendukung dan fleksibel, karena lingkungan seperti ini akan membantu perawat untuk menyeimbangkan peran mereka dalam keluarga dan pekerjaan sehingga dapat meningkatkan job embeddedness. Jika tidak, akan sangat sulit untuk mempertahankan perawat agar dapat bekerja dengan kinerja yang tinggi. Studi ini berkontribusi pada dasar pengetahuan dengan menguji job embeddedness sebagai mediator dan fleksibilitas tempat kerja sebagai moderator dari pengaruh konflik pekerjaankeluarga terhadap intensi turnover perawat.

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Turnover Contagion: How Coworkers' Job Embeddedness and Job Search Behaviors Influence Quitting

Cited by 477 publications

References 57 publications

Causes and consequences of collective turnover: A meta-analytic review.

Causes and consequences of collective turnover: A meta-analytic review.

Authentic Leadership and Organizational Job Embeddedness in Higher Education

Relationship between Work-Family Conflict, Job Embeddedness, Workplace Flexibility, and Turnover Intentions

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