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Unraveling the mysteries of gender differences in intentions to leave the organization
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TLDR
In this paper, the authors report the results of a study of the intentions of male and female executives, managers and professionals to leave their organizations and highlight the importance of two components of job satisfaction, meaningful work and opportunities for promotion.Abstract:
The anticipated labor shortages of the 1990's will intensify organizational needs to retain their existing employees. Women represent an increasingly important segment of the labor force and their turnover rates are thought to exceed men's. Earlier studies of turnover and its psychological antecedent, the behavioral intention to leave, suggest that work-related factors may contribute to women's relatively higher turnover rates. The current paper reports the results of a study of the intentions of male and female executives, managers and professionals to leave their organizations. The results support the pattern of findings in earlier studies that gender differences disappear when job satisfaction is controlled in the analysis. Further analysis highlights the importance of two components of job satisfaction — meaningful work and opportunities for promotion. The authors conclude that organizations might improve their retention rates of female managers through job enrichment and by enhancing their advancement opportunities.read more
Citations
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Predictors of objective and subjective career success: a meta‐analysis
TL;DR: In this paper, a meta-analysis reviewed four categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences.
Journal ArticleDOI
The relationship between pay and job satisfaction: A meta-analysis of the literature
TL;DR: This article used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction, finding that pay level was correlated.15 with job satisfaction and.23 with pay satisfaction.
Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.
Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)
Journal ArticleDOI
Above the glass ceiling? A comparison of matched samples of female and male executives.
TL;DR: Important differences were found, with women having less authority, receiving fewer stock options, and having less international mobility than men, and women at the highest executive levels reported more obstacles than lower level women.
Journal ArticleDOI
Explaining employee turnover in an Asian context
TL;DR: In this article, the authors examined three sets of antecedents of turnover intention in companies in Singapore: demographic, controllable and uncontrollable, and found that organisational commitment, procedural justice and a job-hopping attitude were three main factors associated with turnover intention.
References
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Journal ArticleDOI
Organizational commitment, job satisfaction, and turnover among psychiatric technicians.
TL;DR: In this paper, a study of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees, was reported.
Book
Multiple regression in behavioral research
TL;DR: Kerlinger and Pedhazur as discussed by the authors present the three main applied analytical models which derive from the general linear hypothesis-analysis of variance, regression, and analysis of covariance.
Journal ArticleDOI
Multiple Regression in Behavioral Research.
TL;DR: Kerlinger and Pedhazur as discussed by the authors present the three main applied analytical models which derive from the general linear hypothesis-analysis of variance, regression, and analysis of covariance.
Journal ArticleDOI
Toward a cognitive social learning reconceptualization of personality
TL;DR: The issues discussed include the nature of behavioral "specificity," the acquired meaning of stimuli, the uses and misuses of traits, and the construction of personality.
Journal ArticleDOI
Review and Conceptual Analysis of the Employee Turnover Process
TL;DR: In this article, a conceptual model is presented that suggests a need to distinguish between satisfaction (present oriented) and attraction/expected utility (future oriented) for both the present role and alternative roles, and a potential mechanism for integrating aggregate-level research findings into an individual-level model of the turnover process.
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