Nonfamily employees’ perceptions of treatment in family businesses: Implications for organizational attraction, job pursuit intentions, work attitudes, and turnover intentions

2021 ◽  
pp. 100387
Author(s):  
Brian Waterwall ◽  
Kent K. Alipour
Keyword(s):  
Turnover Intentions ◽  
Work Attitudes ◽  
Family Businesses ◽  
Organizational Attraction

scholarly journals Predicting Work Attitudes and Turnover Intentions Among Officers: The Importance of Adlerian Personality Attributes

2010 ◽  
Vol 12 (2) ◽  
pp. 41-58
Author(s):  
Justina Liesienė ◽  
Auksė Endriulaitienė ◽  
Loreta Bukšnytė ◽  
Loreta Gustainienė ◽  
Roy Kern
Keyword(s):  
Turnover Intentions ◽  
Work Attitudes

Family influence mediates the relation between helicopter-parenting and millennial work attitudes

2019 ◽  
Vol 34 (1) ◽  
pp. 2-17 ◽  
Author(s):  
Shelomi B. Gomes ◽  
Jacqueline K. Deuling
Keyword(s):  
Life Course ◽  
Turnover Intentions ◽  
Management Strategies ◽  
Work Attitudes ◽  
Information Support ◽  
Family Influence ◽  
Empirical Literature ◽  
Helicopter Parenting ◽  
Content Type ◽  
The Relationship

PurposeDrawing from life course theory, the purpose of this paper is to investigate the mediating role of family influence on career development (FICD) on the relationship of helicopter-parenting (over-parenting behavior) and US millennials’ work attitudes.Design/methodology/approachIn Study 1 (n=268), confirmatory factor analysis was tested on all scales to derive fit models. Mediation analyses using PROCESS (Preacher and Hayes, 2004) were conducted on Study 1 and Study 2 (n=196) on survey collected data sets.FindingsCapturing life course theorists’ proposition that parental involvement now extends itself through childhood and into millennials’ adulthood, results from both studies indicate helicopter-parenting is related to FICD. Further, for both studies, information support (FICD factor) positively mediates the relationship between helicopter-parenting and, affective commitment and job satisfaction, and negatively mediates the relationship between helicopter-parenting and turnover intentions. Additionally, direct effects on helicopter-parenting on work outcomes were found in both studies.Practical implicationsCEOs and managers seem perplexed on how to manage millennial workers. Understanding the co-occurring positive and negative effects of the millennial-parent relationship on work attitudes can help alleviate this conundrum to create better supervision, retention and engagement of millennial workers.Originality/valueThis study contributes to the sparse empirical literature on millennial’s work attitudes and is the first to provide empirical evidence of the role parents play in shaping millennial’s work attitudes. The findings highlight the concerns CEOs have in managing their millennial workers via their parental relationship and provide insightful management strategies.

Perceived organizational politics, emotional intelligence and work outcomes

2014 ◽  
Vol 43 (1) ◽  
pp. 116-135 ◽  
Author(s):  
Galit Meisler ◽  
Eran Vigoda-Gadot
Keyword(s):  
Emotional Intelligence ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Work Attitudes ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Human Resource Managers ◽  
Content Type ◽  
Emotional Intelligence Training ◽  
The Relationship

Purpose – This study aims to examine the relationship between perceived organizational politics and emotional intelligence, and their interplay in the context of work attitudes/behaviors. Design/methodology/approach – A sample of 368 employees was used to test a mediation effect of perceived organizational politics on the relationship between emotional intelligence on the one hand, and job satisfaction, turnover intentions and negligent behavior on the other. Findings – Perceived organizational politics was found to mediate the relationship between emotional intelligence and all three outcomes. Practical implications – Emotional intelligence training may be a powerful tool that organizations and human resource managers can employ to reduce perceived organizational politics and enhance work attitudes and performance. Originality/value – This research broadens the scope through which the intersection between emotion and organizational politics can be viewed, taking it beyond the role of both felt emotion and affective disposition. The findings show that emotional intelligence directly affects perceptions of politics, and indirectly affects employees' work attitudes and behaviors, through a mediation effect of perceived politics.

scholarly journals Military Experience in Civilian Government Organizations: An Exploratory Study of Its Effects on a Range of Work Attitudes and Behaviors

2021 ◽  
Vol 11 (4) ◽  
pp. 116
Author(s):  
Leonard Bright
Keyword(s):  
Work Experience ◽  
Public Management ◽  
Turnover Intentions ◽  
Large Body ◽  
The United States ◽  
Work Attitudes ◽  
Full Time ◽  
Military Experience ◽  
Attitudes And Behaviors ◽  
And Behaviors

There is a large body of research that has comparatively explored the relationship that military experience has with the attitudes and behaviors of employees who work in military organizations. However, very few studies have extended this line of research in civilian organizations. This study seeks to add to this body of research by exploring whether there are meaningful attitude and behavioral differences between veterans and non-veterans who work in a government civilian organization. Using a sample of 500 federal employees in the United States, the findings of this study revealed that prior military experience had no meaningful relationship to the work satisfaction, performance, person-organization fit, public service motivation, work stress, nor turnover intentions of public employees. The most important predictors of the work attitudes of employees were their age, education level, full-time status, and years of work experience. The implications this study has for the field of public management are discussed.

scholarly journals Will we have the same employees in hospitality after all? The impact of COVID-19 on employees’ work attitudes and turnover intentions

2020 ◽  
pp. 102754
Author(s):  
Dunja Demirović Bajrami ◽  
Aleksandra Terzić ◽  
Marko D. Petrović ◽  
Milan Radovanović ◽  
Tatiana N. Tretiakova ◽  
...  
Keyword(s):  
Turnover Intentions ◽  
Work Attitudes ◽  
The Impact

The Impact of Workplace Aggression on Employee Satisfaction With Job Stress, Meaningfulness of Work, and Turnover Intentions

2020 ◽  
pp. 009102601989997
Author(s):  
James Gerard Caillier
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Attitudes ◽  
Workplace Aggression ◽  
Work Related ◽  
The Past ◽  
Research Findings ◽  
Work Relationship ◽  
The Impact

Research concerning workplace aggression has become more prevalent over the past several decades. These studies have mainly focused on the antecedents and outcomes of workplace aggression in general or one specific type of workplace aggression. This article took a different approach. Specifically, it tests the impact of workplace aggression overall, as well as several types of workplace aggression, on the following work-related attitudes: satisfaction with job stress, turnover intentions, and meaningfulness of work. The moderating effect of satisfaction with job stress in the workplace aggression–turnover intention relationship and the workplace aggression–meaningfulness of work relationship were also investigated. Research findings demonstrated that workplace aggression decreased satisfaction with job stress and meaningfulness of work. Workplace aggression also increased turnover intentions. However, satisfaction with job stress did not interact with workplace aggression in either of the work-related attitudinal models (i.e., turnover intentions and meaningfulness of work). Furthermore, not all types of workplace aggression were found to affect work attitudes. These results are thoroughly discussed in the article.

The Relationship Between Work Attitudes and Work Performance

2005 ◽  
Vol 30 (4) ◽  
pp. 315-326
Author(s):  
Gurpreet Randhawa
Keyword(s):  
Job Satisfaction ◽  
Negative Correlation ◽  
Self Efficacy ◽  
Work Performance ◽  
Turnover Intentions ◽  
Significant Negative Correlation ◽  
Work Attitudes ◽  
Agriculture Extension ◽  
Age Range ◽  
The Relationship

The present study attempts to examine the relationship between work performance and work attitudes (job satisfaction, turnover intentions and job specific self-efficacy). Participants were a sample of 150 scientists randomly selected from the Agriculture Extension Centres in Haryana. They were in the age range of 26 to 65 years. The results indicated that both job satisfaction and self-efficacy are significantly positively correlated with work performance of scientists. Furthermore, the results showed that there is a significant negative correlation between turnover intentions and work performance. Thus, the analysis indicated that work performance is significantly related to all these variables.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

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