Pay Volatility and Employee Turnover in the Trucking Industry

2021 ◽  
pp. 014920632110196
Author(s):  
Samantha A. Conroy ◽  
Dorothea Roumpi ◽  
John E. Delery ◽  
Nina Gupta
Keyword(s):  
Employee Turnover ◽  
Voluntary Turnover ◽  
Truck Drivers ◽  
Just In Time ◽  
Trucking Industry ◽  
Large Dataset ◽  
Pay Systems ◽  
Study Support ◽  
Retail Organizations

Many organizations have turned to “just-in-time” pay systems to manage fluctuations in demand for products and services. For example, the trucking industry commonly pays truck drivers by the mile, and retail organizations fluctuate hours available to work to align with holiday demand. Based on the Unfolding Model of Turnover, we propose that the pay volatility, that is, fluctuations in individual pay over time, created by such systems create shocks that initiate thoughts of leaving the organization. We propose that these thoughts increase turnover likelihood. We also propose that pay level and pay trajectory moderate the pay volatility and turnover relationship. Based on a large dataset containing information on objective pay and turnover for truck drivers over a period of 34 weeks, the results of this study support the role of pay volatility, pay level, and pay trajectory in affecting voluntary turnover. Specifically, the results show that all three factors predict turnover likelihood and that pay volatility and pay level interact to predict turnover likelihood. The findings indicate that pay volatility has organizational downsides due to its effects on employee turnover in addition to its known upsides (i.e., flexibility).

scholarly journals A Theoretical Framework Development for Hotel Employee Turnover: Linking Trust in Supports, Emotional Exhaustion, Depersonalization, and Reduced Personal Accomplishment at Workplace

2020 ◽  
Vol 12 (19) ◽  
pp. 8065
Author(s):  
Heesup Han ◽  
Wei Quan ◽  
Amr Al-Ansi ◽  
Hyunah Chung ◽  
Abdul Hafaz Ngah ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Employee Turnover ◽  
Survey Methodology ◽  
Voluntary Turnover ◽  
Personal Accomplishment ◽  
Hotel Employees ◽  
Hotel Employee ◽  
Framework Development ◽  
Satisfactory Manner

The present research was an empirical endeavor to build a sturdy theorization linking trust in supervisor and co-worker supports, emotional exhaustion, depersonalization, reduced personal accomplishment, and hotel employee turnover at workplace. A quantitative approach and survey methodology were utilized. This research successfully explored the intricate associations between trust-in-support factors and burnout dimensions and uncovered the possible influence of such relationships on employee turnover in the hotel context. In addition, emotional exhaustion and reduced personal accomplishment among burnout constituents significantly affected turnover. These variables also strengthened the influence of trust in supervisor support on hotel employee turnover, acting as significant mediators. A salient role of emotional exhaustion in escalating employee turnover was unearthed. Overall, this research demonstrated the importance of trust in support and its role in reducing the burnout phenomenon among hotel employees and explaining their voluntary turnover decision formation in a satisfactory manner.

scholarly journals Psychological contract breach and voluntary turnover among newcomers: the role of supervisor trustworthiness and negative affectivity

2021 ◽  
pp. 1-21
Author(s):  
Émilie Lapointe ◽  
Christian Vandenberghe
Keyword(s):  
Psychological Contract ◽  
Negative Affectivity ◽  
Voluntary Turnover ◽  
Three Dimensions ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Abstract This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals Self-Determined Motivation Mediates the Association between Self-Reported Availability of Green Spaces for Exercising and Physical Activity: An Explorative Study

2021 ◽  
Vol 13 (3) ◽  
pp. 1312
Author(s):  
Migle Baceviciene ◽  
Rasa Jankauskiene
Keyword(s):  
Physical Activity ◽  
Vigorous Physical Activity ◽  
Self Determination Theory ◽  
The Self ◽  
Green Spaces ◽  
Behavior Regulation ◽  
Mediating Role ◽  
Study Support ◽  
Practical Implications

The aim of the study was to test the associations between the self-reported access to exercise in green spaces (GS) and moderate-to-vigorous physical activity (MVPA) testing the mediating role of the motivation. Based on self-determination theory (SDT), we expected that self-determined motivation will mediate the associations between the self-reported availability of GS for exercising (GSE) and MVPA with the most self-determined exercise regulation forms (identified and intrinsic motivation) demonstrating the strongest positive associations between the variables. Method: The sample consisted of 2154 participants (74.7% women). The ages ranged from 18 to 79 years, with a mean age of 32.6 (SD = 12.2) years. Participants completed the Behavior Regulation in Exercise Questionnaire-2, the measures of self-reported distance to residential GS (RGS), availability of the GS for exercising (GSE), and physical activity (PA). Logistic regression and path analysis were used to test the associations between study variables. Results: Higher reported distance to RGS was associated with lower reported availability of GSE, but not PA. Availability of GSE was directly associated with more frequent MVPA. More autonomous forms of exercise behavior regulation (intrinsic and identified regulations) mediated the associations between self-reported availability of GSE and MVPA. Internal and identified exercise regulations were directly associated with more frequent MVPA. Conclusions: The results of the present study support the main tenets of SDT suggesting that self-determined behavioral exercise regulation is an important mediator between the self-reported availability of GSE and general MVPA. Practical implications of these findings are discussed herein.

scholarly journals The Influence of Humor Styles on The Sense of Belonging among University Students

2019 ◽  
Vol 12 (1) ◽  
Author(s):  
Mohammad Saipol Mohd Sukor ◽  
Siti Aisyah Panatik ◽  
Nurul Farhana Noordin
Keyword(s):  
Sense Of Belonging ◽  
Full Time ◽  
Humor Styles ◽  
Postgraduate Students ◽  
The Social ◽  
Aggressive Humor ◽  
Study Support ◽  
Human Desire ◽  
Psychological Sense

The sense of belonging is a strongly human desire, but it is less explored by past researchers. The sense of belonging exists when people in a group or community were taking care and supporting each others. In order to further explore the predictors of the sense of belonging, this study is conducted to identify the influence of humor styles behavior on the sense of belonging. A total of 108 local postgraduate full-time students in a public university in Malaysia were involved in the study. The instruments used were Humor Styles Questionnaire (HSQ) and Psychological Sense of Belonging (SOBI-P). The result from regression analysis shows that there are significant influences of humor styles behavior on the sense of belonging among postgraduate students. It was found that the self-enhancing humor will increase the sense of belonging, whereas the aggressive humor will decrease the sense of belonging among postgraduate students. Overall, this study support Martin’s theory about the role of adaptive and maladaptive humor in the social relationship especially in the context of educational environment.

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