The Effect of Overqualification on Employees' Turnover Intention：The Role of Organization Identity and Goal Orientation

PurposeJob involvement is an important predictor of how well employees perform and feel at work. However, despite fruitful findings, little is known about how person–job (P–J) fit affects job involvement.Design/methodology/approachThis study used a cross-sectional design and collected data from 375 employees and 50 managers. Multivariate regression was applied to test the moderated curvilinear model.FindingsThis study found an inverted U-shaped relationship between P–J fit and job involvement. For employees with a strong performance goal orientation, maximum job involvement occurred at a higher level of P–J fit, whereas for employees with a strong learning goal orientation, maximum job involvement occurred at a moderate level of P–J fit.Practical implicationsManagers should be aware that solely maximizing fit may not constantly yield positive outcomes, and that ignoring differences in employee needs and goals may be counterproductive.Originality/valueThe study challenges the conventional wisdom that a high P–J fit is always productive by showing that a high fit may sometimes jeopardize job involvement, particularly for certain employees.

Download Full-text

Expatriates’ withdrawal intentions

Personnel Review ◽

10.1108/pr-02-2016-0033 ◽

2017 ◽

Vol 46 (8) ◽

pp. 1852-1869 ◽

Cited By ~ 2

Author(s):

Luisa Helena Pinto ◽

Carlos Cabral Cardoso ◽

William B. Werther Jr

Keyword(s):

Organizational Culture ◽

Goal Orientation ◽

Design Methodology ◽

Negative Influence ◽

Content Type ◽

Mediating Role ◽

Business Goals ◽

Culture Characteristics ◽

The Relationship

Purpose The purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as antecedents of expatriates’ withdrawal intentions. Design/methodology/approach Data were collected through a web survey of an international sample of expatriates with a broad representation of industries, organizations and countries of origin and destination. Findings The results indicate that home and destination organizational cultures affect expatriates’ withdrawal intentions, after controlling for demographics and national cultural differences, namely: home organizational culture has a stronger influence on withdrawal intentions from the organization, while host organizational culture affects withdrawal intentions from the assignment. Further, the relationship between host organizational culture and expatriates’ intentions to withdraw from the assignment is mediated by expatriates’ satisfaction with the assignment. Evidence was also found supporting a stronger and negative influence of the goal orientation dimension of organizational culture, thus suggesting that a collective orientation toward common business goals (i.e. solidarity) may help retain expatriates. Originality/value This study seeks to fill a gap in the literature by exploring the influence of organizational culture on expatriates’ withdrawal intentions, and the mediating role of expatriates’ satisfaction with the assignment, on that relationship.

Download Full-text

The role of perceived need satisfaction at work for teachers' work-related learning goal orientation

Teaching and Teacher Education ◽

10.1016/j.tate.2015.01.009 ◽

2015 ◽

Vol 47 ◽

pp. 184-194 ◽

Cited By ~ 29

Author(s):

Stefan Janke ◽

Sebastian Nitsche ◽

Oliver Dickhäuser

Keyword(s):

Goal Orientation ◽

Need Satisfaction ◽

Work Related ◽

Perceived Need ◽

Learning Goal ◽

Learning Goal Orientation

Download Full-text

Doseganje zaposljivosti pri starajoči delovni sili; vloga starosti in doseganje ciljnih usmeritev

40th International Conference on Organizational Science Development Values Competencies and Changes in Organizations ◽

10.18690/978-961-286-442-2.23 ◽

2021 ◽

Author(s):

Nena Hribar ◽

Polona Šprajc

Keyword(s):

Informal Learning ◽

Goal Orientation ◽

Goal Orientations ◽

Achievement Goal ◽

Chronological Age ◽

Achievement Goal Orientations ◽

Positive Relation ◽

Aging Workforce ◽

Significant Relation

The aging workforce challenges companies to keep their aging employees employable in the workforce. This paper gives an indication as to which employees are more likely to be interested in further learning and employability. Specifically, the aim of this study was to investigate the role of chronological age and achievement goal orientations for informal and formal learning and employability. It was found that informal learning has a significant positive relation with several dimensions of employability. Furthermore, mastery-approach goal orientation also shows a significant positive relation with informal learning and employability. In addition, age had no significant relation with the achievement goal orientations. The paper stresses the need to consider characteristics other than chronological age, such as goal orientations, when considering employees’ learning behavior and employability.

Download Full-text