Career stages at the bottom line: Revisiting the relationship between organizational justice and turnover intentions

2021 ◽  
pp. 1-18
Author(s):  
Nadeem-Uz-Zaman ◽  
Tariq Ahmed ◽  
Thurasamy Ramayah ◽  
Zeeshan Khalid ◽  
Mohammad Asad
Keyword(s):  
Organizational Justice ◽  
Service Sector ◽  
Turnover Intentions ◽  
Strong Relationship ◽  
Early Career ◽  
Career Stages ◽  
Career Stage ◽  
Bottom Line ◽  
Public And Private ◽  
Underlying Causes

PURPOSE: The literature of the field suggests a strong relationship between organizational justice and turnover intentions of employees; however, the applicability of this claim has never been tested across different career stages, therefore, this study attempted to examine if there were any differences in this relationship across different career stages. METHODS: The data was collected from 71 different service sector organizations from both the public and private sectors. Initially, the lists of all the employees were obtained from their respective HR departments. From the main list, three subsidiary lists were generated relating to (1) early-career level employees, (2) mid-career level employees, and (3) the top-career level employees. RESULTS: It is found that the justice-turnover intentions relationship varied across different career stages. Only distributive justice affected the turnover intentions of early-career employees. At the middle career stage, all three components of justice affected turnover intentions. None of the components of organizational justice influenced turnover intentions at the later career stage. RESEARCH LIMITATIONS/IMPLICATIONS: The current study was only focused on looking for differences in the proposed relationship across different career stages. Future researchers can consider looking for the underlying causes that make up such differences. ORIGINALITY: This study offers a better understanding of employee turnover behavior as a result of their perception of organizational justice at different career levels across diverse organizations, it attempts to contribute to exploring the interaction of different organizational stages concerning Career stage theory (CST). This study further adds new insights into the theories of organizational justice, and turnover intentions.

CEO career concerns and expectations management

2019 ◽  
Vol 20 (3) ◽  
pp. 267-289
Author(s):  
Elio Alfonso ◽  
Li-Zheng Brooks ◽  
Andrey Simonov ◽  
Joseph H. Zhang
Keyword(s):  
Earnings Forecasts ◽  
Early Career ◽  
Career Concerns ◽  
Career Stages ◽  
Career Stage ◽  
Content Type ◽  
Expectations Management ◽  
Reputational Capital ◽  
The Impact ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact of career concerns on CEOs’ use of expectations management to meet or beat analysts’ quarterly earnings forecasts. The authors posit that early career-stage CEOs are less (more) likely to use expectations management than are late career-stage CEOs if the market views expectations management as an opportunistic strategy (efficient process) due to reputational capital concerns. Design/methodology/approach The authors obtain data for CEO career stages and CEO compensation from ExecuComp, analyst earnings forecasts from the detailed I/B/E/S database, financial statement data from quarterly Compustat and stock returns from the daily CRSP database over the period 1992–2013. Findings The results are consistent with the opportunistic hypothesis and early-stage CEOs seeking to build reputational capital by avoiding the perception of engaging in an inefficient managerial strategy. The authors find robust evidence that late career-stage CEOs are more likely to engage in expectations management than early career-stage CEOs. Furthermore, the authors show that late career-stage CEOs tend to employ expectations management to boost the value of their equity-based compensation. Research limitations/implications The findings have important implications because the authors document a different implication of the “horizon problem” related to CEOs’ opportunistic forecasting behavior and the manipulation of analysts’ forecasts for CEOs who are approaching retirement. Practical implications The results have practical implications for analysts who provide earnings forecasts for firms whose CEOs are in early or late career stages and for investors who use such analysts’ forecasts in firm valuation models. Originality/value The authors contribute to the literature on expectations management by documenting how reputational incentives of CEOs affect the likelihood that managers engage in expectations management. The authors show that an important managerial incentive to engage in expectations management is CEO career concerns. Furthermore, the authors show that CEOs who are in early stages of their careers choose not to engage in expectations management due to the market’s perceived degree of opportunism pertaining to this strategy.

The moderating effect of career stage on the relationship between job embeddedness and innovation-related behaviour (IRB)

2019 ◽  
Vol 15 (2) ◽  
pp. 109-122 ◽  
Author(s):  
Muhmmad Rafiq
Keyword(s):  
Professional Growth ◽  
Structural Equation ◽  
Job Embeddedness ◽  
Moderating Effect ◽  
Early Career ◽  
Career Stages ◽  
Career Stage ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to re-examine the moderating effect of career stage on the relationship between job embeddedness and innovation-related behaviour (IRB). Design/methodology/approach Data were collected from a sample of 310 Chinese media organisation employees and were analysed using moderated structural equation modelling. Findings Career stage significantly moderated the relationship between job embeddedness and IRB; individuals who experienced high job embeddedness in their early career stage were found to be engaged in more IRBs than those who experienced low job embeddedness in their early career stage. Moreover, the author also found that individuals who experienced high job embeddedness at mid-late career stages were less engaged in IRB, as compared to those at earlier career stages. Research limitations/implications These findings contribute to the understanding of the relationship between employee job embeddedness and IRB at different career stages. The findings are limited by the cross-sectional nature of the data. Originality/value This study demonstrates that individuals at a mid-late career stage may define their work roles differently to those at an early career stage. Employers often expect individuals in the mid-late career stage to facilitate the work of others and to assist junior colleagues in their professional growth (Super et al., 1996).

scholarly journals Between a rock and a hard place: publishing issues in public relations and communication management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gemma Bridge ◽  
Johanna Fawkes ◽  
Ralph Tench
Keyword(s):  
Public Relations ◽  
Online Survey ◽  
Academic Community ◽  
Small Sample ◽  
Early Career ◽  
Career Stages ◽  
Career Stage ◽  
Communication Management ◽  
Content Type ◽  
Hard Place

PurposeThe purpose of this paper is to explore the pressures to publish facing European public relations (PR) and communication management scholars across career stages.Design/methodology/approachThe Delphi method was used with PR and communication management scholars at associate professor level or higher across Europe. An online survey was then shared with the wider academic community to gather insights from scholars at different career stages.FindingsThe suitability and status of the journal and the language of the outputs are considered. Academics are caught between the rock of publishing inside the field to support its development and the hard place of being required to publish in high-ranking journals for funding and promotion. Scholars are evaluated regularly, with journal articles being the main unit of assessment. Academics, regardless of career stage, feel under pressure to publish.Research limitations/implicationsThe wider survey enabled publishing insights to be gathered from academics across the career spectrum, but it was completed by a small sample. Nevertheless, similar concerns emerged from both methods of data gathering, suggesting a clear agenda for discussion and further research.Practical implicationsPR and communications management is an academic discipline without an accepted list of high-impact journals. This study provides an annotated journal list to aid institutional evaluations, aid scholarly journal publishing decisions and support early career researchers navigating the publishing process.Originality/valueThis adds to the somewhat limited discussion regarding how academics in PR and communication management decide where to publish and provides a resource that can be used by scholars, institutions and funders.

scholarly journals Task specialization across research careers

2020 ◽  
Author(s):  
Nicolas Robinson-Garcia ◽  
Rodrigo Costas ◽  
Cassidy R. Sugimoto ◽  
Vincent Larivière ◽  
Gabriela F. Nane
Keyword(s):  
Prediction Model ◽  
Bayesian Networks ◽  
Gender Bias ◽  
Early Career ◽  
Career Stages ◽  
Career Stage ◽  
Career Trajectory ◽  
Task Specialization ◽  
Archetypal Analysis ◽  
Scientific Careers

AbstractScientific careers are conceived as one unique pathway which scientists must follow to succeed. We report the diversity of profiles scientists exhibit based on their contributorship and look into biases in their career trajectory. We use Bayesian networks to train a prediction model based on a dataset of 70,694 publications from PLoS journals representing 347,136 distinct authors and their associated contribution statements. This model is used to predict the contributions of 222,925 authors in 6,236,239 publications, and apply a robust archetypal analysis to profile scientists by career stage. We divide scientific careers into four stages: junior, early-career, mid-career and late-career. Three scientific archetypes are found throughout the four career stages: leader, specialized, and supporting. All three archetypes are encountered for the early- and mid-career stages, whereas for junior and late-career stages only two archetypes are found. Scientists assigned to the leader and specialized archetypes tend to have longer careers than researchers who belong to the supporting archetype. There is consistent gender bias at all stages: the majority of male scientists belong to the leader archetype, while the larger proportion of women belong to the specialized archetype, especially for early and mid-career researchers.

scholarly journals Exploring the Relational Impact of Service Quality on Customer Satisfication

2015 ◽  
Vol 14 (4) ◽  
pp. 17-31 ◽  
Author(s):  
Manish Kumar Yadav ◽  
Dr. Alok Kumar Rai
Keyword(s):  
Public Sector ◽  
Customer Satisfaction ◽  
Service Quality ◽  
Private Sector ◽  
Service Sector ◽  
Strong Relationship ◽  
Public And Private ◽  
Public Sector Banks ◽  
And Performance ◽  
Public And Private Sector

Customer Satisfaction has been a psychological attribute inviting attention of the customers and requiring decipher their contribution in overall business performance.Banking has been no exception to this phenomenon.Many Literatures have found a strong relationship between service quality and customer satisfaction In service sector in general and banking industry in particular. The aim of the study is to investigate the relationship between service quality and customer satisfaction. The study assesses the level of customers’ satisfaction and service quality performance of the select banks. Further the study compares the satisfaction and service quality in select public and private sector banks.The study also identifies the area where the banks need to focus. The research design is descriptive as the research is intended to conclude and suggest measures to zero down on the service quality gaps in select public and private sector banks. The result shows a positive relationship between service quality and customer satisfaction. Service quality dimensions (tangibility, reliability, responsiveness, assurance and empathy) show wide service quality gaps. The comparative study of public sector banks and private sector banks show superiority of private sector banks over public sector banks in customer satisfaction and performance of service delivery.  

scholarly journals Does Attractiveness Lead to or Follow From Occupational Success? Findings From German Associational Football

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824402090341
Author(s):  
Henk Erik Meier ◽  
Michael Mutz
Keyword(s):  
Regression Models ◽  
Early Career ◽  
Career Stages ◽  
Consensus Method ◽  
Football Players ◽  
Panel Regression ◽  
Career Stage ◽  
Occupational Success ◽  
Work Related ◽  
Professional Success

Prior research has provided evidence that attractiveness is associated with work-related advantages. It is less clear, however, whether attractiveness is an antecedent or a consequence of professional success. To answer this question, associational football in Germany is used as an exemplifying case. Portrait pictures of German football players were retrieved, one picture from a very early career stage and one from a very late one. Attractiveness of these portraits was assessed by the “truth of consensus” method. Panel regression models are applied to analyze changes in attractiveness and relate these changes to professional success. Findings show that success as a footballer cannot be predicted with attractiveness at early career stages. Instead, the increase of attractiveness over time is more pronounced among very successful players. It is thus concluded that successful individuals are not more attractive in the very beginning, but improve their appearance throughout their careers.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

scholarly journals Cross-Center Virtual Education Fellowship Program for Early-Career Researchers in Atrial Fibrillation

2020 ◽  
Vol 13 (11) ◽  
Author(s):  
Tinuola B. Ajayi ◽  
Christy D. Remein ◽  
Randall S. Stafford ◽  
Angela Fagerlin ◽  
Mina K. Chung ◽  
...  
Keyword(s):  
Atrial Fibrillation ◽  
Population Health ◽  
Early Stage ◽  
Early Career ◽  
Research Network ◽  
Grant Writing ◽  
Career Stage ◽  
Fellowship Program ◽  
Pedagogical Model ◽  
Grant Applications

Background: It is estimated that over 46 million individuals have atrial fibrillation (AF) worldwide, and the incidence and prevalence of AF are increasing globally. There is an urgent need to accelerate the academic development of scientists possessing the skills to conduct innovative, collaborative AF research. Methods: We designed and implemented a virtual AF Strategically Focused Research Network Cross-Center Fellowship program to enhance the competencies of early-stage AF basic, clinical, and population health researchers through experiential education and mentorship. The pedagogical model involves significant cross-center collaboration to produce a curriculum focused on enhancing AF scientific competencies, fostering career/professional development, and cultivating grant writing skills. Outcomes for success involve clear expectations for fellows to produce manuscripts, presentations, and—for those at the appropriate career stage–grant applications. We evaluated the effectiveness of the fellowship model via mixed methods formative and summative surveys. Results: In 2 years of the fellowship, fellows generally achieved the productivity metrics sought by our pedagogical model, with outcomes for the 12 fellows including 50 AF-related manuscripts, 7 publications, 28 presentations, and 3 grant awards applications. Participant evaluations reported that the fellowship effectively met its educational objectives. All fellows reported medium to high satisfaction with the overall fellowship, webinar content and facilitation, staff communication and support, and program organization. Conclusions: The fellowship model represents an innovative educational strategy by providing a virtual AF training and mentoring curriculum for early-career basic, clinical, and population health scientists working across multiple institutions, which is particularly valuable in the pandemic era.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

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