PROFILES IN QUITTING: INTEGRATING PROCESS AND CONTENT TURNOVER THEORY

By Carl P. Maertz Jr., M. Campion. 2004

436 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0edee0d45a0fe236248585dd31ece3a01632c383

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Brooks Holtom
2. T. W. Lee
3. Terence R. Mitchell
4. Timothy M. Gardner
5. B. Gerhart
6. Anthony J. Nyberg
7. Patrick M. Wright
8. John W. Michel

In Organizational Behavior and Human Resource Management

1. David G. Allen
2. Brooks Holtom
3. C. Trevor
4. T. W. Lee
5. Anthony J. Nyberg
6. Patrick M. Wright
7. Kenneth J. Harris
8. Terence R. Mitchell

Citations in the corpus

• Why do international assignees stay? An organizational embeddedness perspective (2011, background): “In support of this argument, there is evidence that promotional chances are negatively related to turnover (Maertz & Campion, 2004).”
• Hiring for retention and performance (2009, background): “Maertz and colleagues (Maertz & Campion, 2004; Maertz & Griffeth, 2004) suggested that conscientiousness, partially defined as being dependable and reliable (Barrick & Mount, 1991), is a factor in the contractual and moral/ethical motivational forces that affect employees’ turnover decisions.”
• Pay-for-Performance’s Effect on Future Employee Performance (2016, background): “Similarly, prior PFP will lead employees to want to work to fulfill their perceived reciprocal obligation to the firm (Maertz & Campion, 2004; Shaw, Dineen, Fang, & Vellella, 2009).”
• Mapping the Decision to Quit: A Refinement and Test of the Unfolding Model of Voluntary Turnover (2008, background): “This is problematic because it leaves the instrument open to the charge of forcing the data, and undermining discriminant validity (Maertz & Campion, 2004).”
• The Wheel Model of humor: Humor events and affect in organizations (2012, background): “Specifically, increasing the incidence of positive humor events might attenuate the effects of negative events (Fredrickson and Levenson, 1998), and reduce the probability of impulsive quitting owing to current negative affective states (Maertz and Campion, 2004).”
• Fun and friends: The impact of workplace fun and constituent attachment on turnover in a hospitality context (2014, methodology): “Constituent attachment was measured with five items based on the work of Maertz and Campion (2004).”
• 5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008, background): “For example, both Lee and Mitchell ( 1994 ) and Maertz and Campion ( 2004 ) suggested that certain individuals have advance quitting plans which are implemented when a certain event happens (eg, the completion of training program with an associated training bonus).”
• Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “Advances built on the Mobley model posit different paths to turnover taken by different types of leavers; T. W. Lee et al. propose five such paths, Maertz and Campion (2004) four, and T. H. Lee, Gerhart, Weller, and Trevor (2008) four types of leavers.”