Employee development, commitment and intention to turnover: a test of ‘employability’ policies in action

By G. S. Benson. 2006

311 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1f6b420fb2010962ec29731a9e1ba227971313f6

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Citations in the corpus

Relationship between protean career orientation and work–life balance: A resource perspective (2015, background): “Furthermore, in addition to consistent depictions of employability as a function of work-related skills and abilities (Baruch, 2001; Benson, 2006; DiRenzo & Greenhaus, 2011; Smith, 2010), investing in human capital has been shown to have a strong influence on continued career progression (Judge, Cab”
Associations between perceived employability, employee well-being, and its contribution to organizational success: a matter of psychological contracts? (2011, methodology): “This aligns with social exchange theory as proposed by Van Dam ( 2005 ) and Benson ( 2006 ) in the context of employability research.”
HR practices and HRM outcomes: the role of basic need satisfaction (2012, background): “Training implies offering employees the opportunity to develop general and specific skills to increase their employability (Benson, 2006).”
Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises (2010, background): “Employee exit intentions have been shown to be one of the most powerful proximal predictors of turnover in firms (Griffeth, Hom, and Gaertner 2000) and have been commonly used as an outcome variable in research studies focused on voluntary employee turnover (Benson 2006; Finegold, Mohrman, and Sprei”
The route to employability: Examining resources and the mediating role of motivation (2012, background): “For instance, studies have examined the associations between demographic factors such as age and gender and employability (Forte and Hansvick, 1999; Nielsen, 1999; Patrickson and Ranzijn, 2003), and between issues related to training and education and employability (Benson, 2006; Brown et al., 2003;”
The management paradox (2011, background): “Examples of such dynamics come from the studies by Benson (2006)”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “Because a paramount goal in a volatile economy is to maintain employability (Benson, 2006; Grote & Raeder, 2009; Smith, 2010; Wittekind et al., 2010), we propose that individuals make comparisons between their desired level of employability (reference standard) and the feedback they receive from…”
Talent and leadership development practices as drivers of intention to stay in Lebanese organisations: the mediating role of affective commitment (2013, background): “When used in a coordinated way, these practices enhance leadership capability (Benson 2006).”
The winner takes it all, the loser has to fall: Provoking the agency perspective in employability research (2018, unknown): “Benson (2006) argues that supervisors are more inclined to invest in highly employable workers as a retention strategy, with further support coming from the study by Van der Heijden, Boon, Van der Klink, and Meijs (2009) and the literature on high potentials (Collings & Mellahi, 2009; Huselid &…”
Transformational leadership, learning, and employability: Effects on performance among faculty members (2011, background): “As recent research shows, employees may believe that they need to remain organizationally mobile to maintain a job due to current economic dynamics, but stay committed to employers who help them to achieve competences in this turbulent context ( Benson, 2006”