Interactions Among Actual Ease-of-Movement Determinants and Job Satisfaction in the Prediction of Voluntary Turnover

By C. Trevor. 2001

468 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Gender Studies

View Paper: https://www.semanticscholar.org/paper/58ef8fab3f22a2e96a6336abeba5188cd68a5d7f

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Citations in the corpus

Interfirm Competition for Human Resources: Evidence From the Software Industry (2005, background): “Stevens (1994) dubbed this continuum of usefulness “transferability,” and Trevor (2001) called it “movement capital.””
Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers. (2008, background): “…by a firm or its intermediary, the important matter of what makes an outside employee a likely target probably involves both individual attributes/achievements (Bretz, Boudreau, & Judge, 1994; Trevor, 2001; Trevor et al., 1997) and firm and occupation attributes (e.g., visibility, observability).”
A Multilevel Investigation of Leadership and Turnover Behavior (2015, background): “As followers develop into high performers and accumulate more ability to make job or career changes (Trevor, 2001), they become more attractive to other employers and thus may voluntarily leave (Harris et al., 2005; Sturman, Shao, & Katz, 2012).”
Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time (2008, background): “…offer the similar conceptual rationale that when employment alternatives are scarce, employees may be less likely to quit even when dissatisfied, and there is at least some empirical support for the hypothesis that unemployment moderates satisfaction-turnover relationships (Trevor, 2001).”
Using job embeddedness factors to explain voluntary turnover in four European countries (2008, background): “Clearly, labour markets shape the quality and quantity of alternative opportunities (Mano-Negrin and Tzafrir 2004) and, thus, an individual’s behaviour or even attitudes are likely to be different in times of high versus low unemployment (Trevor 2001).”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, methodology): “In the same manner that performance, promotions, and human capital can signal individuals’ value to prospective employers (Milgrom & Oster, 1987; Schwab, 1991; Trevor, 2001; Waldman, 1990), employees can “engage in job search to convince others that the market values their contributions at a level t”
Employee Job Search (2012, unknown): “Research has sought to understand this modest correlation, examining, for example, variables that may moderate the search–turnover relationship (Bretz et al., 1994; Swider, Boswell, & Zimmerman, 2011; Trevor, 2001).”