Job disamenities, job satisfaction, quit intentions, and actual separations: putting the pieces together

By P. Böckerman, P. Ilmakunnas. 2007

195 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6e9d8252cb1435e15c71381777b0ebdbb126f016

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The Impact of Emotional Intelligence on Job Performance via the Mediating Role of Job Satisfaction (2016, background): “The level of JS is a strong indicator of withdrawal behavior, intention to quit, turnover and organizational commitment (e. G. Shields & Ward, 2001; Böckerman & Ilmakunnas, 2009).”
What makes work meaningful and why economists should care about it (2020, result): “Ideally, in line with the job satisfaction literature, we would have tested how well meaningful work perceptions predict actual or intended job quits (Böckerman and Ilmakunnas, 2009; Clark, 2001; D’Ambrosio et al., 2018; Green, 2010; Lévy-Garboua et al., 2007).”
Life (Dis)Satisfaction and the Intention to Migrate: Evidence from Central and Eastern Europe (2014, background): “Most studies in this stream of literature argue that job dissatisfaction is a strong predictor of job quit intentions as well as actual quits (see Antecol & CobbClark [5], Bockerman & Ilmakunnas [10], Clark [14], Freeman [23], Shields & Ward [42], Stevens [49], among others).”
Well-Being and Trust in the Workplace (2011, unknown): “Bonhomme and Jolivet (2009) and Villanueva (2007) did just this, and since their results, like ours, show high compensating differentials for non-financial job characteristics, they help to support ours in two ways.”
The Job Satisfaction-Productivity Nexus: A Study Using Matched Survey and Register Data (2012, background): “6 E.g. Clark et al. (1998), and Böckerman and Ilmakunnas (2009) provide evidence that low job satisfaction predicts worker outflow.”
THE REVOLVING DOOR: A CLOSER LOOK AT MAJOR FACTORS IN VOLUNTEERS’ INTENTION TO QUIT (2013, background): “Newer studies have shown that job performance, through negative feedback during performance appraisals, impacts employee intentions to quit (Zimmerman & Darnold, 2009), as well as adverse working conditions (Böckerman & Ilmakunnas, 2009).”