Exploring the role of perceived external prestige in managers' turnover intentions

By Olivier Herrbach, Karim Mignonac, Anne-Laure Gatignon. 2004

149 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/7c6f04a6c13b2cd2170e1f15a07863a952df09a5

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

Certainty in Language Increases Consumer Engagement on Social Media (2021, background): “These results are consistent with the literature suggesting that expressing certainty increases perceived power (Adkins & Brashers, 1995; Han & Lind, 2017; Hart & Childers, 2004) and that consumers are attracted to powerful people and brands (Billett et al., 2014; Bryan et al., 2011; Goldstein & Hay”
The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, background): “Studies researching the effects of perceived external prestige (PEP) on employee attitudes and behaviors have traditionally focused on various organizational outcomes such as job satisfaction (JS), job performance and commitment (Carmeli et al., 2006; Carmeli and Freund, 2009; Çiftçioğlu, 2010a, 201”
The Relationship between Social Climate and Loneliness in the Workplace and Effects on Employee Well-Being (2011, background): “Researches reveal that positive emotional feelings are strongly related to variables such as job performance [46-47-48-49], job satisfaction [50] and well-being [51].”
The roles of employee job satisfaction and organizational commitment in the internal marketing-employee bank identification relationship (2016, background): “For example, Herrbach et al. (2004) conducted a study of the role of perceived external prestige in managers’ turnover intentions.”
The effects of perceived external prestige, ethical organizational climate, and leader‐member exchange (LMX) quality on employees' commitments and their subsequent attitudes (2011, background): “Herrbach et al. (2004) also found a positive relationship between PEP and organizational commitment.”
Does perceived support in employee development affect personnel turnover? (2011, background): “Moreover, when the coefficient of the independent variable is no longer significant when the mediator is included, there is strong evidence for a dominant mediator (Herrbach et al., 2004).”
Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment (2009, background): “In addition, Herrbach, Mignonac, and Gatignon (2004) showed that job satisfaction and affective commitment partially mediate the relationship between perceived external prestige and turnover intentions.”