The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions

By S. H. Chan, Xinda Mai, O. M. Kuok, Siew-Huat Kong. 2016

108 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/ad572831cacc2d140fc52ba80b64d0443033384d

How researchers see this paper

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

In Education

1. C. Rudolph
2. H. Zacher
3. Kristi N. Lavigne
4. Ian M. Katz
5. M. Abadi
6. O. Aburumman
7. A. Salleh
8. K. Omar

In Organizational Behavior and Human Resource Management

1. C. Rudolph
2. Kristi N. Lavigne
3. Ian M. Katz
4. M. Abadi
5. O. Aburumman
6. A. Salleh
7. H. Zacher
8. K. Omar

In Safety Research

1. C. Rudolph
2. Kristi N. Lavigne
3. Ian M. Katz
4. H. Zacher
5. M. Abadi
6. O. Aburumman
7. A. Salleh
8. K. Omar

Citations in the corpus

• Linking dimensions of career adaptability to adaptation results: A meta-analysis (2017, background): “CAREER ADAPTABILITY DIMENSION-LEVEL META-ANALYSIS 63 CAREER ADAPTABILITY DIMENSION-LEVEL META-ANALYSIS 64 CAREER ADAPTABILITY DIMENSION-LEVEL META-ANALYSIS 65 CAREER ADAPTABILITY DIMENSION-LEVEL META-ANALYSIS 66 CAREER ADAPTABILITY DIMENSION-LEVEL META-ANALYSIS 67 AC CE PT ED M AN US CR IPT CAREER A”
• The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “The results were consistent with those reported by previous researchers (Chan & Mai, 2015; Chan et al., 2016; Guan et al., 2017) who highlighted that employees that have a high level of career satisfaction may have the intention to keep working for their firms.”