Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of vo

By C. Trevor. 2001

198 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/afdec214c27dc9a54e7bf8ffb01fc8946d7ffbea

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In Organizational Behavior and Human Resource Management

Citations in the corpus

MECHANISMS LINKING REALISTIC JOB PREVIEWS WITH TURNOVER: A META‐ANALYTIC PATH ANALYSIS (2011, background): “Another primary goal of RJPs is to lower unrealistically optimistic expectations on the part of new hires that could stem from organizations presenting overly positive information during the recruitment process (Breaugh & Starke, 2000). Meeting the expectations of applicants is important; Fedor, Buc”
Is expatriation good for my career? The impact of expatriate assignments on perceived and actual career outcomes (2008, unknown): “Gender is also typically used as a control in studies of career outcomes (e.g. Trevor 2001).”
The effect of work environment, stress, and job satisfaction on employee turnover intention (2019, background): “Trevor (2001) argues that a high turnover rate will have negative consequences for the company and create serious problems which must be solved by the company.”
Prior Occupational Experience, Anticipatory Socialization, and Employee Retention (2006, methodology): “The use of these techniques has been called for with respect to new theoretical arguments in turnover research (Steel, 2002) as well as empirical research that has expanded or challenged existing turnover research conclusions, which in the past have been based on more traditional statistical techniq”
Implications of core self-evaluations for a changing organizational context (2011, background): “…right, of course, but such attitudes as satisfaction and commitment have been shown to be substantially related to behavior like job performance (Judge, Thoresen, Bono, & Patton, 2001), work withdrawal (Hanisch & Hulin, 1990), citizenship behavior (Organ & Ryan, 1995), and turnover (Trevor, 2001).”
Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises (2010, background): “As this definition suggests, job satisfaction is the result of employees’ assessments of a wide range of factors, such as monetary rewards, type of supervision, and opportunities to participate in job assignment decisions (Winterton 2004; Trevor 2001).”
When Employees Are Out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit-Level Voluntary Turnover (2012, background): “In addition, since the units are located in different regions, and perceived job alternatives is a significant precursor for turnover (Trevor, 2001), we controlled for the local unemployment rate for each unit.”
Time and Job Satisfaction: A Longitudinal Study of the Differential Roles of Age and Tenure (2018, unknown): “, Gerhart, 1987; Staw & Ross, 1985) and in numerous subsequent studies (e.g., Ganzach; Judge & Hurst, 2008; Judge & Watanabe, 1995; Lee, Gerhart, Weller, & Trevor, 2008; Trevor, 2001).”
Job Insecurity and Well-Being: Moderation by Employability (2008, background): “Third, objective indicators may fail to account for the labour market context when trying to predict actual chances of re-employment (Trevor 2001).”
Toward a Theory of Reputation in Organizations (2007, background): “Similarly, certain characteristics make individuals more marketable and mobile (Trevor, 2001).”
Early Career Outcomes for the “Best and the Brightest” (2015, background): “Building on March and Simon’s (1958) classic model of ease of movement and signaling theory (Spence, 1973), Trevor (2001) argues that education, skill, and other factors affect the ease with which an individual might acquire a desirable alternative position and in turn their frame of reference for…”
The Moderating Effect of Work—Family Centrality on Work—Family Conflict, Organizational Attitudes, and Turnover Behavior† (2008, methodology): “Following Trevor (2001), determination of whether the moderated effect reflects the hypothesized relationship was conducted by effect size interpretation, using the raw (i.e., nonexponentiated) coefficients within the Cox regression model.”
Employee development, commitment and intention to turnover: a test of ‘employability’ policies in action (2006, background): “Turnover studies often include education as a control variable (e.g. Trevor, 2001) and assume that it increases turnover opportunities for employees.”
Multiple Types of Psychological Contracts: A Six-cluster Solution (2003, background): “Employability refers to the perceived ease of movement in the labor market (Trevor, 2001).”
High-performance work system and intention to leave: a mediation model (2014, methodology): “On the basis of previous literature, Trevor (2001) argues that empirical results about correlation between job satisfaction and turnover ranged between 20.18 and 20.24.”