Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective

By Marco S. DiRenzo, Jeffrey H. Greenhaus. 2011

263 citations recorded by the source corpus.

We propose a cybernetic model of job search and voluntary turnover that is based on the need to remain employable in a volatile economy. The model depicts the process by which individuals engage in ongoing cycles of job search activities that can increase the likelihood of voluntary turnover, which, in turn, provides opportunities to develop additional career competencies. We then examine the implications of the model for future research on the turnover process.

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Citations in the corpus

Networking behaviour, graduate employability: a social capital perspective (2017, background): “Insecurity and uncertainty in the labour market affects all employees regardless of level or skill (Direnzo and Greenhaus, 2011), however it is more acute for the young (CIPD, 2015).”
The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “Thus, organizations must expend greater effort to better understand and improve career satisfaction, which can help to decrease the employee turnover intention (Direnzo & Greenhaus, 2011).”
Protean career attitudes during unemployment and reemployment: A longitudinal perspective (2014, background): “This agentic approach is typified in the protean career orientation (PCO) which is defined as the extent towhich an individual manages his or her career in a proactive, self-directedway driven by personal values and subjective success criteria (DiRenzo & Greenhaus, 2011; Hall, 1996).”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “A protean career orientation refers to the attitudes, values, and competencies that operationalize the protean career construct for the individual (DiRenzo & Greenhaus, 2011; Gubler et al., 2014).”
The Second Face of Appropriability: Generative Appropriability and Its Determinants (2013, background): “Further, such devices and long-term job security in general discourage inventors from extensively engaging in job searches (Direnzo & Greenhaus, 2011), facilitating the development of a longer-term research agenda within the organization, again fostering cumulative invention.”
The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers (2019, background): “On the contrary, as noted by DiRenzo and Greenhaus (2011), it is plausible that talented protean individuals experience higher levels of accordance between their values and the values of their organization, and find good fit between an organization and their identity, indirectly strengthening the…”
When do emotionally exhausted employees speak up? Exploring the potential curvilinear relationship between emotional exhaustion and voice (2014, background): “…have weakened and the labor market has grown increasingly turbulent (Greenhaus, Callanan, & DiRenzo, 2008), job security and the belief in continued employability is a valuable resource that provides piece of mind and stability in a progressively volatile career context (DiRenzo & Greenhaus, 2011).”
When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor (2014, background): “First, the mediation role of career satisfaction on the relationship between job level and turnover intention suggests that, to reduce turnover intention among managers, organizations should pay more attention to understanding and improving career satisfaction (Direnzo & Greenhaus, 2011).”
Contemporary career orientations and career self-management: A review and integration (2021, background): “…Behavior 499 Theory Competency-based view of careers based on people's beliefs (know-why), skills and knowledge (know-how) and networks (know-whom) Direnzo & Greenhaus (2011) Academy of Management Review 111 Theory The article proposes a cybernetic model of the relation of boundaryless and…”
Linking Protean Career Orientation with Career Optimism: Career Adaptability and Career Decision Self-Efficacy as Mediators (2020, background): “They tend to define career success based on their own criteria and actively take actions to achieve these criteria (Direnzo & Greenhaus, 2011).”