Stemming the tide: Predicting women engineers' intentions to leave ☆

By Romila Singh, N. Fouad, M. Fitzpatrick, Jane P. Liu, Kevin J. Cappaert, C. Figuereido. 2013

135 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/dc223cdce66ad1b27ac024fb1dbfa8b1d33d6e9d

How researchers see this paper

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

In Gender Studies

1. A. Karaeminogullari
2. Mercedes C. Santana
3. N. Fouad
4. B. Erdogan
5. Robert W. Lent
6. Steven D. Brown

In Organizational Behavior and Human Resource Management

1. A. Karaeminogullari
2. Adnan Ozyilmaz
3. B. Erdogan
4. Osman M. Karatepe
5. Shih-Yu Cheng
6. Hassan I. Ballout

In Safety Research

1. Mercedes C. Santana
2. A. Karaeminogullari
3. N. Fouad
4. Adnan Ozyilmaz
5. B. Erdogan
6. Robert W. Lent
7. Steven D. Brown
8. Lisa Y. Flores

Citations in the corpus

• SCCT and Underrepresented Populations in STEM Fields (2017, background): “The same set of questions apply to women in the workforce, for whom it has been shown that environmental barriers and supports appear to be more highly related to turnover than self-efficacy and outcome expectations (Singh et al., 2013).”
• Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination (2018, result): “Previous studies on the effect of women engineers’ self-efficacy on their work-related attitudes and behaviors (Singh et al., 2013), for example, revealed similar results with the studies which considered both female and male samples.”