FURTHER EXPLORING THE RELATIONSHIP BETWEEN JOB SEARCH AND VOLUNTARY INDIVIDUAL TURNOVER

By Gary Blau. 2006

260 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f8aa397606cee3db1d9870b0d7485fd9716098c6

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Employee Mobility and Organizational Outcomes (2016, background): “Specifically, the “unfolding model” of turnover places significant emphasis on shocks experienced by individuals, which prompts them to actively search and gather information about alternative employment opportunities and significantly affects the likelihood of mobility (Blau, 1993; Hom & Griffeth, ”
Relationships Between Leadership and Followers’ Quitting Intentions and Job Search Behaviors (2010, background): “…as an antecedent to job search behaviors, such as scanning job boards and employment listings, updating resumes, and submitting applications (cf. Blau, 1993, 1994; Bretz, Boudreau, & Judge, 1994), with the majority of studies on job search behaviors investigating outcomes (van Hooft, Born,…”
Aligning employees with the organization's strategic objectives: out of ‘line of sight’, out of mind (2006, result): “The turnover rate was also quite comparable to prior research on voluntary turnover including studies in the healthcare industry (e.g. Blau, 1993, 1994; Judge, 1993).”
PREDICTORS OF JOB SEARCH BEHAVIOR AMONG EMPLOYED AND UNEMPLOYED PEOPLE (2004, unknown): “That is, the more employees are attached to, and involved in the organization, the more likely they are to continue employment with the organization (Meyer & Allen, 1991), and the less likely they are to search for alternative jobs (Blau, 1994). Consistent with this rationale, Blau (1994) found a ne”
Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context (2005, background): “Along these lines, longitudinal models of the job search and recruitment process posit that in the early stages potential applicants only have rudimentary information about possible job opportunities (Barber, 1998; Barber, Daly, Giannantonio, & Phillips, 1994; Blau, 1993; Saks & Ashforth, 2000).”
Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees (2007, methodology): “Models of the job search and recruitment process (Barber, 1998; Barber, Daly, Giannantonio, & Phillips, 1994; Blau, 1993; Saks & Ashforth, 2000) might be used fruitfully to formulate hypotheses about which employer beliefs might be prevalent for these different groups.”
The Effect of Verbal Self-Guidance Training for Overcoming Employment Barriers: A Study of Turkish Women (2009, methodology): “Six months subsequent to the training program, job search behavior was assessed using a six-item measure developed by Blau (1993).”
The individual experience of unemployment. (2012, background): “Furthermore, preparatory behaviors are thought to come in advance of active behaviors (Blau 1993, 1994).”
Work engagement as a mediator between employee attitudes and outcomes (2013, background): “Most theories of turnover relate in some way to employee dissatisfaction (Spector 1997): unhappy employees look for alternative employment; and studies demonstrate that job satisfaction measures correlate well with intention to quit measures (Blau 1993; Tett and Meyer 1993).”
Employee Job Search (2012, unknown): “Some research indicates a positive effect for alternative opportunities in predicting search (Blau, 1993), although other research shows a null effect (Boswell et al., 2006; Bretz et al., 1994).”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “Ample research has indicated a positive relationship between job search activity and turnover (Blau, 1993, 1994; Saks & Ashforth, 1999, 2002; Saks & Cote, 2006; Wanberg, Hough, & Song, 2002).”
Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality (2017, background): “Employee turnover has received considerable attention from scholars (e.g. Blau, 1993; Campion, 1991; Cohen, 1993; Cotton and Tuttle, 1986; Hom and Griffeth, 1995; Sjöberg and Sverke, 2000).”