The elusive relationship between perceived employment opportunity and turnover behavior: A methodological or conceptual artifact?

Abstract

Contrairement aux attentes theoriques les resultats empiriques donnent de faibles correlations entre mesures des «alternatives percues» et la «rotation professionnelle». 3 problemes methodologiques sont souleves pour ameliorer la predictivite des alternatives percues: variance inter-versus-intra professionnelle (probleme de l'homogeneite des echantillons), effets attenuants du taux de rotation de base et instruments non adequats. Discussion des solutions potentielles

Cites (2)

1. Aggregation bias in estimates of perceptual agreement.
   James, Lawrence R. · 1982 · Journal of Applied Psychology
2. The stability of behavior: I. On predicting most of the people much of the time.
   Epstein, Seymour · 1979 · Journal of Personality and Social Psychology

Show all 2 references

Cited by (12)

1. WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER.
   Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., Erez, M. · 2001 · Academy of Management Journal
2. Predictors and outcomes of openness to changes in a reorganizing workplace.
   Connie R. Wanberg, Joseph T. Banas · 2000 · Journal of Applied Psychology
3. One hundred years of employee turnover theory and research.
   Hom, Peter W., Lee, Thomas W., Shaw, Jason D., Hausknecht, John P. · 2017 · Journal of Applied Psychology
4. A meta-analytical structural equations analysis of a model of employee turnover.
   Hom, Peter W., Caranikas-Walker, Fanny, Prussia, Gregory E., Griffeth, Rodger W. · 1992 · Journal of Applied Psychology
5. TOWARD A GREATER UNDERSTANDING OF HOW DISSATISFACTION DRIVES EMPLOYEE TURNOVER.
   Hom, P. W., Kinicki, A. J. · 2001 · Academy of Management Journal

See all 191