Finding Common Interests: Using Social Media to boost Retention in Voluntary Professional Associations

Attrition is one of the most important challenges faced by Professional Associations like the Project Management Institute (PMI). According to publicly available data, 90,000 members joined PMI in 2005. In the month of April 2006 alone, 33,751 new members were added, which leads to the logical conclusion that the PMI membership must have grown by over 115,750 during the period 2005-2006. However, records show that the growth has been by only 70,000. PMI’s reported growth of 5% would have been much higher had it not been for their attrition of 23%. Similarly, ISACA’s growth during 2014 dropped to 4% due to their attrition of 19%. In this paper, we combine the social identity theory and communication ecology theory to propose a Social Identity Theory (SITPA) for professionals. We argue that by leveraging the social media, Voluntary Professional Associations (VPAs) can provide “value” to their members, increasing their retention rates

The Influence of Perceived CSR Engagement on Millennial Employee Turnover Intentions

The purpose of this study was to examine the relationship between perceived CSR and employee turnover intentions among workers, and to examine relationships between specific dimensions of perceived CSR and turnover intentions. It was also the purpose of this study to examine the mediating effects of person-organization fit and the moderating effects of employee generation on perceived CSR-turnover intentions relationships. Both descriptive statistics and inferential statistics were used in this study. Descriptive statistics helped to understand the demographic information and the characteristics of the study variables. Based on the inferential statistics, when controlling for the gender and organizational characteristics, CSR related to shareholders (beta=.23, p=.002) and environment (beta=.45, p\u3c.001) both contribute to the turnover intentions. Mediation analysis evaluating the potential mediating effect of the person-organization fit showed partial significance; the moderation analysis evaluating the potential mediating effects of employee generation showed significance (t577=-2.43, p\u3c.001). Further research should examine the biases of the data and ensure the elimination of any bias. Examining the constructs using a different type of culture (country) would also make a difference in terms of the outcome for certain analyses

Person-Organization Values Congruence and the Work Commitment of High-School Principals

Digitized thesi

ASA theory: an empirical study of the attraction proposition

This paper reports an empirical test of Schneider's (1987) attraction proposition that organizations attract people who share the organization's values. The values of 621 applicants to nine utility companies in the United Kingdom were compared to (1) the values of people contiguously seeking similar work, (2) the values of employees they might be working alongside, and (3) the values of the organizations' senior managers. The results show an effect for person–vocation fit, but once this is controlled for all significant effects disappear. These results suggest that applicants choose which organization to apply to based on their desire for a particular type of work rather than their attraction for particular companies, which is contrary to Schneider's attraction proposition. In a conclusion at the end of the paper, possible reasons for the rejection of Schneider's attraction proposition are discussed. It is argued that the factors of familiarity, proximity and exposure are critical to applicants' behavior and should be incorporated into ASA theory

ILR School Ph.D. Dissertations

Compiled by Susan LaCette.ILRSchoolPhD.pdf: 4022 downloads, before Oct. 1, 2020