Using Job Embeddedness Factors to Explain Voluntary Turnover in Five European Countries

This paper investigates actual voluntary turnover from the employee's perspective using a large European dataset integrating the available job factors related to job embeddedness and other variables that have been related to turnover in previous turnover models. The study shows that the traditional turnover model, where ease of movement and desire of movement are regarded as important predictors of turnover, receives support. However, the study also shows the job embeddedness factors play a key role in predicting turnover as well, even after the role of demographic and ease and desire of movement variables are taken into consideration. Thus, this shows that the turnover decision is not only about the individual's attitudes towards work or about the actual opportunities in the labor market, but these decisions are the result of an analysis of complex web of factors that are labeled job embeddedness.

International Faculty Member Sociocultural Adjustment And Intention To Stay: Evidence From North Cyprus

This study examines how sociocultural adjustment of international faculty members working in universities in North Cyprus may relate to their intention to stay. The antecedents of sociocultural adjustment are also investigated. The study used a questionnaire administered to a sample of 85 international faculty members working at five universities in North Cyprus in order to investigate the factors that influence their cultural adjustment in terms of work, interaction and general adjustment. The study also investigates how the facets of socio cultural adjustment may influence a faculty member's intention to stay in their current institution. Data analysis and hypothesis testing was carried out using a path analysis in SPSS AMOS 20. Previous international work experiences were found to influence and facilitate all facets of cultural adjustment. Perceived cultural similarity was linked to work and interaction adjustment. The strongest predictor of intention to remain in the current country and institution was interaction adjustment. General and work adjustment's influence on intention to stay is mediated by interaction adjustment. The results indicate that academic institutions that rely on international academics need to develop effective selection systems. The selection and recruitment systems should not only focus on technical skills but also on the characteristics and experiences that will facilitate adjustment to a new culture. Academic institutions should also ensure that orientation and mentoring programs are provided that facilitate adjustment not only to the organisation but also to the culture

Participation in decision-making and work outcomes: evidence from a developing economy

Purpose – Although there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the possibility that it may also have certain individual and organizational costs as well. This article presents an “episodic process model” that accounts for both the bright and possible dark sides of participation. The model explains howPDMmight boost employee hope and self-efficacy, which in turn may lead to two distinct work outcomes–job satisfaction and behavior. Design/methodology/approach – In order to test the model, data (n 5 269) were collected from bank employees in two waves. A variance-based structural equation modeling (PLS-SEM) was utilized to analyze the data. Findings – Results from variance-based structural equation modeling (PLS-SEM) show that employee PDM indeed exerts a positive impact on positive psychological resource capacities: hope, self-efficacy and job satisfaction. Hope, in turn, has a positive influence on job satisfaction and a negative influence on job-search behavior. Bias-corrected bootstrapping analysis demonstrated that the relationship between employee PDM and job satisfaction is mediated by hope. Originality/value – Insights for practitioners in a developing economy and possible areas of future research are highlighted. Keywords Employee participation, Decision making, Job satisfaction, Job search behavior, Hope, Self-efficacy.No sponso

KURUMSAL STRATEJİ İLE İNSAN KAYNAKLARI POLİTİKALARI ARASINDAKİ İLİŞKİNİN ANALİZİ

Bu çalışmada, Türkiye'de faaliyet gösteren işletmelerin tepe yöneticileriyle insan kaynakları yöneticilerinden toplanan veriler kullanılarak, kurumsal strateji ile insan kaynakları yönetimi politikaları arasındaki ilişkiler araştırılmaktadır. Çalışmada, işletmelerin insan kaynakları stratejileri içe yönelik veya dışa yönelik olmak üzere hem tek boyut üzerinde genel bir felsefe olarak hem de temel insan kaynakları fonksiyonları temelinde ele alınarak çok boyutlu olarak incelenmiştir. Kurumsal strateji ise, Zajac ve Shortell'den (1989) uyarlanan bir ölçek ile Miles ve Snow'un (1978; 1987) sınıflandırması kullanılarak ölçülmüştür. Çalışmanın sonucunda fırsatçı şirketlerin dışa dönük insan kaynakları yönetimi yaklaşımına sahip oldukları görülmüştür. Dışa dönük insan kaynakları yaklaşımı şirketlerde uygulanan personel bulma, personel sürekliliği ve performans yönetimi fonksiyonlarına da yansımaktadır.ABSTRACT The paper explores the relationship between organizational strategies and human resource management strategies. Data was collected from top managers and human resource managers of 100 companies operating in Turkey. Human resource strategies were analyzed on a unipolar dimension ranging from internal orientation to external orientation. An instrument was developed to measure Human resource practices based on human resource functions. Organizational strategy was measured using an instrument developed by Zajac and Shortell (1989) based on Miles and Snow's (1978; 1987) typology. The study revealed that prospector organizations were more likely to have an externally oriented human resource approach. A general external orientation in human resources is reflected in the recruitment, retention and performance management functions of the organizations

Human resources management an evaluation study of the turkish republic of northern cyprus bbubiness organization from the perspective of european ıntegration

TEZ2806Tez (Doktora) -- Çukurova Üniversitesi, Adana, 1997.Kaynakça (s. 166-174) var.xviii, 205 s. ; 30 cm.

Cem Tanova's Quick Files

The Quick Files feature was discontinued and it’s files were migrated into this Project on March 11, 2022. The file URL’s will still resolve properly, and the Quick Files logs are available in the Project’s Recent Activity

Can I Trust My Phone to Replace My Wallet? The Determinants of E-Wallet Adoption in North Cyprus

E-wallets and mobile payment systems provide fast, secure, and convenient payment in transactions services while minimizing the need for human interaction. However, the adoption of the technology has had varying levels of success. Using a sample of 300 respondents, the study randomly assigned participants into three conditions and provided different information on how they would be reimbursed by their bank in case of fraud. In the three conditions, this study analyzed how prior consumer knowledge about e-wallet technology along with perceived usefulness, perceived ease of use, and trust may be related to the attitudes on the use of e-wallets, which subsequently relates to the intentions to use this technology. The findings suggest that consumer knowledge about e-wallet technology relates to perceived usefulness, perceived ease of use, and trust, which are known to influence attitude and behavioral intention to adopt and use new technologies such as the e-wallet. In addition, the results displayed that those respondents who were assured of immediate reimbursement in case of fraud may have higher intention to adopt e-wallets when compared to those who were informed of delayed reimbursement or those given no information. While the ANOVA results provided tentative support for the hypothesis that assurance of reimbursement will improve the intention to use e-wallet, the subsequent ANCOVA findings demonstrate that when prior consumer knowledge is taken into consideration and groups are compared with this factor in the equation, the group differences disappear