Vertical and lateral information processing : the effects of gender, employee classification level, and media richness on communication and work outcomes

Data from 666 employees of a large midwesterntelephone company were analyzed to identifycommunication pattern differences between: (a) males andfemales; (b) exempt and nonexempt employees; and (c)employees using rich and lean communication media. MANOVAand discriminant function analyses results indicatedfemales sent less information to supervisors andexperienced less information overload than males. Exempt employees interacted more with department headsand sent less information to peers than nonexemptemployees. Those using the richest media communicatedmore with supervisors while those using the leanest media received most of their information fromdepartment heads. Additionally, interaction effects weredetected. Discussion is advanced on how these findingsmight be used to improve intraorganizational communication

Job performance and turnover : a review and integrative multi-route model

Research and theory on the elusive yet important relationship between individual job performance and employee turnover is reviewed. An integrative model of the relationship is proposed which argues that performance may lead to turnover through three different routes. One, performance may influence turnover through cognitive and affective evaluations of the desire to leave the organization. Two, performance may influence turnover through actual and perceived mobility in the job market. Three, performance may lead more directly to turnover in response to performance-related shocks to the system. Additionally, important moderators of these relationships, notably visibility and reward contingency, are highlighted

Employee retention and turnover : why employees stay or leave

This exploration of what employee turnover is, why it happens and what it means for companies and employees draws together contemporary and classic theories and research to present a well-rounded perspective on employee retention and turnover. The book uses models such as job embeddedness theory, proximal withdrawal states, and context-emergent turnover theory, as well as highlights cultural differences affecting global differences in turnover. Employee Retention and Turnover contextualises the issue of turnover, its causes and its consequences, before discussing underrepresented antecedents of turnover, key aspects of retention and methods for regulating turnover, and future research directions. Ideal for both academics and advanced students of industrial/organizational psychology, Employee Retention and Turnover is essential for understanding the past, present and future of turnover and related research

The impact of telecommuting design on social systems, self-regulation, and role boundaries

As more companies and employees become involved in telecommuting, researchers and managers will need to understand the effects of this relatively new working arrangement on the work perceptions and behaviors of the individual telecommuter. The extant empirical literature provides mixed results and is limited by a lack of theory; consequently, neither researchers nor managers can rely on this literature for clear direction on how telecommuting will likely affect individual telecommuters. There is a critical need for theoretical frameworks to guide research on how telecommuting may affect the telecommuter’s job perceptions, working relations, and work outcomes. We present a multi-dimensional framework of telecommuting design, and focus on how telecommuting design may affect the telecommuter’s work environment and outcomes through its effects on the social system of the telecommuter, autonomy and self-management opportunities and requirements, and role boundaries, particularly in terms of the work and non-work interface. Our goal is to provide a framework to assist managers and researchers in systematically addressing questions of how to design telecommuting arrangements to maximize their potential benefits while minimizing their potential drawbacks

Integration of family-owned business succession with turnover and life cycle models : development of a successor retention process model

Family-owned businesses face a unique obstacle: continuation of the business through intergenerational transfer. Most family-owned businesses cease when the next generation does not enter the business. This paper develops parallels between failed intergenerational transfer and voluntary turnover. Based on past research, we develop a taxonomy of characteristics hypothesized to influence intergenerational transfer in family-owned businesses. We, then, integrate these dimensions with prominent turnover and socialization theories to propose a successor retention process model. Implications for research are described

Using the Graded Response Model to Control Spurious Interactions in Moderated Multiple Regression

Recent simulation research has demonstrated that using simple raw score to operationalize a latent construct can result in inflated Type I error rates for the interaction term of a moderated statistical model when the interaction (or lack thereof) is proposed at the latent variable level. Rescaling the scores using an appropriate item response theory (IRT) model can mitigate this effect under similar conditions. However, this work has thus far been limited to dichotomous data. The purpose of this study was to extend this investigation to multicategory (polytomous) data using the graded response model (GRM). Consistent with previous studies, inflated Type I error rates were observed under some conditions when polytomous number-correct scores were used, and were mitigated when the data were rescaled with the GRM. These results support the proposition that IRT-derived scores are more robust to spurious interaction effects in moderated statistical models than simple raw scores under certain conditions

The role of perceived organizational support and supportive human resource practices in the turnover process

A model investigating antecedents of perceived organizational support (POS) and the role of POS in predicting voluntary turnover was developed and tested in two samples via structural equation modeling. Both samples of employees (N=215 department store salespeople; N=197 insurance agents) completed attitude surveys that were related to turnover data collected approximately 1 year later. Results suggest that perceptions of supportive human resources practices (participation in decision making, fairness of rewards, and growth opportunities) contribute to the development of POS, and POS mediates their relationships with organizational commitment and job satisfaction. Further, POS is negatively related to withdrawal, but the relationships are also mediated

Integrating justice constructs into the turnover process : a test of a referent cognitions model

In the model tested, we posit that employees' outcome and supervisor satisfaction result from referent outcomes, justifications, and the likelihood of amelioration. These satisfaction facets are then related to turnover through withdrawal cognitions. Structural equation modeling was used to assess the fit of this model and alternatives. Although the original model had a good fit, a competing model provided a better one, with most hypothesized relationships supported