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Orlando B, Tortora D, Riso T, Di Gregorio A, Del Giudice M. Entrepreneurial intentions and high-status seeking in career expectations: a portrait of talents in emerging countries. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1875495] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/19/2023]
Affiliation(s)
- Beatrice Orlando
- Department of Economics and Management, University of Ferrara, Ferrara, Italy
| | - Debora Tortora
- Department of Business and Law, University of Milano – Bicocca, Milano, Italy
| | - Teresa Riso
- Management and Economics, University of Naples “Parthenope”, Naples, Italy
| | - Angelo Di Gregorio
- Department of Business and Law, University of Milano – Bicocca, Milano, Italy
| | - Manlio Del Giudice
- University of Rome “Link Campus University”, Rome, Italy
- Paris School of Business, Paris, France
- National Research University Higher School of Economics, Moscow, Russia
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Schaap P, Olckers C. Relationships between employee retention factors and attitudinal antecedents of voluntary turnover: An extended structural equation modelling approach. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.4102/sajhrm.v18i0.1358] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: Gaining a full understanding of employee retention (ER) management requires studying multiple retention factors in tandem. Many empirical studies that use conventional structural equation modelling (SEM) include only a single retention factor or a subset of factors, making it impossible to assess the relative embeddedness of these factors in ER practices.Research purpose: The purpose was to gain a better understanding of the relationships between multiple ER factors and attitudinal antecedents of voluntary turnover.Motivation for the study: This research aimed to address the need for more comprehensive latent multivariate approaches to studying ER by using extended SEM techniques.Research approach/design and method: The researchers used a cross-sectional survey design and obtained a convenience sample of 272 skilled employees from public and private organisations. The first stage of the study entailed using the exploratory structural equation model (ESEM) within the confirmatory factor analysis to test a model measuring ER factors. The second stage involved using plausible values for latent variables in an SEM analysis of the relationship between attitudinal antecedents of voluntary turnover (i.e. affective commitment, job satisfaction and turnover intention) and ER factors.Main findings: The findings indicated that affective commitment and job satisfaction differentially mediated the relationship between ER factors and turnover intention, partially supporting existing research and providing new insights into ER.Practical/managerial implications: This study suggested that in order for management to effectively manage ER, they must understand the relative embeddedness of a range of ER factors and prioritise motivational and empowerment-enhancing bundles of practice (e.g. compensation, job characteristics, work–life balance and career opportunities) to impact on attitudinal antecedents of voluntary turnover.Contribution/value-add: This study indicated that the use of extended SEM modelling techniques could provide valuable insights into the multivariate relationships between ER factors and attitudinal antecedents of voluntary turnover.
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Gani K, Potgieter I, Coetzee M. Dispositions of agency as explanatory mechanisms of employees’ satisfaction with retention practices. JOURNAL OF PSYCHOLOGY IN AFRICA 2020. [DOI: 10.1080/14330237.2020.1744278] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Khatoon Gani
- Department of Human Resource Management, University of South Africa, Pretoria, South Africa
| | - Ingrid Potgieter
- Department of Human Resource Management, University of South Africa, Pretoria, South Africa
| | - Melinde Coetzee
- Department of Industrial and Organisational Psychology, University of South Africa, Pretoria, South Africa
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