Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and…

This paper presents empirical research analyzing the relationship between work-family climate (operationalized in terms of three work-family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using…

In their quantitative review of the literature, Healy, Lehman, and McDaniel [Healy, M. C., Lehman, M., & McDaniel, M. A. (1995). Age and voluntary turnover: A quantitative review. "Personnel Psychology, 48", 335-345] concluded that age is only weakly related to voluntary turnover (average r = -0.08). However, with the significant changes in…

Recent years have witnessed a growing diversity of career patterns, resulting from the relative decline of stable employment. In the present study of 1368 employed and self-employed German adults career pattern diversity was assessed using nine pictograms. The goal was to identify psychological and demographic correlates of these patterns and to…

Theoretical models of the antecedents and outcomes of work-home interference (WHI) suggest that work characteristics (e.g., job stressors, working hours) increase the probability that an individual experiences work-home interference. Since work-home interference is considered as a role stressor, these experiences should be detrimental for…

Personal style patterns and environmental constraints and opportunities of the workgroup were identified by 367 Navy personnel and 114 supervisors. Personal style predicted different job outcomes--performance, satisfaction, withdrawal--across the organization and within groups. Recognition of personal style and environmental patterns could enhance…

For 178 employees, perceptions of organizational politics were negatively related to manager assessments of employees' likelihood of staying. This association was true only for employees with moderate to strong exchange ideology (beliefs regarding workplace reciprocity). (Contains 45 references.) (SK)

Responses from 873 of 2,189 industrial relations graduates demonstrated that person-organization fit leads to higher levels of job satisfaction and career success measured by salary and job level. Respondents who fit better earned 20% higher salaries, worked at levels 11.6% higher, and reported 15% higher levels of satisfaction. (SK)

Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework's impact is the result of resource…

A 4-year study of 672 medical technologists identified interrole work transitions as intent to leave the organization, intent to leave the profession, and intended retirement age. Job satisfaction had a significant impact on intent to leave. Organizational context influenced intent to leave the organization and professional commitment influenced…

Economic factors serve to control the degree to which individual and work-related factors can explain variation in turnover. Individual and work-related variables will be more predictive of turnover under prosperous economic conditions than when the economy is strained. (Author)

Studies the interaction of employee personality characteristics and job scope in prediction of turnover. Results indicate that employee reactions to the job are a result of interactions between personality characteristics and the nature of the job. Interactions between employee characteristics and the work environment are an important…

A literature review was structured using models of job satisfaction, organizational commitment, turnover intentions, and turnover behavior. Key findings were as follows: methodology of most studies was weak; most used cross-sectional design and self-report measures; and samples were largely executives and professionals and predominantly white. (81…

Using a sample of 566 nurses, this study focused on role stress, conceptualized in terms of role conflict, uncertainty about acceptance of one's behavior by supervisors and peers, and role ambiguity. Results indicated that individual attributes, including education, locus of control, and professional commitment, predicted role stress. (Author/RC)

Today's organizations are undergoing constant and substantial change due to many internal and external forces. These changes are impacting on the inter- and intra-organizational career mobility of managers and employees. This research assessed the relationship between career mobility history and a recent internal or external job change on…