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Holtom, Brooks C.; Burton, James P.; Crossley, Craig D. – Journal of Vocational Behavior, 2012
We integrated the unfolding model of turnover, job embeddedness theory and affective events theory to build and test a model specifying the relationship between negative shocks, on-the-job embeddedness and important employee behaviors. The results showed that embeddedness mediates the relationship between negative shocks and job search behaviors…
Descriptors: Employees, Labor Turnover, Models, Behavior
Webster, Jennica R.; Beehr, Terry A.; Love, Kevin – Journal of Vocational Behavior, 2011
Interest regarding the challenge-hindrance occupational stress model has increased in recent years, however its theoretical foundation has not been tested. Drawing from the transactional theory of stress, this study tests the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and…
Descriptors: Job Satisfaction, Role Conflict, Figurative Language, Stress Variables
Bakker, Arnold B.; ten Brummelhuis, Lieke L.; Prins, Jelle T.; van der Heijden, Frank M. M. A. – Journal of Vocational Behavior, 2011
Work-home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands-resources (JD-R) model was used as a theoretical framework. Using a sample of…
Descriptors: Labor Demands, Family Work Relationship, Graduate Students, Medical Students
van Ruysseveldt, Joris; van Dijke, Marius – Journal of Vocational Behavior, 2011
Building on theoretical frameworks like the Job Demands Control model and Action Theory we tested whether the relationship between workload and employees' experiences of opportunities for workplace learning is of an inverted u-shaped nature and whether autonomy moderates this relationship. We predicted that--at moderate levels of…
Descriptors: Workplace Learning, Active Learning, Education Work Relationship, Job Development
Maurer, Todd J.; Lippstreu, Michael; Judge, Timothy A. – Journal of Vocational Behavior, 2008
We extend prior research on involvement in employee development activity by including prominent individual difference constructs that have been previously ignored in this area of research. These include two important personality characteristics (conscientiousness and openness to experience), mental ability and goal orientation constructs. We…
Descriptors: Personality Traits, Intelligence, Student Evaluation, Goal Orientation

Jaros, Stephen J. – Journal of Vocational Behavior, 1997
Data from 158 part-time graduate students employed full time and 160 aerospace engineers were used to test a model of organizational commitment. Contrary to expectations, the three components of commitment (affective, normative, continuance) differed in their effects on intention to quit. Affective commitment had a significantly stronger…
Descriptors: Affective Behavior, Engineers, Intention, Labor Turnover

Maertz, Carl P.; Stevens, Michael J.; Campion, Michael A. – Journal of Vocational Behavior, 2003
From interviews with 47 Mexican maquiladora workers, a model of voluntary turnover was created and compared with models from the United States, Canada, England, and Australia. Despite similarities, the cultural and economic environment affected the precise content of antecedents in the Mexican model. (Contains 63 references.) (SK)
Descriptors: Attachment Behavior, Cultural Context, Cultural Relevance, Economics

Cheng, Yuqiu; Stockdale, Margaret S. – Journal of Vocational Behavior, 2003
The construct validity of a three-component model of organizational commitment was tested with 226 Chinese employees. Affective and normative commitment significantly predicted job satisfaction; all three components predicted turnover intention. Compared with Canadian (n=603) and South Korean (n=227) samples, normative and affective commitment…
Descriptors: Construct Validity, Cultural Context, Foreign Countries, Job Satisfaction

Krausz, Moshe; Koslowsky, Meni; Eiser, Asher – Journal of Vocational Behavior, 1998
Data from 200 Israeli employees on tardiness, absences, job satisfaction, and intent to leave were used to test three models. The best model for predicting satisfaction and intention used lateness and absence in two consecutive years as predictors. Demographic and environmental models showed a poorer fit. (SK)
Descriptors: Employee Absenteeism, Foreign Countries, Intention, Job Satisfaction
Deng, Chi-Ping; Armstrong, Patrick Ian; Rounds, James – Journal of Vocational Behavior, 2007
Holland's [Holland, J. L. (1959). A theory of occupational choice. Journal of Counseling Psychology, 6, 35-45; Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Odessa, FL: Psychological Assessment Resources, Inc.] RIASEC types were initially developed using a restricted range…
Descriptors: Reputation, Career Choice, Multidimensional Scaling, Labor Market

Muchinsky, Paul M.; Morrow, Paula C. – Journal of Vocational Behavior, 1980
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)
Descriptors: Career Change, Economic Factors, Employees, Employment Patterns
Kondratuk, Tammy B.; Hausdorf, Peter A.; Korabik, Karen; Rosin, Hazel M. – Journal of Vocational Behavior, 2004
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…
Descriptors: Employees, Career Change, Models, Professional Personnel