This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O*NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and…

SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5-12 months. Side bet…

Despite an emerging interest in callings, researchers know little about whether calling orientations matter in the workplace. We explore the under-examined relationship between a calling orientation and employees' attachment to their organizations. Although some theory suggests that callings may be negatively related to organizational attachment,…

According to a survey of career commitment in 3 stages among 396 managers/professionals in Singapore, career satisfaction was significant in the stability stage and organizational commitment in the maintenance stage. Commitment was positively related to skill development and negatively related to career withdrawal intentions. (SK)

This investigation had two purposes. The first was to determine whether the display of naturally felt emotions is distinct from surface acting and deep acting as a method of displaying organizationally desired emotions. The second purpose was to examine dispositional and situational antecedents of surface acting, deep acting, and the expression of…

Investigates the relative importance of individual vs organizational variables in predicting job satisfaction and turnover. Individual variables are more important than organizational factors in predicting satisfaction with the work itself. Results support the importance of organizational factors over individual factors for professionals for the…

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)

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…

Survey of nurses sampled expected utility of present job for attaining career goals interacted with career commitment in predicting intent to leave; utility and intent to leave were negatively related for those with high commitment/positively related for those with low commitment; effects of utility and commitment on actual turnover were almost…

Two types of market-referent information--number of applications filed and amount of information about wages--were significantly related to turnover for a sample of 152 entry-level, part-time workers. Differences between beginning wage and wage expected were also related to turnover. Referent choice theory proved useful for studying job search…

Assessed the relative influence of personal, attitudinal, and behavioral variables on behavioral intentions and voluntary turnover among nonsupervisory plant workers. Results show that personal variables have little direct effect on turnover; rather, their influence on turnover is channeled through their effects on behavioral intentions. (Author)

Examines predictors of turnover of female factory workers in a multivariate framework. Findings indicate that organizational, job, and personal characteristics are equally important in explaining turnover. Variables significantly related to turnover are tenure, cycle time, peer leadership, communication flow, training time, family income, and…

Social determinants over the life course, including childhood family characteristics, were studied in predicting unsuccessful entrance into the labour market at the age of 31 years. Among men, unsuccessful entrance into the labour market was predicted prospectively by the mother's receptive attitude towards receiving social aid and contentment…