Michael B. Harari, Alex L. Rubenstein, Kate M. McCombs and Susan Dennett
Perceived job alternatives (PJAs) play a central role in most theoretical models of employee turnover. However, the state of the empirical literature remains confused. The present…
Abstract
Purpose
Perceived job alternatives (PJAs) play a central role in most theoretical models of employee turnover. However, the state of the empirical literature remains confused. The present study brings clarity to the literature via a meta-analytic review, delineating the key theoretical and empirical differences between perceived alternative availability (PAA) and perceived alternative quality (PAQ).
Design/methodology/approach
Using meta-analysis, we estimate correlations for PAA and PAQ and turnover behavior, as well as with each other, allowing us to examine their joint and unique predictive validity.
Findings
Although PAA (r = 0.15) and PAQ (r = 0.22) exhibited somewhat similar correlations with turnover, relative weight analysis revealed that the effect of PJA on turnover was nearly three times stronger for PAQ than for PAA.
Originality/value
Our work is the first systematic attempt to disentangle the relative contributions of alternative availability versus alternative quality in predicting turnover, offering implications for theory, empirical research and practice.
Details
Keywords
William I. MacKenzie, Jorge A. Colazo and Robert F. Scherer
Association to Advance Collegiate Schools of Business (AACSB) accreditation encourages business schools to exhibit alignment within their mission, strategies and outcomes to…
Abstract
Purpose
Association to Advance Collegiate Schools of Business (AACSB) accreditation encourages business schools to exhibit alignment within their mission, strategies and outcomes to achieve success. The present study aims to explore the idea of mission alignment and how it may serve as an important moderator to the relationship between organizational resources and school performance as measured through business school rank.
Design/methodology/approach
Our study utilizes the AACSB International business school survey (BSQ) data to analyze the mission statements of accredited business schools and capture data on organizational resources. We also created an index of mission alignment to gauge congruency between the stated mission and strategic focus. Our performance measure was the U.S. News and World Report undergraduate business school programs ranking value.
Findings
Our results show mission alignment on its own has little direct impact on organizational performance. However, when mission statement alignment and resource allocations are combined, they interact to influence organizational performance.
Originality/value
Our research demonstrates that resource allocation decisions and mission alignment are two important attributes of an organization and that mission alignment has the potential to leverage an organization’s resources and capabilities to improve performance.
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Keywords
Xiaolin Sun, Jiawen Zhu, Huigang Liang, Yajiong Xue and Bo Yao
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This…
Abstract
Purpose
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.
Design/methodology/approach
A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.
Findings
The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.
Originality/value
By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.
Details
Keywords
This work concerns William Norman Illingworth [1902–1980]. Disillusioned with teaching in conventional schools and inspired by Rudolf Steiner [1861–1925] he founded Sangreal…
Abstract
Purpose
This work concerns William Norman Illingworth [1902–1980]. Disillusioned with teaching in conventional schools and inspired by Rudolf Steiner [1861–1925] he founded Sangreal School, in 1947, and operated this until the early 1970s. Sangreal was what I describe as a “conservative alternative school”, employing methods and pursuing goals not found in most British schools of the period but, unlike avowedly progressive establishments, guided by socially conservative principles. The purposes of the work are both to rescue his/Sangreal’s story from obscurity and to encourage research to establish if other such schools have existed and, if so, to describe and analyse them in an effort to give the category conservative alternative school the recognition it properly deserves.
Design/methodology/approach
The method is a combination of life history/biography and case study of a specific school.
Findings
The story is interesting in its own terms and points to the existence of a hitherto unnoticed category in history of education.
Research limitations/implications
This work may lead to the proper recognition of a neglected category.
Originality/value
This work deals with a school hitherto unknown to most people and may lead to the recognition of a new category.