What Factors Make Employees More or Less Likely to Quit?
Researchers find four factors that make employees less likely to quit, and three factors that make them more likely to quit.
Researchers find four factors that make employees less likely to quit, and three factors that make them more likely to quit.
In this study, authors move beyond the “dark triad” to assess aberrant personality tendencies at work via an alternative methodology.
Researchers discuss the importance of creating jobs that contain the values of the occupation as a whole.
Meyer, et al. (2002) conducted meta-analyses to investigate the relationship between the three different forms of commitment presented in Meyer and Allen’s (1991) Three Component Model (TCM). They also evaluated antecedents, consequences, and correlates presented in the TCM.
Harvard Business Review authors focus on how practitioners and business leaders can anticipate and address disruptions to their business models.
Recent research finds that ethical behavior among employees is related to the tone set by ethical leaders and coworkers.
In a new study, researchers identified HR practices that fall into maintenance and performance subsystems. Results offer improved insights into how HR provides a source of organizational and competitive advantage.
In an “oldie but goodie,” Huselid (1995) examines relationships between High Performance Work Practices and company performance. His results reveal both a significant impact of these practices on turnover and productivity, but also on longer-term variables like financial performance.
Minbasian, Earl, and Bright (2013) research study investigated openness to experience as a possible predictor of job performance. This sounds intuitive, right?
Researchers investigate the concept of employability and its utility for job seekers who have been unemployed for a lengthy period of time.