Although there has been a notable increase in research on the effect of social relationships on turnover across different disciplines, including management, sociology, communication, applied ...psychology, corporate strategy, and economics over the past two decades, this stream of research has not been complied into a thorough and theoretically insightful review. In this article, we review and integrate the literature on social relationships and turnover by (a) defining social relationships broadly; (b) taking an interdisciplinary approach; (c) examining relational components embedded in turnover theories; (d) summarizing findings on the association between behavioral, structural, and psychological features of social relationships and turnover; (e) explaining how the findings can contribute to extant turnover theories; (f) discussing operationalizations of social relationships; (g) identifying limitations of prior research and theories; and (h) providing directions for future research. Our review charts what is known and unknown about the association between social relationships and turnover with the goal of laying out a path for moving forward.
The future of employee development Dachner, Alison M.; Ellingson, Jill E.; Noe, Raymond A. ...
Human resource management review,
06/2021, Volume:
31, Issue:
2
Journal Article
Peer reviewed
Open access
A series of trends shaping the current workplace has changed the nature of human capital development practice to be more employee-driven. However, existing development research does not fully account ...for this shift and the anticipated benefits of employee-driven development. In this review we reflect on the current state of the employee development literature and propose a new, broader conceptualization of employee development characterized by a partnership between the employer and employee. In doing so, we offer three recommendations for how research needs to evolve to align employee development scholarship with current practices: (1) incorporate proactivity in the definition of employee development, (2) update the context for learning, and, (3) think differently about how human capital is valued. We suggest ways in which theory can be extended for increasing our understanding of several commonly used employee-driven development methods. Finally, we provide future research questions and practical suggestions based on our new conceptualization of employee development.
•This research:•Highlights the mismatch between employee development theory and practice.•Identifies factors that have changed the way development is occurring in practice.•Offers a broader, contemporary perspective of employee development.•Provides recommendations for how employee development theory should evolve.•Details examples of employee-driven development.•Establishes ideas for future research on employee development.
Employee turnover rates are among the highest for entry-level employees in the hospitality industry. Research focused on identifying the antecedents of turnover in this employment context has been ...limited, however. To address this gap in the literature, the present study examined the impact of coworker support on turnover with a sample of 188 servers from a national restaurant chain. Specifically, this study assessed the impact of coworker instrumental support and coworker emotional support on turnover. The results demonstrated that coworker emotional support was negatively related to turnover. However, coworker instrumental support was positively related to turnover, counter to the hypothesized relationship. This counterintuitive finding leads us to consider the role of coworker support on turnover in a new light.
Recent research in political science, along with theory in applied psychology, has suggested that political affiliation may be associated with substantial levels of affect and, thus, might influence ...employment decision-makers. We designed 2 experiments using social media screening tasks to examine the effects of political affiliation similarity on ratings of hireability. Our findings in both studies suggest that the identification (capturing positive affect) and disidentification (capturing negative affect) of a decision-maker with a job applicant's political affiliation were important variables that influenced perceived similarity. Consistent with the similarity-attraction paradigm, perceived similarity was related to liking and, in turn, liking was related to expected levels of applicant task and organizational citizenship behavior performance. Further, in both studies, political affiliation related variables influenced hireability decisions over and above job-relevant individuating information. Future research should continue to examine political affiliation similarity, particularly in light of its frequent availability to decision-makers (e.g., via social media websites).
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This paper draws on life stage theory, ethnographic research conducted in the service sector, and evidence for secondary segmentation within the low-wage/low-skill labor force to offer evidence that ...social bond development with coworkers can help reduce the high rate of turnover observed in low-wage/low-skill service work. Contrary to the belief that these employees will leave before social ties can develop, constituent attachment was found to be the only significant predictor of turnover in 2 samples of front-line service workers in a casual dining, national restaurant chain after controlling for other aspects of work that can create a sense of attachment to a job, and other job attitudes, such as satisfaction and commitment. However, the effect was dependent on developmental life stage. Constituent attachment reduced turnover among workers classified as emerging adults, whereas constituent attachment did little to affect turnover among nonemerging adults. Implications of the results are discussed with respect to the value of considering segmentation in future research on turnover in the service sector and the use of life stage theory for understanding the leaving behavior of workers in different stages of adulthood.
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Insight into applicant intentional distortion on personality measures was obtained by comparing individual responses provided in an organizational context with high motivation to distort (selection) ...and those provided in an organizational context with low motivation to distort (development). An assessment firm database containing responses to the California Psychological Inventory (CPI) was searched for within-subject data. Seven hundred and thirteen individuals were identified as having completed the CPI twice: once for selection purposes and once for development purposes or twice for the same purpose. Scale-score analyses both within and across contexts revealed a limited degree of response distortion.
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This article proposes a conceptual framework to explain faking behavior on self-report personality inventories. Unlike prior conceptualizations, this framework is simultaneously parsimonious yet ...inclusive. The theory posits that all determinants of faking behavior occur through valence, instrumentality, expectancy, or ability to fake. We review the faking literature to show how the multitude of factors found to influence faking can be concisely modeled within our framework. We intend for this theory to serve as a guide for future research on faking behavior, and we encourage researchers to explore and adopt the framework in the interest of enabling a more theoretically satisfying approach to the study of faking.
Research investigating the validity of personality measures has established these measures as useful selection tools. However, personality measures are vulnerable to response distortion leading to ...employer concerns about the influence of applicant faking, with specific concerns about the influence of social desirability. A traditional method used to circumvent this is the application of a correction based on a social desirability scale score. This study sought to evaluate whether such corrections are effective tools for removing the influence of intentional distortion. A within-subjects design facilitated comparisons between honest, faked, and corrected scores. The goal was to evaluate whether a social desirability correction allows one to approximate an individual's honest score. The results suggest that a social desirability correction is ineffective and fails to produce a corrected score that approximates an honest score. Results are interpreted with respect to applicant comparison and construct validity.
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Cognitively loaded tests of knowledge, skill, and ability often contribute to decisions regarding education, jobs, licensure, or certification. Users of such tests often face difficult choices when ...trying to optimize both the performance and ethnic diversity of chosen individuals. The authors describe the nature of this quandary, review research on different strategies to address it, and recommend using selection materials that assess the full range of relevant attributes using a format that minimizes verbal content as much as is consistent with the outcome one is trying to achieve. They also recommend the use of test preparation, face-valid assessments, and the consideration of relevant job or life experiences. Regardless of the strategy adopted, it is unreasonable to expect that one can maximize both the performance and ethnic diversity of selected individuals.
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