Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
Perceived Internal Employability as a Strategy to Reduce Employee Intention to Quit
##plugins.themes.bootstrap3.article.sidebar##
PDF
FLIP
HTML
##plugins.themes.bootstrap3.article.main##
This study analyzes the impact of perceived internal employability as a means to retain employees who possess human capital valuable for the company. Employees’ perceptions are used since these are the ones which determine attitudes and, therefore, predispositions to act, as well as adopted individual behaviors. Job satisfaction and organizational commitment are proposed as mediating variables in such relationship, since they have been mentioned in the literature as determinants when explaining employee behavior. Intention to quit job is used as dependent variable insofar as it is very complex to analyze effective employee turnover, which depends to a great extent on the opportunities offered by the labor market. The analysis is carried out through
structural equations in a sample of 218 employees. The results show that internal employability does have a positive effect in a combined affective dimension of the job, and that this dimension has a negative impact on employees’ intention to quit their jobs.
Downloads
##plugins.themes.bootstrap3.article.details##
Allen, N.J. and Meyer, J.P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Alvarado-Herrera, A., Bigné, E. and Aldás-Manzano, J. (2017). A Scale for Measuring Consumer Perceptions of Corporate Social Responsibility Following the Sustainable Development Paradigm.
Journal of Business Ethics, 140(2), 243-262.
Álvarez, G. y Miles, D. (2006). El papel de la empleabilidad en la satisfacción laboral de los trabajadores temporales. Revista Galega de Economía, 15(2), 1-20.
Álvarez Pérez, D., Castro Casal, C. y Vila Vázquez, G. (2014). Actitudes y engagement en el trabajo como antecedentes del comportamiento altruista. Revista Venezolana de Gerencia, 19(65), 23-42.
https://doi.org/10.31876/revista.v19i65.11250
Andrews, G. and Russell, M. (2012). Employability skills development: Strategy, evaluation and impact. Higher Education, Skills and Work-Based Learning, 2(1), 33-44.
https://doi.org/10.1108/20423891211197721
Baker, J.G. and Baker, D.F. (1999). Perceived ideological differences, job satisfaction and organizational commitment among psychiatrists in a community mental health center. Community Mental Health
Journal, 35(1), 85-95.
Becker, G.S. (1985). A Theory of Competition among Pressure Groups for Political Influence. Quarterly Journal of Economics, 98(3), 371-400.
https://doi.org/10.2307/1886017
Beer, M. (1964). Organizational size and job satisfaction. Academy of Management Journal, 7(1), 34-44.
https://doi.org/10.2307/255232
Benson, G.S. (2006). Employee development, commitment and intention to turnover: A test of "employability" policies in action. Human Resource Management Journal, 16(2), 173-192.
https://doi.org/10.1111/j.1748-8583.2006.00011.x
Bloemer, J. and Odekerken-Schroder, G. (2006). The role of employee relationship proneness in creating employee loyalty. International Journal of Banking Marketing, 24(4), 252-264.
https://doi.org/10.1108/02652320610671342
Cammann, C. et al. (1979). The Michigan organizational assessment questionnaire. Ann Arbor, USA: University of Michigan.
Campbell, D.J. and Campbell, K.M. (2003). Global versus facet predictors of intention to quit: Differences in a sample of male and female Singaporean managers and non-managers. The International Journal of
https://doi.org/10.1080/0958519032000114246
Human Resource Management, 14(7), 1152-1177.
Castiller, R.R. (2006). The impact of gender and department climate on job satisfaction and intentions to quit for faculty in science and engineering fields. The Journal of Technology Transfer, 31(3), 367-375.
https://doi.org/10.1007/s10961-006-7208-y
Chew, J. and Chan, C. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 29(6), 503-522.
https://doi.org/10.1108/01437720810904194
Chin, W.W. (1998). Issues and opinion on structural equation modeling. Management Information Systems, 22(1), 7-17.
Chow, I. (2009). The Relationship Between Social Capital, Organizational Citizenship Behavior, and Performance Outcomes: An Empirical Study from China. SAM Advanced Management Journal, 74(3),
-53.
Clegg, C.W. (1983). Psychology of employee lateness, absence, and turnover: A methodological critique and an empirical study. Journal of Applied Psychology, 68(1), 8-101.
https://doi.org/10.1037/0021-9010.68.1.88
Connely, C. and Gallagher, D. (2004). Emerging trends in contingent work research. Journal of Management, 30(6), 959-983.
https://doi.org/10.1016/j.jm.2004.06.008
D'Addio, A.C., Eriksson, T. and Frijters, P. (2007). An Analysis of the Determinants of Job Satisfaction when Individuals' Baseline Satisfaction Levels May Differ. Applied Economics, 39(19), 2413-2423.
https://doi.org/10.1080/00036840600707357
Delery, J.E. and Doty, D.H. (1996). Modes of Theorizing in Strategic Human Resource Management: Test of Universalistic, Contingency, and Configurational Performance Predictions. The Academy of
https://doi.org/10.5465/256713
Management Journal, 39(4), 802-835.
De Witte, H. (2005). Job Insecurity: Review of the International Literature on Definitions, Prevalence, Antecedents and Consequences. SA Journal of Industrial Psychology, 31(4), 1-6.
https://doi.org/10.4102/sajip.v31i4.200
DeVellis, R. (1991). Scale development: Theory and applications. Thousand Oaks, USA: SAGE Publications.
De Vos, A., De Hauw, S. and Van der Heijden, B. (2011) Competency development and career success: The mediating role of employability. Journal of Vocational Behavior, 79(2), 438-447.
https://doi.org/10.1016/j.jvb.2011.05.010
Diego, R., Diego, A. and Olivar, S. (2001). Job satisfaction in banking workers. Psicothema, 13(4), 629-635.
Diener, E. et al. (1985). The Satisfaction with Life scale. Journal of Personality Assessment, 49(1), 71-75.
https://doi.org/10.1207/s15327752jpa4901_13
Elangovan, A.R. (2001). Causal ordering of stress, satisfaction and commitment, and intention to quit: A structural equations analysis. Leadership & Organization Development Journal, 22(4), 159-165.
https://doi.org/10.1108/01437730110395051
Fallows, S. and Steven, C. (2000). Building employability skills into higher education curriculum: A university-wide initiative. Education + Training, 42(2), 75-82.
https://doi.org/10.1108/00400910010331620
Fernández-Mateo, I. (2002). La gestión de carreras. In Bonache, J. y Cabrera, A. (Ed.), Dirección estratégica de personas. Evidencias y perspectiva para el siglo XXI (pp. 231-262). Madrid, España: Prentice Hall.
Firth, L. et al. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 19(2), 170-187.
https://doi.org/10.1108/02683940410526127
Fugate, M., Kinicki, A. and Ashforth, B. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational Behavior, 65(1), 14-38.
https://doi.org/10.1016/j.jvb.2003.10.005
Gamboa, J. et al. (2007). La empleabilidad y la iniciativa personal como antecedentes de la satisfacción laboral. Valencia, España: Universitat de València.
García Chas, R., Neira Fontela, E. y Varela Neira, C. (2012). Percepciones de los sistemas de trabajo de alto rendimiento e intención de marcha. Un análisis multinivel. Investigaciones Europeas de Dirección y
https://doi.org/10.1016/j.iedee.2012.06.001
Economía de la Empresa, 18(3), 206-215.
Gibbons, J. (2006). Employee Engagement: A Review of Current Research and Its Implications. New York, USA: The Conference Board.
González, T.F. and Guillén, M. (2007). Organizational Commitment: A Proposal for a Wider Ethical Conceptualization of 'Normative Commitment.' Journal of Business Ethics, 78(3), 401-414.
https://doi.org/10.1007/s10551-006-9333-9
Greenhaus, J.H., Parasuraman, S. and Wormley, W.M. (1990). Effects of Race on Organizational Experiences, Job Performance Evaluations, and Career Outcomes. Academy of Management Journal,
https://doi.org/10.5465/256352
(1), 64-86.
Groot, W. and van den Brink, H.M. (2000). Education, training and employability. Applied Economics, 33(5), 573-581.
https://doi.org/10.1080/000368400322471
Hackman, J.R. and Oldham, G.R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
https://doi.org/10.1037/h0076546
Hair, J.F. et al. (1999). Análisis multivariante. Madrid, España: Prentice Hall.
Hamermesh, D.S. (2001). The changing distribution on job satisfaction. The Journal of Human Resources, 36(1), 1-30.
https://doi.org/10.2307/3069668
Hardesty, D.M. and Bearden, W.O. (2004). The use of expert judges in scale development: Implications for improving face validity of measures of unobservable constructs. Journal of Business
https://doi.org/10.1016/S0148-2963(01)00295-8
Research, 57(2), 98-107.
Harvey, L. (2001). Defining and Measuring Employability. Quality in Higher Education, 7(2), 97-109.
https://doi.org/10.1080/13538320120059990
Higgins, E.T. (1997). Beyond Pleasure and Pain. American Psychologist, 52(12), 1280-1300.
https://doi.org/10.1037/0003-066X.52.12.1280
Hillage, J. and Pollard, E. (1998). Employability: Developing a Framework for Policy Analysis. London, England: Department for Education and Employment.
Hutchison, S. (1997). Perceived organizational support: Further evidence of construct validity. Educational and Psychological Measurement, 57(6), 1025-1034.
https://doi.org/10.1177/0013164497057006011
Ito, J.K. and Brotheridge, C.M. (2005). Does supporting employees' career adaptability lead to commitment, turnover, or both? Human Resource Management, 44(1), 5-19.
https://doi.org/10.1002/hrm.20037
Jaramillo, F., Mulki, J.P. and Locander, W.B. (2006). The role of time wasted in sales force attitudes and intention to quit. International Journal of Bank Marketing, 24(1), 24-36.
https://doi.org/10.1108/02652320610642326
Juaneda, E. y González, L. (2007). Definición, antecedentes y consecuencias del compromiso organizativo. In Ayala Calvo, J.C. (Coord.), Conocimiento, innovación y emprendedores: camino al futuro (pp. 3590-
. La Rioja, España: Universidad de La Rioja.
Judge, T.A. and Klinger, R. (2007). Job Satisfaction: Subjective Well-Being at Work. In Eid, M. and Larsen, R. (Ed.), The Science of Subjective Well-Being (pp. 393-413). New York, USA: The Guilford Press.
Kalleberg, A.L. (1977). Work Values and Job Rewards: A Theory of Job Satisfaction. American Sociological Review, 42(1), 124-143.
https://doi.org/10.2307/2117735
Koen, J., Klehe, U.C. and van Vianen, A.E.M. (2013). Employability among the long-term unemployed: A futile quest or worth the effort? Journal of Vocational Behavior, 82(1), 37-48.
https://doi.org/10.1016/j.jvb.2012.11.001
Ladebo, O.J. (2005). Effects of Work-related Attitudes on the Intention to Leave the Profession: An Examination of School Teachers in Nigeria. Educational Management Administration &
https://doi.org/10.1177/1741143205054014
Leadership, 33(3), 355-369.
Locke, E.A. (1976). The nature and causes of job satisfaction. In Dunnette, M.D. (Ed.), Handbook of industrial and organizational psychology (pp. 1297- 1349). Chicago, USA: Rand McNally.
Locke, E.A. and Schweiger, D.M. (1979). Participation in decision-making: One more look. Research in Organizational Behavior, 1(10), 265-339.
López-Araújo, B., Osca, A. y Peiró, J.M. (2007). El papel modulador de la implicación con el trabajo en la relación entre el estrés y la satisfacción laboral. Psicothema, 19(1), 81-87.
Maertz, C.P. Jr. and Campion, M.A. (2004). Profiles in Quitting: Integrating Process and Content Turnover Theory. Academy of Management Journal, 47(4), 566-582.
https://doi.org/10.2307/20159602
Mañas, M.A. et al. (2007). La satisfacción y el bienestar psicológico como antecedentes del compromiso organizacional. Psicothema, 19(3), 395-400.
Mathieu, J.E. and Zajac, D.M. (1990). A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
https://doi.org/10.1037/0033-2909.108.2.171
McArdle, S. et al. (2007). Employability during unemployment: Adaptability, career identity and human and social capital. Journal of Vocational Behavior, 71(2), 247-264.
https://doi.org/10.1016/j.jvb.2007.06.003
McNatt, B. and Judge, T.A. (2008). Self-efficacy intervention, job attitudes, and turnover: A field experiment with employees in role transition. Human Relations, 61(6), 783-810.
https://doi.org/10.1177/0018726708092404
McQuaid, R.W. and Lindsay, C. (2005). The concept of employability. Urban Studies, 42(2), 197-219.
https://doi.org/10.1080/0042098042000316100
Mellor, S. et al. (2001). Employees' nonwork obligations and organizational commitments: A new way to look at the relationships. Human Resource Management, 40(2), 171-184.
https://doi.org/10.1002/hrm.1006
Meyer, J.P. and Allen, N.J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61-89.
https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J.P., Becker, T.E. and van Dick, R. (2006). Social identities and commitments at work: Toward an integrative model. Journal of Organizational Behavior, 27(5), 665-683.
https://doi.org/10.1002/job.383
Meyer, J.P. et al. (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior,
https://doi.org/10.1006/jvbe.2001.1842
(1), 20-52.
Milliman, J., Czaplewski, A.J. and Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of Organizational Change Management,
https://doi.org/10.1108/09534810310484172
(4), 426-447.
Mobley, W.H. (1982). Some Unanswered Questions in Turnover and Withdrawal Research. Academy of Management Review, 7(1), 111-116.
https://doi.org/10.5465/amr.1982.4285493
Moore, E. (2000). One Road to Turnover: An Examination of Work Exhaustion in Technology Professionals. MIS Quarterly, 24(1), 141-168.
https://doi.org/10.2307/3250982
Morrison, R.F. and Hall, D.T. (2002). Career adaptability. In Hall, D.T. (Ed.), Careers in and out of organizations (pp. 205-232). San Francisco, USA: Jossey-Bass.
https://doi.org/10.4135/9781452231174.n7
Moynihan, D.P. and Pandey, S.K. (2008). The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention. Journal of Public Administration Research and Theory, 18(2), 205-
https://doi.org/10.1093/jopart/mum013
Mueller, C.W. et al. (1994). Employee attachment and noncoercive conditions of work: The case of dental hygienists. Work and Occupations, 21(2), 179-212.
https://doi.org/10.1177/0730888494021002002
Nabi, G. (2003). Situational characteristics and subjective career success. The mediating role of career-enhancing strategies. International Journal of Manpower, 24(6), 653-671.
https://doi.org/10.1108/01437720310496148
Netemeyer, R.G. et al. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61(3), 85-98.
https://doi.org/10.1177/002224299706100306
Nilsson, S. and Ekberg, K. (2013). Employability and work ability: Returning to the labour market after long-term absence. WORK: A Journal of Prevention, Assessment and Rehabilitation, 44(4), 449-457.
https://doi.org/10.3233/WOR-2012-1402
Nilsson, S. and Ellström, P.E. (2012). Employability and talent management: Challenges for HRD practices. European Journal of Training and Development, 36(1), 26-45.
https://doi.org/10.1108/03090591211192610
Nunnally, J.C. and Bernstein, I.H. (1994). Psychometric Theory. New York, USA: McGraw-Hill. Paré, G. and Tremblay, M. (2007). The Influence of High-Involvement Human Resources Practices,
Procedural Justice, Organizational Commitment,and Citizenship Behaviors on Information Technology Professionals' Turnover Intentions. Group & Organization Management, 32(3), 326- 357.
https://doi.org/10.1177/1059601106286875
Peiró, J.M. (1984). Psicología de la organización. Madrid, España: UNED.
Pérez Rubio, J.A. (1997). Motivación y satisfacción laboral: retrospectiva sobre sus formas de análisis. Reis. Revista Española de Investigaciones Sociológicas, 80, 133-167.
https://doi.org/10.2307/40183920
Pérez, R.C. y de la Garza, M.T. (2007). Comportamiento organizacional y satisfacción laboral. Revista Panorama Administrativo, 2(3), 99-108.
Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the work force. Boston, USA: Harvard Business School Press.
Pfeffer, J. (2007). Human resources from an organizational behaviour perspective: Some paradoxes explained. Journal of Economic Perspectives, 21(4), 115-134.
https://doi.org/10.1257/jep.21.4.115
Rego, A. y Souto, S. (2004). La relación entre los climas organizacionales autentizóticos y las variables intención de salida de la organización, el compromiso organizacional y el estrés. Revista
Latinoamericana de Administración, 32, 77-101.
Riddell, W.C. and Sweetman, A. (2000). Human Capital Formation in a Period of Rapid Change. In Craig Riddell, W. and St-Hilaire, F. (Ed.), Adapting public policy to a labour market in transition (pp. 85-141).
Montreal, Canada: Institute for Research on Public Policy.
Ripoll, P. et al. (1994). Perspectivas de empleo. Los jóvenes ante el ambiente laboral y las estrategias de adaptación. Valencia, España: Nau Llibres. Roehling, M. et al. (2000). The nature of the new
employment relationship: A content analysis of the practitioner and academic literatures. Human Resource Management, 39(4), 305-320.
https://doi.org/10.1002/1099-050X(200024)39:4<305::AID-HRM3>3.0.CO;2-V
Rockeach, M. (1973). The nature of human values and value systems. The Nature of Human Values (pp. 3-25). New York, USA: Free Press.
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.
https://doi.org/10.1108/02683940610690169
Sallan, J.M. et al. (2010). Estudio de la relación entre el compromiso organizativo y la intención de abandonar la organización: modelo de dos componentes de compromiso de continuidad.
https://doi.org/10.5295/cdg.090151js
Cuadernos de Gestión, 10(2), 15-28.
Sanders, J. and de Grip, A. (2004). Training, task flexibility and the employability of low-skilled workers. International Journal of Manpower, 25(1), 73-89.
https://doi.org/10.1108/01437720410525009
Scott, K.D., Bishop, J.W. and Chen, X. (2003). An examination of the relationship of employee involvement with job satisfaction, employee cooperation, and intention to quit in US invested
https://doi.org/10.1108/eb028960
enterprise in China. International Journal of Organizational Analysis, 11(1), 3-19.
Tansky, J.W. and Cohen, D.J. (2001). The Relationship Between Organizational Support, Employee Development, and Organizational Commitment: An Empirical Study. Human Resource Development
https://doi.org/10.1002/hrdq.15
Quarterly, 12(3), 285-300.
Tymon Jr., W.G., Stumpf, S.A. and Doh, J.P. (2010). Exploring talent management in India: The neglected role of intrinsic rewards. Journal of World Business, 45(2), 109-121.
https://doi.org/10.1016/j.jwb.2009.09.016
Van Dam, K. (2004). Antecedents and consequences of employability orientation. European Journal of Work and Organizational Psychology, 13(1), 29-51.
https://doi.org/10.1080/13594320344000237
Williams, L.J. and Hazer, J.T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied
https://doi.org/10.1037/0021-9010.71.2.219
Psychology, 71(2), 219-231.
Wright, T.A. and Bonnet, D.G. (2007). Job Satisfaction: and Psychological Well-Being as Nonadditive Predictors of Workplace Turnover. Journal of Management, 33(2), 141-160.
https://doi.org/10.1177/0149206306297582
Yousef, D.A. (1998). Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. International Journal of Manpower, 19(3), 184-194.
https://doi.org/10.1108/01437729810216694
Zaleska, K.J. and de Menezes, L.M. (2007). Human Resources development practices and their association with employee attitudes: Between traditional and new careers. Human Relations,
https://doi.org/10.1108/dlo.2008.08122aad.00860(7), 987-1018
