For Love and Money: Rethinking Motivations for the “Great Resignation”

IF 4.1 4区管理学 Q2 MANAGEMENT

Journal of Management Inquiry Pub Date : 2022-12-05 DOI:10.1177/10564926221141595

Megan Weinstein, P. Hirsch

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引用次数: 1

Abstract

The Covid-19 pandemic generated quite a number of phenomena that affected life in organizations. Perhaps the most notable of these came to be called The Great Resignation. At first, an extraordinary number of people were forced to work from home and they became accustomed to the benefits of such work. When it came time to return to their previous workplaces, however, they chose not to do so; instead, they surprised many theorists by resigning en masse. Why? In the past, we academics have been quite quick to offer explanations for such occurrences; yet, on this historically significant occasion, organization theorists have been uncharacteristically silent. Not so Molly Weinstein and Paul Hirsch. In the spirit of thinking differently, they offer a credible explanation of why people might not want to return to a way of life that they previously had taken for granted. Theirs is an explanation that acknowledges that peoples’ motivations and reasons for action are complex. Those reasons might at first seem to involve mutually exclusive criteria, but no, explaining actions in organizations just requires acknowledging that people can hold two apparently competing values in mind at the same time. – Denny Gioia

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为了爱和金钱：“大辞职”动机的再思考

新冠肺炎大流行产生了许多影响组织生活的现象。也许其中最著名的一次被称为“大辞职”。起初，相当多的人被迫在家工作，他们习惯了这种工作的好处。然而，当要回到以前的工作场所时，他们选择不这样做;相反，他们集体辞职让许多理论家感到惊讶。为什么?在过去，我们这些学者很快就会对这类事件做出解释;然而，在这个具有历史意义的时刻，组织理论家却一反常态地保持沉默。但莫莉·温斯坦和保罗·赫希却不是这样。本着不同的思考精神，他们提供了一个可信的解释，解释了为什么人们可能不愿意回到他们以前认为理所当然的生活方式。他们的解释承认人们的动机和行动的原因是复杂的。乍一看，这些原因似乎涉及相互排斥的标准，但事实并非如此，解释组织中的行为只需要承认人们可以同时在脑海中持有两种明显相互竞争的价值观。- Denny Gioia

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Management Inquiry MANAGEMENT-

CiteScore

8.30

自引率

0.00%

发文量

期刊介绍： The Journal of Management Inquiry, sponsored by the Western Academy of Management, is a refereed journal for scholars and professionals in management, organizational behavior, strategy, and human resources. Its intent is to explore ideas and build knowledge in management theory and practice, with a focus on creative, nontraditional research as well as key controversies in the field. The journal seeks to maintain a constructive balance between innovation and quality, and at the same time widely define the forms that relevant contributions to the field can take. JMI features six sections: Meet the Person, Provocations, Reflections on Experience, Nontraditional Research, Essays, and Dialog.