Push and pull factors in medical employees' turnover decisions: the effect of a careerist approach and organizational benefits on the decision to leave the job

IF 4.9 2区管理学 Q1 MANAGEMENT

International Journal of Human Resource Management Pub Date : 1999-01-01 DOI:10.1080/095851999340341

R. Mano‐Negrin, A. Kirschenbaum

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引用次数: 51

Abstract

This paper aims at understanding the relative impact of 'careerist' attitudes and organizational benefits on prospective turnover decisions. We argue that the push/pull trade-off between careerist attitudes and organizational benefits in relation to turnover is occupation-specific. This is assessed by combining the sociological hypothesis of occupational 'market viability' and the organizational focus on opportunities. Testing this assertion, we examined turnover decisions for four occupational groups from eight medical institutions located in seven geographic areas. Initial results showed occupational variations in the weight given to 'careerist' versus organizational benefits in turnover decisions. Results from two logistic regression models suggest that organizational benefits, in contrast to a 'careerist' orientation to work, restrain occupation-specific turnover behaviour, even when controlling for the effect of perceived opportunities. These results are interpreted in terms of the 'market viability'...

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医疗员工离职决策中的推拉因素:野心家的方法和组织利益对离职决策的影响

本文旨在了解“野心家”态度和组织利益对预期离职决策的相对影响。我们认为，与离职相关的野心家态度和组织利益之间的推/拉权衡是职业特异性的。这是通过结合职业“市场可行性”的社会学假设和组织对机会的关注来评估的。为了验证这一论断，我们审查了来自七个地理区域的八个医疗机构的四个职业群体的离职决定。初步结果显示，在做出离职决定时，“野心家”和组织利益所占的权重存在职业差异。两个逻辑回归模型的结果表明，与“野心家”的工作取向相反，即使在控制感知机会的影响时，组织利益也会抑制职业特定的离职行为。这些结果是根据“市场可行性”来解释的。

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

International Journal of Human Resource Management MANAGEMENT-

CiteScore

11.70

自引率

7.10%

发文量

期刊介绍： International Journal of Human Resource Management is the forum for HRM scholars and professionals worldwide. Concerned with the expanding role of strategic human resource management in a fast-changing global environment, the journal focuses on future trends in human resource management, drawing on empirical research in the areas of strategic management, international business, organizational behaviour, personnel management and industrial relations that arise from: -internationalization- technological change- market integration- new concepts of line management- increased competition- changing corporate climates Now publishing twenty-two issues per year, The International Journal of Human Resource Management encourages strategically focused articles on a wide range of issues including employee participation, human resource flow, reward systems and high commitment work systems. It is an essential publication in an exciting field, examining all management decisions that affect the relationship between an organization and its employees. Features include; -comparative contributions from both developed and developing countries- special issues based on conferences and current issues- international bibliographies- international data sets- reviews