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Employee intent to stay : = An empirical test of a revision of the Price and Mueller model.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Employee intent to stay :/
其他題名:	An empirical test of a revision of the Price and Mueller model.
作者:	Iverson, Roderick Dale.
面頁冊數:	1 online resource (275 pages)
附註:	Source: Dissertations Abstracts International, Volume: 54-05, Section: A.
Contained By:	Dissertations Abstracts International54-05A.
標題:	Sociology. -
電子資源:	click for full text (PQDT)
ISBN:	9798207518893

Employee intent to stay : = An empirical test of a revision of the Price and Mueller model.
Iverson, Roderick Dale.

Employee intent to stay :An empirical test of a revision of the Price and Mueller model. - 1 online resource (275 pages)

Source: Dissertations Abstracts International, Volume: 54-05, Section: A.

Thesis (Ph.D.)--The University of Iowa, 1992.

Includes bibliographical references

This research tests a causal model of intent to stay. The model represents a revision of the Price and Mueller (1986) model, originally presented in their book Absenteeism and Turnover of Hospital Employees. It extends previous research by providing a comprehensive review of the economic, psychological, and sociological literature. From this literature, four general classes of variables are identified: structural (relating to the work setting), pre-entry (the characteristics employees bring to organizations), environmental (relating to the nonwork setting), and employee orientations (the affective responses that are produced by the structural, pre-entry, and environmental variables). A unified model of intent to stay is formulated based on a synthesis of these four general classes of variables. Specifically, the following twelve structural variables are examined: routinization, autonomy, job stress (role ambiguity, role conflict, work overload, and resource inadequacy), job hazards, pay, promotional opportunity, job security, professional growth, social support (supervisory, co-worker, family, and friend), distributive justice, legitimacy, and quality of students. Six pre-entry variables are investigated: career commitment, intrinsic values, extrinsic values, met expectations, positive affectivity, negative affectivity, and upwardly mobile locals. Three environmental variables are explored: opportunity, kinship responsibility, and union commitment. Finally, the following four employee orientations are tested: job satisfaction, school commitment, CPS commitment, and intent to search. The LISREL results based on a sample of 838 Chicago elementary and high teachers, representing 405 different schools, indicate that the variables rank ordered for their total causal impact on intent to stay are as follows: CPS commitment, intent to search, job satisfaction, promotional opportunity, union commitment, opportunity, routinization, career commitment, intrinsic values, positive affectivity, quality of students, and kinship responsibility. The explained variance for intent to stay is 85 percent. In addition, the results indicate little support for the buffering impact of social support and autonomy on job stress; for the other first-order interactions of values and met expectations with the structural variables; and for the second-order interactions of values, met expectations, and the structural variables with the employees orientations. Theoretical and methodological suggestions for future research are also advanced.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798207518893Subjects--Topical Terms:

551705
Sociology.
Subjects--Index Terms:

employee commitmentIndex Terms--Genre/Form:

554714
Electronic books.

Employee intent to stay : = An empirical test of a revision of the Price and Mueller model.
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