Carl P. Maertz

Eight Motivational Forces and Voluntary Turnover: A Theoretical Synthesis with Implications for Research

In this study, we synthesize, from the attitude and turnover literatures, a framework of eight (8) distinctive motives, or “Forces”. We then illustrate how the “8 Forces” framework can be utilized by turnover researchers as clarification of reported reasons for turnover, as causal mediators of turnover predictors, and as factors related to the type of turnover decision process. Finally, we discuss further implications of this framework.

Profiles in Quitting: Integrating Process and Content Turnover Theory.

Process models of turnover focus on how people quit; content models focus on why. To integrate these approaches and test whether motives relate systematically to decision processes, we classified 1...

Work-Family Conflict, Enrichment, and Balance under “Levels” and “Episodes” Approaches

In this review, the authors differentiate work—family (WF) research that conceptualizes and measures conflict as a consolidated level versus as a conflict event or episode. They critique the “levels” literature in the areas of conflict, enrichment, and balance. They next review the WF “episodes” literature for the first time. They then introduce a framework that clarifies definitional inconsistencies and integrates the key constructs in the WF literature in a new way. This framework proposes that an employee’s mental conceptualizations relevant to WF roles can be discrepant with actual role enactment or with another mental conceptualization. These discrepancies form one’s level of WF balance or imbalance. The authors recommend that researchers adopt WF balance as the central levels construct, which changes primarily through the occurrence of WF conflict episodes and WF enrichment episodes. They finally discuss research and practical implications of this framework.

The impact of work/family demand on work‐family conflict

Purpose – The current study seeks to argue that the constructs of work demand and family demand have been neglected in the work‐family conflict (WFC) literature. The authors aim to help clarify the definition and utilize direct measures of perceived work and family demand to test main effect, mediated, and interactive hypotheses.Design/methodology/approach – A sample of 698 university employees participated in a comprehensive computer survey that considered various manifest indicators and multiple scales across work and family domains. Moderator hierarchical regression and LISREL 8.0 were used in analyzing the data.Findings – The results indicate that both forms of demand have significant direct effects on work interfering with family (WIF) and family interfering with work (FIW). Both demand constructs partially mediate the effects of three categories of domain variables on the two forms of conflict. Finally, the work demand‐WIF relationship is found to be stronger for those with relatively high family ce...

A Critical Analysis of the Workplace Creativity Criterion Space

This article outlines a criterion-oriented framework for understanding workplace creativity. Drawing from research on job performance, the authors make three important conceptual distinctions. First, they add theoretical and methodological precision to the workplace creativity literature by separating creative performance behaviors from the creative outcomes they produce. Second, they explain inconsistent findings in the extant creativity literature by distinguishing expected versus unexpected creative performance behaviors. Third, they provide an alternative approach to conceptualizing and measuring novelty and usefulness by considering them as formative dimensions of a creative outcome. These distinctions form the basis for their framework, which provides researchers with a theoretically grounded approach to measuring creativity in a more nuanced way. Finally, the authors highlight several key avenues for future research.

A turnover model for the Mexican maquiladoras

Abstract Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thus, there is reason to question whether these models apply to workers elsewhere. We addressed this question using as participants 47 Mexican maquiladora workers. Through interview responses analyzed using a variation of grounded theory-building, we inductively created a model of voluntary turnover with research propositions. We then compared the new model to traditional turnover models, concluding that many of their constructs and mechanisms are familiar in the maquiladoras. However, the cultural and economic environment perceived by the workers help determine the precise antecedents, their salience, and the strength of their linkages with turnover. Finally, we suggest how turnover research might be extended to better apply to workers in other cultures.

All you need is … resources: The effects of justice and support on burnout and turnover

We propose and test a comprehensive model of burnout, as influenced by justice and support, and as it impacts the turnover process. Deriving our conceptual model from conservation of resources theory, augmented by several domain-specific theories, we investigate three forms of justice (distributive, procedural, and interactional justice) and two sources of support (from organizations and supervisors) as they influence the development of three dimensions of burnout (emotional exhaustion, depersonalization, and diminished accomplishment) and subsequent forms of attitudinal withdrawal (organizational commitment and turnover intentions) and behavioral withdrawal (turnover). In a study of 343 social workers, our theoretical path model was well-supported, providing increased understanding of the distinct roles of each form of justice and support in the development of burnout and the subsequent turnover process. Theoretical contributions and implications in the areas of justice, burnout, and turnover are discussed.

Downsizing Effects on Survivors: Layoffs, Offshoring, and Outsourcing

In a representative sample of 13,683 U.S. employees, we compared survivors of layoffs, offshoring, outsourcing, and their combinations to a group who experienced no downsizing. Survivors of layoffs perceived lower organizational performance, job security, affective attachment, calculative attachment, and had higher turnover intentions. Offshoring survivors perceived lower performance, fairness, and affective attachment, but outsourcing survivors generally did not have more negative outcomes than the no-downsizing group. Layoffs generally had more negative outcomes than other downsizing forms.

Building successful internships: lessons from the research for interns, schools, and employers

Purpose – “What kinds of internships are possible?” “How should we decide whether to utilize internships, and if so, how can we ensure they will pay off?” The purpose of this paper is to help answer these key questions facing talent management professionals, educators, and interns. Design/methodology/approach – This is achieved by reviewing the scattered literature to distill the lessons regarding internships for each of these stakeholders. First, the paper better defines internships through enumerating 11 key dimensions, helping give all internship stakeholders a common language to clarify communication. Second, the paper synthesizes and lists the potential benefits and costs/pitfalls of internships for interns, schools, and employers to provide a fuller view of internships from all stakeholder perspectives. Third, the paper summarizes recommendations to help stakeholders maximize the actual benefits obtained from internships while minimizing the costs and avoiding common pitfalls. Findings – Many benefi...

Comparing the Validity of Turnover Predictors in the United States and Mexico

This article compared the relative validity of traditional predictors of turnover intentions using samples from the USA and Mexico. Matched samples of retail grocery store employees (USA: N = 187; Mexico: N = 150) completed questionnaires that reported perceptions of inter-role conflict, positive affect, job satisfaction, perceived ease of movement and turnover intentions. Results indicate that job satisfaction and perceived ease of movement predicted turnover intentions in both the USA and Mexico. However, job satisfaction and perceived ease of movement were stronger predictors of turnover intentions in the USA. Unexpectedly, work-family and work-personal conflict did not predict turnover intentions in either sample.