Career satisfaction, subjective well-being and turnover intention: an attachment style perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eun Young Nae ◽  
Byoung Kwon Choi
Keyword(s):  
Attachment Style ◽  
Turnover Intention ◽  
Attachment Styles ◽  
Career Satisfaction ◽  
Well Being ◽  
Three Dimensions ◽  
Subjective Well Being ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship

PurposeOn the basis of an attachment style perspective, the authors explored a moderated mediation model in which career satisfaction reduces employees' turnover intention by enhancing subjective well-being; this mediated relationship would be moderated by three dimensions of attachment style as follows: secure, counterdependent and overdependent.Design/methodology/approachData were collected from 192 employees in South Korea and hypotheses were tested using multiple regression analysis and the PROCESS macro for SPSS.FindingsSubjective well-being mediated the relationship between career satisfaction and turnover intention. The indirect relationship between career satisfaction and turnover intention through subjective well-being was significant only when employees had high-secure attachment and low-counterdependent and -overdependent attachment styles.Practical implicationsOn the basis of the authors' findings that not all employees' subjective well-being translates into a lower level of turnover intention despite being satisfied with their career, the study suggests that organizations should pay more attention to how the subjective well-being of employees can be enhanced in relation to their career by considering their attachment styles.Originality/valueThe study contributes to deepening the understanding of the mechanism of when and how career satisfaction reduces turnover intention by integrating subjective well-being and attachment styles that have been neglected in prior research.

Motivation and the careers of agricultural entrepreneurs in Ivory Coast

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francis Milot-Lapointe ◽  
Sika Joëlle Prisca Boua ◽  
Etienne St-Jean
Keyword(s):  
Ivory Coast ◽  
Structural Equation ◽  
Organizational Context ◽  
Career Satisfaction ◽  
Well Being ◽  
Self Determination ◽  
Subjective Well Being ◽  
Business World ◽  
Content Type ◽  
Salaried Workers

Purpose Following an incursion into the business world as an entrepreneur, many people go back to being salaried workers or unemployed. Using self-determination theory (SDT), this study aims to test the effects of self-determined motivation of Ivorian agricultural entrepreneurs on career retention, career satisfaction and subjective well-being. Design/methodology/approach The sample under study consisted of 171 agricultural entrepreneurs in the Ivory Coast who owned their businesses. Research hypotheses were tested using structural equation modelling. Findings The findings reveal that the degree of self-determination in the motivation of Ivorian agricultural entrepreneurs does not have a direct effect on their intention as to whether or not to remain an entrepreneur. The findings nevertheless show that the more the degree of motivation of Ivorian agricultural entrepreneurs is self-determined, the greater satisfaction they experience with their entrepreneurial career and the higher their subjective well-being. The findings also show that satisfaction with the entrepreneurial career is a predictor of career retention among Ivorian agricultural entrepreneurs. In addition, career retention and subjective well-being are reciprocally linked, as are subjective well-being and career satisfaction. Practical implications Career retention of agricultural entrepreneurs in the Ivory Coast can be achieved through career satisfaction and self-determined motivation. Originality/value Based on previous studies on SDT in an organizational context, this study is, to the best of the knowledge, the first to have tested a theoretical model that can explain career retention, career satisfaction and subjective well-being among entrepreneurs. This research brings to light these processes among agricultural entrepreneurs in Ivory Coast.

Supervisor support and turnover in hotels

2019 ◽  
Vol 31 (1) ◽  
pp. 496-512 ◽  
Author(s):  
Susan Gordon ◽  
Chun-Hung (Hugo) Tang ◽  
Jonathon Day ◽  
Howard Adler
Keyword(s):  
Turnover Intention ◽  
Supervisor Support ◽  
Management Training ◽  
Well Being ◽  
Mediating Effect ◽  
Work Place ◽  
Subjective Well Being ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose This paper aims to examine whether employee subjective well-being acts as a mediator in the relationship between perceived supervisor support and turnover intention within the context of select-service hotels. Design/methodology/approach The sample included hourly employees in select-service hotels in the Midwest USA. The significance of the relationships was assessed using regression, and both the Sobel test and bootstrapping methods were performed to test the mediating effect of subjective well-being on the relationship between perceived supervisor support and turnover intention. Findings The results confirm subjective well-being acted as a partial mediator in the relationship between supervisor support and turnover intention. Employees who perceive higher levels of support from their supervisors are less likely to leave their organizations. At the same time, supervisor support also positively affects subjective well-being, which reduces turnover intention. Practical implications Actions by supervisors’ impact the well-being of their employees, which in turn may influence whether an employee stays with the organization. Organizations could use management training and employee feedback on supervisor support to improve employee support mechanisms. Organizations should also pay attention to improving employee subjective well-being beyond the work place. Improving the well-being of employees and supporting employees can help reduce turnover and may increase employee satisfaction, guest satisfaction and profits. Originality/value This study is the first to show that subjective well-being mediates the relationship between supervisor support and turnover intention; and one of the few within the hospitality context to examine the constructs of subjective well-being, supervisor support and turnover together.

Still accentuating the positive

2014 ◽  
Vol 30 (8) ◽  
pp. 22-24
Keyword(s):  
Big Five ◽  
Turnover Intention ◽  
Design Methodology ◽  
Well Being ◽  
Big Five Personality ◽  
Subjective Well Being ◽  
Content Type ◽  
Perceived Performance ◽  
Pertinent Information ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – Hierarchical multiple regression analyses revealed that employees’ PsyCap is related to their perceived performance, turnover intention, work happiness and subjective well-being, even after controlling for the Big Five personality traits. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Original/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Workplace happiness: work engagement, career satisfaction, and subjective well-being

2017 ◽  
Vol 5 (2) ◽  
pp. 206-221 ◽  
Author(s):  
Baek-Kyoo Joo ◽  
Insuk Lee
Keyword(s):  
Work Engagement ◽  
Career Satisfaction ◽  
Well Being ◽  
Equation Modeling ◽  
Survey Method ◽  
Subjective Well Being ◽  
Content Type ◽  
Confirmatory Factor ◽  
Workplace Happiness ◽  
The Relationship

Purpose Employee happiness or well-being is an emerging topic in management as well as in psychology. The purpose of this paper is to investigate the effects of perceived organizational support (POS) and psychological capital (PsyCap) on happiness in employees’ work (i.e. work engagement), careers (i.e. career satisfaction), and lives (i.e. subjective well-being (SWB)). Design/methodology/approach Data were collected from 550 employees in a conglomerate in South Korea. For statistical analysis, we conducted confirmatory factor analysis, reliability and correlation analysis, and structural equation modeling analyses. Findings Employees were highly engaged in their work, satisfied with their careers, and felt a greater sense of well-being in their lives when they had higher POS and PsyCap. Work engagement fully mediated the relationship between PsyCap and career satisfaction. POS had an indirect effect on SWB through career satisfaction. With regards to the relationships among the three outcome variables, career satisfaction turned out to fully mediate the relationship between work engagement and SWB. In addition, the direct effect of PsyCap on SWB was also found to be significant. Research limitations/implications This study focused on knowledge workers in South Korean for-profit firms. The participants were mostly male, junior or middle managers. Using a cross-sectional survey method, this empirical study leaves room for speculation about the causality among the variables. As the results of exploratory and confirmatory factor analyses indicate, however, common method variance was found to not be of great concern. Practical implications The mission of human resources (HR) and organization development (OD) professionals in organizations is to improve individual and organizational performance and to enhance employees’ well-being. HR/OD professionals can enhance employees’ happiness not only in their work and careers but also in their lives by improving POS (e.g. growth opportunity, performance management, and compensation system) and developing PsyCap (e.g. staffing, training, and development, etc.). Originality/value This study linked the emerging constructs in positive psychology in general, in HR/OB in particular. To date, no study has empirically investigated the effects of PsyCap and POS on the three workplace happiness constructs: work engagement, career satisfaction, and SWB. This is the first study that found the relationship between POS and PsyCap. Last, while South Koreans are more collectivistic and less satisfied with their lives than the Organisation for Economic Co-operation and Development average, the respondents in this study, working for highly reputable firms, perceived high level of happiness in their work and career, and eventually in their lives. Thus, organizational features had a stronger effect on workplace happiness than national culture.

scholarly journals Mental health nurses’ perceptions of attachment style as a construct in a medium secure hospital: a thematic analysis

2015 ◽  
Vol 10 (4) ◽  
pp. 218-233 ◽  
Author(s):  
Nikki Boniwell ◽  
Leanne Etheridge ◽  
Ruth Bagshaw ◽  
Joanne Sullivan ◽  
Andrew Watt
Keyword(s):  
Attachment Theory ◽  
Attachment Style ◽  
Thematic Analysis ◽  
Service User ◽  
Attachment Styles ◽  
Personality Development ◽  
Educational Interventions ◽  
Service Users ◽  
Structured Interviews ◽  
Content Type

Purpose – Attachment Theory can be regarded as central to the concept of relational security. There is a paucity of research examining the coherence of this construct for ward-based staff. The paper aims to discuss these issues. Design/methodology/approach – Five female nurses from the acute admission and assessment ward of a UK medium secure unit acted as participants. Semi-structured interviews were conducted, and inductive thematic analysis was applied. Findings – Six themes; “staff-service user relationships”, “staff diversities”, “service user backgrounds”, “variability in service users’ presentations”, “service users with personality disorder are problematic” and “nurses do not use attachment” emerged from the data. The nurses used heuristic models of attachment-related behaviour and they lacked knowledge of constructs associated with Attachment Theory. Research limitations/implications – Acute admissions may not be representative of all treatment contexts. Traditional models of attachment style may have only limited relevance in forensic services. Practical implications – Limited knowledge and confidence in the nurses regarding how Attachment Theory might apply to service users is interesting because it may limit the extent to which care, treatment and risk management might be informed by an understanding of service user representations of therapeutic relationships. Training and educational interventions for nurses that enhance understanding of personality development and attachment styles are warranted. Originality/value – The importance of nurses for achieving relational security is emphasised and the adequacy of their training is questioned.

Career satisfaction antecedents of professional accounting returnees in international workplaces: an employee experience perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nga Thi Thuy Ho ◽  
Hung Trong Hoang ◽  
Pi-Shen Seet ◽  
Janice Jones ◽  
Nhat Tan Pham
Keyword(s):  
Design Methodology ◽  
Career Satisfaction ◽  
Home Country ◽  
Well Being ◽  
Cross Cultural ◽  
Cultural Work ◽  
Content Type ◽  
Different Types ◽  
Employee Experience ◽  
Practical Implications

PurposeThe purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to work in different types of international workplaces in their home country.Design/methodology/approachA survey of professional accounting returnees in Vietnam was undertaken and multiple regression analysis was applied to test the proposed relationships.FindingsThis study finds that career satisfaction is affected by career fit, career sacrifice, types of international workplaces (domestically headquartered firms versus globally headquartered firms) and cross-cultural work readjustment. Further, cross-cultural work readjustment partially mediates the effect of career fit and career sacrifice on career satisfaction.Practical implicationsThe research provides the basis for designing career-related employee experiences to support career satisfaction of professional accounting returnees.Originality/valueThis study integrates dimensions of career embeddedness with cross-cultural work readjustment and employee experiences, which are normally studied separately, in different types of international workplaces. It contributes to the limited research on contributors to well-being in the form of career satisfaction among professional returnees in an emerging economy.

Voluntary simplicity: a content analysis of consumer comments

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Petek Tosun ◽  
Selime Sezgin
Keyword(s):  
Content Analysis ◽  
Word Frequency ◽  
Frequency Analysis ◽  
Personal Growth ◽  
Well Being ◽  
Three Dimensions ◽  
Content Type ◽  
Less Is More ◽  
Self Sufficiency ◽  
Meaningful Experiences

Purpose The voluntary simplification (VS) movement has stemmed from Western societies and gained momentum in the 1980s, but the trend has failed to become a primary perspective for most consumers. The accompanying concepts of conscious consumption, minimalism and accepting that sometimes “less is more” are still vivid in the digital era. The purpose of this study is to provide a deep and recent understanding of the consumer comments about minimalism in Turkey and examine their associations with the prominent themes in the VS literature. Design/methodology/approach Consumer comments posted on online platforms were analyzed by content analysis and word frequency analysis. Findings Consumer comments were in parallel to the themes in the VS literature and were classified under personal growth, material simplicity, sustainability, proper technology usage and self-sufficiency categories. Personal growth, material simplicity and sustainability were the first three dimensions mentioned. The prominent sub-themes that emerge from data were psychological well-being, inner peace, freedom, meaningful experiences and getting rid of belongings. A word frequency analysis pointed out that “life” and “owning” were the evident words in the personal growth category, “purchasing things” were mostly mentioned in the material simplicity category and “plastic litter” and “excessive consumption” were the prominent concerns in the sustainability category. Originality/value VS required further research in different national contexts. Besides, an analysis of the dimensions of VS was needed. This study contributes by providing recent and rich findings from a developing country, connecting them with the VS themes in the literature and suggesting a conceptual framework enriched by sub-themes that emerged from data.

scholarly journals Individual Differences in Work-Related Well-Being: The Role of Attachment Style

2014 ◽  
Vol 10 (4) ◽  
pp. 694-711
Author(s):  
Tiziana Lanciano ◽  
Vanda Lucia Zammuner
Keyword(s):  
Job Satisfaction ◽  
Attachment Style ◽  
Adult Attachment ◽  
Attachment Styles ◽  
Job Involvement ◽  
Well Being ◽  
Anxious Attachment ◽  
Work Related ◽  
Dispositional Trait

Integrating theories of adult attachment and well-being at the workplace, the present study tested the role of attachment style in predicting work-related well-being in terms of job satisfaction and job involvement, over and above dispositional trait measures (emotional traits and work-related traits). A sample of workers took part in a correlational study that explored the relationships among a) adult attachment, b) emotional traits, c) work-related traits, and d) work-related well-being indices. The results showed that both secure and anxious attachment style explained workers’ job involvement, whereas the secure and avoidant attachment styles explained workers’ job satisfaction. The current findings thus confirm and expand the literature's emphasis on studying the variables and processes that underlie people's mental health in the work setting, and have implications for assessing and promoting well-being in the workplace.

Authentic leadership and turnover intention: does organizational size matter?

2017 ◽  
Vol 38 (7) ◽  
pp. 912-926 ◽  
Author(s):  
Jinuk Oh ◽  
Semi Oh
Keyword(s):  
Boundary Condition ◽  
Turnover Intention ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Organizational Size ◽  
Content Type ◽  
Small Organizations ◽  
Moderated Mediation Model ◽  
Size Matter

Purpose The purpose of this paper is to address two of the ongoing theoretical and empirical questions in the literature on authentic leadership: does authentic leadership negatively influence employees’ turnover intentions by enhancing their levels of affective commitment? and does organizational size act as a boundary condition for the mediating effects of affective commitment in the link between authentic leadership and turnover intentions? Design/methodology/approach A moderated mediation model of the affective process linking authentic leadership and turnover intentions was developed and tested on a sample of 375 employees working in South Korean firms. Findings The negative indirect effects of authentic leadership on employees’ turnover intentions through changes in the levels of affective commitment were significant. Furthermore, the mediated relationship between authentic leadership and turnover intentions via employees’ levels of affective commitment was stronger in smaller organizations. Practical implications The findings of the present study may be useful to practitioners who are interested in employee retention. They can mitigate against turnover intentions by enhancing the authentic leadership qualities of the managers. More specifically, this approach is especially ideal for small organizations. Originality/value This study corroborates the results of previous studies in highlighting the pervasive effects of authentic leadership on turnover intentions via enhancing employees’ levels of affective commitment. Moreover, organizational size as a boundary condition for the aforementioned relationship was empirically examined.

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