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Pregled bibliografske jedinice broj: 955131

When Context shape Affect: Alternative Job Opportunities as Mediator between Job Satisfaction and Turnover Intention


Trusić, Ana; Fosić, Ivana; Franjković, Jelena
When Context shape Affect: Alternative Job Opportunities as Mediator between Job Satisfaction and Turnover Intention // SIBR-Thammasat Conference on Interdisciplinary Business & Economics Research June 16-17, 2018, Bangkok - Proceedings
Bangkok: Society of Interdisciplinary Business Research, 2018. str. 1-10 (predavanje, međunarodna recenzija, cjeloviti rad (in extenso), znanstveni)


Naslov
When Context shape Affect: Alternative Job Opportunities as Mediator between Job Satisfaction and Turnover Intention

Autori
Trusić, Ana ; Fosić, Ivana ; Franjković, Jelena

Vrsta, podvrsta i kategorija rada
Radovi u zbornicima skupova, cjeloviti rad (in extenso), znanstveni

Izvornik
SIBR-Thammasat Conference on Interdisciplinary Business & Economics Research June 16-17, 2018, Bangkok - Proceedings / - Bangkok : Society of Interdisciplinary Business Research, 2018, 1-10

Skup
SIBR-Thammasat Conference on Interdisciplinary Business & Economics Research June 16-17, 2018, Bangkok

Mjesto i datum
Bangkok, Tajland, 16.-17.06.2018

Vrsta sudjelovanja
Predavanje

Vrsta recenzije
Međunarodna recenzija

Ključne riječi
Alternative job opportunities, job satisfaction, turnover intention

Sažetak
High turnover rate brings difficulties and costs to organisation so employee losses are multidimensional phenomena. Apart from natural and involuntary turnover, Human Resources Management is mostly focused on dysfunctional voluntary turnover with aim to retain top- performers. Turnover is not easy to predict so in terms of investigating its causes, turnover intention is more often studied. Turnover intention is driven by certain internal factors where the greatest impact comes from job satisfaction. Organisational psychology therefore considers that decision to quit is mostly shaped by perceptions and expectations, so the attitude that will lead to the actual behaviour, must be affected by external factors as well. Labour market conditions create perception that there are more job opportunities when unemployment rate is low so alternative job opportunities are becoming a threat to organisation. When employees perceive greater alternative job opportunities, it is more likely that their turnover intention will be higher. Nevertheless, this review paper suggest that alternative job opportunities indirectly can increase job dissatisfaction which only further encourages the desire to leave the current organisation.

Izvorni jezik
Engleski

Znanstvena područja
Ekonomija



POVEZANOST RADA


Ustanove
Ekonomski fakultet, Osijek