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The impact of the quality of the work environment on employees intention to quit
16 references·3 citing·49 second hop
The impact of the quality of the work environment on employees intention to quit (2012)The impact of the quality of the work env…The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model (2012)The link between perceived hu…The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment (2010)The impact of human resource …Predicting turnover intentions (2010)Predicting turnover intentionsResearch and theory on high‐performance work systems: progressing the high‐involvement stream (2008)Research and theory on high‐p…Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together (2008)Job Disamenities, Job Satisfa…High-involvement work processes, work intensification and employee well-being: A study of New Zealand worker experiences (2008)High-involvement work process…Challenging conventional wisdom about who quits: Revelations from corporate America. (2008)Challenging conventional wisd…Work enrichment and employee voice in human resource management-performance studies (2007)Work enrichment and employee …The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects (2007)The relationship between ‘hig…High Performance Work Systems and Employee Experience of Work in the Service Sector: The Case of Aged Care (2007)High Performance Work Systems…THE EFFECTS OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP, JOB PERFORMANCE, VOLITIONAL ABSENCES, AND VOLUNTARY TURNOVER. (2004)THE EFFECTS OF JOB EMBEDDEDNE…A Critical Assessment of the High‐Performance Paradigm (2004)A Critical Assessment of the …Labour Turnover and Retention in New Zealand: The Causes and Consequences of Leaving and Staying with Employers (2003)Labour Turnover and Retention…AN EXAMINATION OF THE RELATIONSHIP OF EMPLOYEE INVOLVEMENT WITH JOB SATISFACTION, EMPLOYEE COOPERATION, AND INTENTION TO QUIT IN U.S. INVESTED ENTERPRISE IN CHINA (2003)AN EXAMINATION OF THE RELATIO…Organizations, 2nd ed. (1993)Organizations, 2nd ed.A meta-analytical structural equations analysis of a model of employee turnover. (1992)A meta-analytical structural …Public service motivation, job satisfaction, and turnover intention: evidence from the Ministry of Health, Zambia (2023)Public service motivation, jo…Pengaruh Lingkungan Kerja Non Fisik, Stres Kerja Dan Kepuasan Kerja Terhadap Turnover Intention Karyawan Bagian Produksi Pada PT. Mustika Agung Sawit Gemilang Kab.Indragiri Hulu (2023)Pengaruh Lingkungan Kerja Non…The effect of green human resource management (GHRM) practices on turnover intention (2021)The effect of green human res…Firm Resources and Sustained Competitive Advantage (1991)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)Firm resources and sustained competitive advantage (2004)Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes (2011)High‐performance work systems: what, why, how and for whom? 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(1965)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)Exchange and Power in Social Life (2017)Development and retention of Generation Y employees: a conceptual framework (2018)Human resource management–well‐being–performance research revisited: Past, present, and future (2019)Evolving uses of artificial intelligence in human resource management in emerging economies in the global South: some preliminary evidence (2021)Structural equation modeling with AMOS: basic concepts, applications, and programming (2000)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)The Whole Is More Than the Sum of Its Parts— Or Is It? A Review of the Empirical Literature on Complementarities in Organizations (2009)A High Performance Work Practices Taxonomy (2013)The Impact of Corporate Social Responsibility on Organizational Commitment: Exploring Multiple Mediation Mechanisms (2013)American Economic Review (2019)THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS. (1996)Employee Well‐being and the HRM–Organizational Performance Relationship: A Review of Quantitative Studies (2011)Beyond strategic human resource management: is sustainable human resource management the next approach? (2013)Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors (1991)Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research (2000)Perceived organizational support: A review of the literature. (2002)Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. (2007)The relative roles of engagement and embeddedness in predicting job performance and intention to leave (2008)Rethinking Sustained Competitive Advantage from Human Capital (2012)Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign (1979)Self-Reports in Organizational Research: Problems and Prospects (1986)Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011)High involvement management, high-performance work systems and well-being (2011)Well‐being‐oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience (2018)Alternative Ways of Assessing Model Fit (1992)Employee engagement, human resource management practices and competitive advantage (2015)Transformational leadership and employee performance: The role of identification, engagement and proactive personality (2018)Work engagement: current trends (2018)Environmental scanning as information seeking and organizational learning (2001)A Simulation-Based Approach to Understanding the Dynamics of Innovation Implementation (2002)Coactive Design: Designing Support for Interdependence in Joint Activity (2014)
this work references cited by second hop

References

  • 2008Research and theory on high‐performance work systems: progressing the high‐involvement stream1,021 cited
  • 2004THE EFFECTS OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP, JOB PERFORMANCE, VOLITIONAL ABSENCES, AND VOLUNTARY TURNOVER.926 cited
  • 2012The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model770 cited
  • 2004A Critical Assessment of the High‐Performance Paradigm678 cited
  • 2007The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects640 cited
  • 1992A meta-analytical structural equations analysis of a model of employee turnover.638 cited
  • 2008High-involvement work processes, work intensification and employee well-being: A study of New Zealand worker experiences358 cited
  • 1993Organizations, 2nd ed.293 cited
  • 2007Work enrichment and employee voice in human resource management-performance studies237 cited
  • 2010The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment217 cited
  • 2007High Performance Work Systems and Employee Experience of Work in the Service Sector: The Case of Aged Care217 cited
  • 2008Challenging conventional wisdom about who quits: Revelations from corporate America.198 cited
  • 2010Predicting turnover intentions187 cited

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  • 2008Job Disamenities, Job Satisfaction, Quit Intentions, and Actual Separations: Putting the Pieces Together165 cited
  • 2003Labour Turnover and Retention in New Zealand: The Causes and Consequences of Leaving and Staying with Employers134 cited
  • 2003AN EXAMINATION OF THE RELATIONSHIP OF EMPLOYEE INVOLVEMENT WITH JOB SATISFACTION, EMPLOYEE COOPERATION, AND INTENTION TO QUIT IN U.S. INVESTED ENTERPRISE IN CHINA133 cited
  • Cited by

    • 2021The effect of green human resource management (GHRM) practices on turnover intention13 cited
    • 2023Public service motivation, job satisfaction, and turnover intention: evidence from the Ministry of Health, Zambia5 cited
    • 2023Pengaruh Lingkungan Kerja Non Fisik, Stres Kerja Dan Kepuasan Kerja Terhadap Turnover Intention Karyawan Bagian Produksi Pada PT. Mustika Agung Sawit Gemilang Kab.Indragiri Hulu1 cited