Turnover as a response to job insecurity: The moderating effect of employability.
2006 (English)In: The Sixth Conference on Psychology and Health: Kerkrade, the Netherlands, 8-10 May, 2006., 2006Conference paper (Other (popular science, discussion, etc.))
Previous research has identified a link between job insecurity perceptions and turnover intentions among employees. It has also been suggested that in times of turmoil and insecurity in the organization, employees who perceive themselves as employable are more prone to voluntarily leave the organization as compared to employees perceiving themselves as less employable and attractive on the labor market. Along this line it has also been proposed that the individuals most attractive on the labor market are often key-persons that the organization want to keep, and consequently, the organization may suffer if employable employees leave the organization. The purpose of this study is to investigate the effects of job insecurity perceptions on two different types of turnover intentions, namely organizational turnover and occupational turnover. Secondly, this study aims at investigating the potential moderating role of employability on the relationship between job insecurity and the two types of turnover intention, suggesting that employees perceiving themselves as more employable will be more prone to leave the organization when experiencing job insecurity. The study is based on questionnaire data collected in an acute care hospital in Stockholm, Sweden. The results indicate that employability perceptions may play an important role in employees’ turnover intentions during organization turmoil and in connection with feelings of job insecurity.
Place, publisher, year, edition, pages
employability, job insecurity, turnover
IdentifiersURN: urn:nbn:se:su:diva-21308OAI: oai:DiVA.org:su-21308DiVA: diva2:187834