Felt obligations to reciprocate to an employer, preferences for mobility across employers, and gender. Three-way interaction effects on subsequent voice behavior.

Autor/inn/en	Ng, Thomas W.H.; Feldman, Daniel C.
Titel	Felt obligations to reciprocate to an employer, preferences for mobility across employers, and gender. Three-way interaction effects on subsequent voice behavior. Gefälligkeitsübersetzung: Gefühlte Reziprozitätsverpflichtungen gegenüber einem Arbeitgeber, Präferenzen für Arbeitsplatzwechsel und Geschlecht. Dreifache Interaktionseffekte auf das Mitbestimmungsverhalten.
Quelle	In: Journal of vocational behavior, (2015) 90, S. 36-45Infoseite zur Zeitschrift PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; gedruckt; Zeitschriftenaufsatz
ISSN	0001-8791; 1095-9084
DOI	10.1016/j.jvb.2015.07.005
Schlagwörter	Mobilitätsbereitschaft; Bindung; Soziale Norm; Mitbestimmung; Arbeitsplatzwechsel; Berufliche Mobilität; Kündigungsabsicht; Geschlechtsspezifik; Präferenz; Reziprozität; Hochschulabsolvent; Abhängig Beschäftigter; Hongkong
Abstract	"Previous research suggests that employees engage in voice behavior to reciprocate for the positive treatment they receive from employers, but less is known about individual differences in employees' willingness to engage in voice behavior to that end. The present study proposes that felt obligations to the organization relate more strongly to voice behavior when employees also have stronger preferences for job stability (rather than job mobility). We also propose that this two-way interaction will be further moderated by gender; specifically, males who feel strong obligations to reciprocate and have strong preferences for job stability are especially likely to engage in voice behavior. Data collected from 209 employees over an 8-month period support both the proposed two-way and three-way interaction effects. Thus, while the norm of reciprocity is widely held, the effects of felt obligations to employers on voice behavior also depend upon both gender differences and individual differences in preferences for job stability." (Author's abstract, IAB-Doku). Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch; Befragung; Längsschnitt.
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2016/2