The importance of perceived external prestige (PEP) has gained importance recently because of its significant effects on organizational outcomes (e.g., turnover intentions, organizational identification, job satisfaction, organizational commitment). The aim of this study is to explore the...

The study attempts to understand the importance of Internal Career Anchors (ICA) and External Career Opportunities (ECO) when determining employee Intention to Quit (turnover intentions) (ITQ) from an organization. The respondents were Information Technology (IT) professionals working in the...

This study examined the extent to which employees experience collective shame and guilt for the wrongful acts by their companies, and the potential effects of these emotions on turnover intention and organizational citizenship behaviors. The study context was a real industry-wide PR crisis in...

We investigate the role of collective affective commitment in mediating the relationship between skill, motivation, and empowerment enhancing human resource practices and aggregate voluntary turnover in a multi-source, longitudinal study. Findings from 1748 employees and 20 top HR managers in 93...

The present study examines the relationships among mentoring (M), organizational commitment (OC), intention to leave (IL), and relational demography (DS) in a sample of Company Grade Officers (CGOs) at a single Air Force base in Los Angeles, Calif. This study proposes a mediational model in...

The present study examines the relationships among mentoring (M), organizational commitment (OC), intention to leave (IL), and relational demography (DS) in a sample of Company Grade Officers (CGOs) at a single Air Force base in Los Angeles, Calif. This study proposes a mediational model in...