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Item type:Publication, Rewards and faculty turnover: an individual differences approach(Taylor and Francis Ltd., 2021-01-01)The perception of dissatisfaction with rewards is associated with the growing number of faculty members who express their intention to leave the university (TI). Our study has two aims. First, to analyze the phenomenon of TI based on faculty members’ perception of both extrinsic as intrinsic rewards (EIR), considering the moderating effect of age, seniority, and education level. Secondly, to analyze whether the relationships among the EIR are stronger or weaker for specific faculty members, considering their individual differences. We developed and tested a hypothetical model using binary logistic regression with full-time faculty members working in business schools in Colombia. As for age, seniority and education level, no moderator effect was found between EIR and TI. However, we found support for the idea that some specific extrinsic and intrinsic variables impact TI and reveal individual perceptions of faculty members’ satisfaction increasing the probability of staying or withdrawing from university. We also used multiple correspondence analyses and found support for the idea that there are different levels of association between extrinsic and intrinsic rewards for certain groups of faculty members in relation to TI. The propensity of TI was characterized in three scenarios made of different groups of faculty members. Our findings illustrate that, to fully understand the EIR and TI relationship, scholars must adopt a perspective and methodology that distinguishes the forces of association between EIR from the perspective of individual difference. Practical implications, limitations and future studies are discussed. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, A Comprehensive Bibliometric Analysis and Future Research Directions in the Nexus of Sustainable Business Practices and Turnover Intention(Elsevier Ltd, 2023-12-01)This study aims to investigate the complex interplay between sustainable business practices (SBP) and turnover intention (TI), emphasizing how sustainability initiatives impact employee retention and organizational commitment. Methodology: A bibliometric analysis of 325 articles from the Scopus database, spanning 2013–2023, was conducted using Bibliometrix in R-Studio, systematically addressing five pivotal research questions related to SBP and TI. Articles were chosen based on predefined search terms, focusing on SBP, job satisfaction, and TI, and adhered to strict inclusion/exclusion criteria. Findings: Organizations adopting SBP witness a significant decrease in TI, attributed primarily to enhanced job satisfaction and fortified organizational commitment. Concurrently, the literature on SBP and TI has seen an evolutionary shift from predominantly environmental concerns, such as carbon emissions and waste management, to broader socio-economic sustainability dimensions encompassing social responsibility, community engagement, and economic growth. International collaboration in this realm has proven vital, with significant contributions from countries such as Spain, China, and the UK. Leadership efficacy, supportive organizational culture, and emphasis on work-life balance are pivotal in strengthening the SBP-TI bond. Implications for theory and practice: Beyond academic interest, understanding the SBP-TI relationship is crucial for managers and policymakers. Effective SBP integration within organizational strategies can simultaneously promote sustainability and reduce turnover. This emphasizes the practical need for leadership, a supportive culture, and work-life balance to achieve environmental and socio-economic sustainability goals while retaining employees. Originality and value: By presenting an integrated perspective on SBP and TI, this research provides invaluable insights for organizations aiming to harmonize their sustainability objectives with employee retention strategies. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Reconnecting to perform: the mediating role of well-being in disidentification(Emerald Publishing Limited, 2026-01-09)The of this study is to integrate social identity theory (SIT) with the Job demands-resources (JD-R) model to test whether workplace well-being (WWB) mediated the link between organisational disidentification (DISI) and employee outcomes in public hospitals. Design/methodology/approach A cross-sectional survey of healthcare professionals was used; confirmatory factor analysis and structural equation modelling were used to test the measurement and structural models. A complementary multiple correspondence analysis profiled psychosocial risk segments. Findings DISI significantly undermined WWB and, through this decline, increased turnover intention (TURI), reduced job performance (JP) and elevated counterproductive work behaviour (CWB), with stronger effects among younger professionals. Research limitations/implications The cross-sectional design limits causal inference and the evidence come from two public hospitals in one country, which constrains generalisability. Future research should adopt longitudinal and multilevel designs, test theoretically grounded moderators (e.g. organisational justice, leadership) and compare across institutional contexts to refine boundary conditions for the integrated SIT + JD-R framework. Practical implications Protecting WWB through demand-resource redesign and identity repair at the team level may curb turnover, sustain performance and reduce deviance. Social implications Protecting WWB through demand-resource redesign and identity repair at the team level was able to curb attrition, sustain performance and reduce deviance. Originality/value The study specified why and how DISI depletes resources within SIT + JD-R under systemic moral stress, a condition typical of hospitals with limited resources, clarifying the mediating role of WWB.