Based on interview data obtained from 50 trained economically disadvantaged persons and their supervisors on the first job after training, this study examined 10 potential predictors of job status (stayers versus leavers) among trained economically disadvantaged individuals. Appraised performance by the supervisor, satisfaction with the supervisor, and perceived ease of movement were significant differentiators among stayers and leavers. Only perceived ease of movement added to the variance accounted for by appraised performance by the supervisor, with stayers perceiving greater ease of movement than leavers. Results add to the growing evidence of the importance of appraised performance by the supervisor in distinguishing stayers from leavers in research on turnover. Over-all, the results suggest that factors related to staying versus leaving among trained economically disadvantaged persons are similar to those found in other populations.
Get full access to this article
View all access options for this article.
References
1.
AlderferC. P.Existence, relatedness and growth: Human needs in organizational settings. New York: Free Press, 1972.
2.
ArveyD.MussioJ.Job expectations and valences of job rewards for culturally disadvantaged and advantaged clerical employees. Journal of Applied Psychology, 1974, 59, 230–232.
3.
BassB. M. (Ed.) Stogdill's Handbook of leadership. New York: Free Press, 1981.
4.
BhagatR. S.Black-white ethnic differences in identification with the work ethic: Some implications for organizational integration. Academy of Management Review, 1979, 4, 381–391.
FeldmanJ. M.Race, economic class, and perceived outcomes of work and unemployment. Journal of Applied Psychology, 1973, 58, 16–22. (a)
14.
FeldmanJ. M.Race, employment and the evaluation of work. Journal of Applied Psychology, 1973, 58, 10–15. (b)
15.
FriedlanderF.GreenbergS.Effect of job attitudes, training and organization climate on performance of the hard core unemployed. Journal of Applied Psychology, 1971, 55, 287–295.
16.
GannonM. J.Source of referral and employee turnover. Journal of Applied Psychology, 1971, 55, 226–228.
17.
GoodmanP. S.SalipanteP.ParanskyH.Hiring, training and retraining the hard core unemployed. Journal of Applied Psychology, 1973, 38, 23–33.
HinrichsJ. R.Measurement of reasons for resignation of professionals: Questionnaire versus company and consultant exit interview. Journal of Applied Psychology, 1975, 60, 630–532.
20.
HulinC. L.Job satisfaction and turnover in a female clerical population. Journal of Applied Psychology, 1966, 50, 280–285.
21.
JackofskyE. F.PetersL. H.The hypothesized effects of ability in the turnover process. Academy of Management Review, 1983, 8, 46–49.
22.
KellerR. T.The role of performance and absenteeism in the prediction of turnover. Academy of Management Journal, 1984, 27, 176–183.
23.
KochJ. L.Employing the disadvantaged: Lessons from the past decade. California Management Review, 1974, 17(1), 68–77.
24.
KrackhardtD.McKennaJ.PorterL. W.SteersR. M.Supervisory behavior and employee turnover: A field experiment. Academy of Management Journal, 1981, 24, 249–259.
25.
KuninT.The construction of a new type of attitude measure. Personnel Psychology, 1955, 8, 65–78.
26.
LefkowitzJ.KatzM. L.Validity of exit interviews. Personnel Psychology, 1969, 22, 445–455.
27.
MarchJ. G.SimonH. A.Organizations. New York: Wiley, 1958.
28.
MichaelsC. E.SpectorP. E.Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of Applied Psychology, 1982, 67, 53–59.
29.
MobleyW. H.Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 1977, 62, 237–240.
MobleyW. H.GriffithR. W.HandH. H.MeglinoB. M.Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 1979, 86, 493–522.
32.
MobleyW. H.HornerS. O.HollingsworthA. T.An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 1978, 63, 408–414.
33.
MowdayR. T.SpencerD. G.The influence of task and personality characteristics on employee turnover and absenteeism incidents. Academy of Management Journal, 1981, 24, 634–642.
34.
MuchinskyP. M.MorrowP. C.A multidisciplinary model of voluntary employee turnover. Journal of Vocational Behavior, 1980, 17, 263–290.
35.
MuchinskyP. M.TuttleM. L.Employee turnover: An empirical and methodological assessment. Journal of Vocational Behavior, 1979, 14, 43–77.
36.
NadlerL.Helping the hard-core adjust to the world of work. Harvard Business Review, 1970, 48(2), 117–126.
37.
O'ReillyC. A.IIIRobertsK. N.Job satisfaction among whites and non-whites: A cross-cultural approach. Journal of Applied Psychology, 1973, 57, 295–299.
38.
PettyM. M.Relative effectiveness of four combinations of oral and written presentations of job-related information to disadvantaged trainees. Journal of Applied Psychology, 1974, 59, 105–106.
39.
PorterL. W.SteersR. M.Organizational work and personal factors in employee turnover and absenteeism. Psychological Bulletin, 1973, 80, 151–176.
40.
PorterL. W.SteersR. M.MowdayR. T.BoulianP. V.Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 1974, 59, 603–609.
41.
PriceJ. L.The study of turnover. Ames, IA: Iowa State Univer. Press, 1977.
42.
QuaglieriP. L.A note on variations in recruiting information obtained through different sources. Journal of Occupational Psychology, 1982, 55, 53–55.
43.
SchwabD. P.Organizational recruiting and the decision to participate. In RowlandK.FerrisG. (Eds.), Personnel management: New perspectives. Boston, MA: Allyn & Bacon, 1982. Pp. 103–127.
44.
SelltigC.WrightsmanL. S.CookS. W.Research methods in social relations. (3rd ed.) New York: Holt, Rinehart & Winston.
45.
SheridanJ. E.AbelsonM. A.Cusp catastrophe model of employee turnover. Academy of Management Journal, 1983, 26, 418–436.
46.
ShlenskyB.Determinants of turnover in NAB-JOBS programs to employ the disadvantaged. Unpublished doctoral dissertation, Massachusetts Institute of Technology., 1970.
SmithP. C.KendallL. M.HulinC. L.The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Chicago, IL: Rand McNally, 1969.
49.
StumpfS. A.DawleyP. K.Predicting voluntary and involuntary turnover using absenteeism and performance indices. Academy of Management Journal, 1981, 24, 148–163.
50.
TriandisH. C.FeldmanJ. M.WeldonD. E.HarveyW. M.Ecosystem distrust and the hard-to-employ. Journal of Applied Psychology, 1975, 60, 44–56.
51.
US Department of Labor. Dictionary of occupational titles. (4th ed.) Washington, DC: US Gov't Printing Office, 1977.
52.
US Department of Labor. Employment and training report to the President, 1982. Washington, DC: US Gov't Printing Office, 1982.
53.
VroomV. H.Work and motivation. New York: Wiley, 1964.
WanousJ. P.KeonT. L.LatackJ. C.Expectancy theory and occupational/organizational choices: A review and test. Organizational Behavior and Human Performance, 1977, 18, 78–97.
56.
WanousJ. P.StumpfS. A.BedrosianH.Job survival of new employees. Personnel Psychology, 1979, 32, 651–662.
57.
WatersL. K.RoachD.Job attitudes as predictors of termination and absenteeism: Consistency over time and across organizational units. Journal of Applied Psychology, 1973, 57, 341–342.
58.
WatersL. K.RoachD.WatersC. W.Estimate of future tenure, satisfaction, and biographical variables as predictors of termination. Personnel Psychology, 1976, 29, 57–60.
59.
WertherW. B.Jr.DavisK.Personnel management and human resources. New York: McGraw-Hill, 1981.
