Links between intangible compensation, work expectations, and intention to quit: A quasi-experimental study (notice n° 172536)
[ vue normale ]
| 000 -LEADER | |
|---|---|
| fixed length control field | 02264cam a2200313 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250112035445.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Côté, Frédéric-Martin |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Links between intangible compensation, work expectations, and intention to quit: A quasi-experimental study |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2022.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 45 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | This research has two main objectives. The first is to examine the impact of intangible compensation on employees’ intention to quit. The second is to study the moderating effect of job expectations on the relationship between intangible compensation and intention to quit. On the basis of a literature review, signaling theory, and social exchange theory, it is postulated that intangible compensation decreases intention to quit and that job expectations moderate that relationship. Our data come from a two-factor quasi-experimental study of 318 undergraduate students at the business school of a major Canadian university. Intangible compensation is measured by two factors: 1- recognition, and 2- training and development. The results indicate that intangible compensation has a significant impact on intention to quit. Specifically, recognition and training and development decrease intention to quit. Job expectations are measured by two factors: 1- achievement at work, and 2- balance between personal and professional life. The results indicate that only job achievement expectations moderate the negative relationship between training and development and intention to quit. This study ends with a discussion of the results, their management implications, and potential avenues for future research. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | intangible compensation |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | training and development |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | job expectations |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | recognition |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | turnover |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | intention to quit |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | intangible compensation |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | training and development |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | job expectations |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | recognition |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | turnover |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | intention to quit |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Renaud, Stéphane |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | @GRH | o 44 | 3 | 2022-08-24 | p. 79-104 | 2034-9130 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-agrh1-2022-3-page-79?lang=en">https://shs.cairn.info/journal-agrh1-2022-3-page-79?lang=en</a> |
Pas d'exemplaire disponible.
Réseaux sociaux