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How do instrumental and expressive network positions relate to turnover? A meta-analytic investigation
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Porter, Caitlin M., Woo, Sang Eun, Allen, David G. and Keith, Melissa G. (2019) How do instrumental and expressive network positions relate to turnover? A meta-analytic investigation. Journal of Applied Psychology, 104 (4). pp. 511-536. doi:10.1037/apl0000351 ISSN 0021-9010.
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Official URL: http://dx.doi.org/10.1037/apl0000351
Abstract
Although social network methods have proven valuable for predicting employee turnover, an informed use of network methods for turnover management requires an integration and extension of extant networks-turnover research. To that end, this article addresses two relatively neglected issues in the networks-turnover literature: the lack of integration of turnover process models into networks-turnover research and the differential influence of “network content” (i.e., instrumental vs. expressive network resources) on turnover processes. To address these issues, we draw from social capital and turnover theories as a basis for investigating how turnover antecedents (i.e., work attitudes, job alternatives, and job performance) mediate the associations between instrumental and expressive degree centrality and turnover. We test a theoretical model using meta-analytic path analysis based on the results of random-effects meta-analyses (64 independent samples of working adults) of instrumental and expressive degree centrality in relation to job satisfaction, organizational commitment, job alternatives, job performance, and employee turnover. We found that both instrumental and expressive degree centrality relate to employee turnover, but through different mediating processes; instrumental degree centrality decreased the likelihood of turnover via job performance and organizational commitment, whereas expressive degree centrality decreased the likelihood of turnover via job satisfaction and organizational commitment. Furthermore, expressive degree centrality (as compared to instrumental degree centrality) had a negative association with turnover after accounting for these prominent turnover antecedents. These findings illustrate the importance of distinguishing between instrumental and expressive network positions in the turnover process as well as the value of leveraging employee networks for employee retention.
Item Type: | Journal Article | ||||||||
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Subjects: | H Social Sciences > HF Commerce | ||||||||
Divisions: | Faculty of Social Sciences > Warwick Business School | ||||||||
Library of Congress Subject Headings (LCSH): | Employee retention, Job satisfaction, Personnel management | ||||||||
Journal or Publication Title: | Journal of Applied Psychology | ||||||||
Publisher: | American Psychological Association | ||||||||
ISSN: | 0021-9010 | ||||||||
Official Date: | April 2019 | ||||||||
Dates: |
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Volume: | 104 | ||||||||
Number: | 4 | ||||||||
Page Range: | pp. 511-536 | ||||||||
DOI: | 10.1037/apl0000351 | ||||||||
Status: | Peer Reviewed | ||||||||
Publication Status: | Published | ||||||||
Reuse Statement (publisher, data, author rights): | ©American Psychological Association, 2018. This paper is not the copy of record and may not exactly replicate the authoritative document published in the APA journal. Please do not copy or cite without author's permission. The final article is available, upon publication, at: http://dx.doi.org/10.1037/apl0000351 | ||||||||
Access rights to Published version: | Restricted or Subscription Access | ||||||||
Date of first compliant deposit: | 3 August 2018 | ||||||||
Date of first compliant Open Access: | 12 August 2019 | ||||||||
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