ABSTRACT

We extend recent conceptual work on withdrawal states and develop a framework to examine behavioral tendencies of reluctant stayers (i.e., employees who desire to leave but cannot). Although principles of self-interest suggest that these employees ought to behave appropriately to maintain employment, reactance theory suggests that the combination of high turnover intentions and low job alternatives may result in lower performance and greater deviance. Contrary to conventional wisdom but consistent with reactance theory, low perceived job alternatives strengthened the positive relationship between turnover intentions and deviance, as well as the negative relation between intentions to quit and task performance. Moderated-mediation analyses revealed that the indirect effect of work frustration (via turnover intentions) was stronger on task performance and deviance when perceived job alternatives were low rather than high.

摘要

我们扩展了有关退出状态的最新概念性工作，并开发了一个框架来检查不愿留下的人（即希望离开但不能离开的员工）的行为倾向。尽管出于个人利益的原则建议这些员工应保持适当的行为以维持就业，但反抗理论表明，高离职率和低工作替代率的结合可能会导致绩效降低和偏差更大。与传统观点相反，但与反抗理论相一致，低感知的工作选择加强了离职意向与偏差之间的正向关系，以及离职意向与任务绩效之间的负向关系。