Organisational Behaviour
Beatriz Mena (zID: 5049785) Tue: 11-12pm
Review of Tutorial Reading- Hiring for Retention and Performance
This academic article discusses which factors influence turnover and job performance simultaneously. In order to address this issue, it develops several theoretical matters, and I’ll discuss them in the next paragraphs.
Firstly, the paper brings the current literature on the fact that some employees are more connected with their organization that others. Therefore, the article discuss the motivational force model, in which, there’re organization-related factors as affinity with the organization’s coworkers and with the organization itself and also individual related factors such as feeling of obligation to stay in the company and intrinsic commitment. Using those theoretical relationships the researchers selected predictors that would affect employees’ desire to stay.
Moreover, the article discusses the theoretical relationship between biographical information (biodata) and employees’ turnover and job performance, highlighting the embeddedness and commitment literature. Also, the article discuss that those characteristics are related to performance because workers that perform poorly on the organization are more likely to be fired or decide to leave.
Additionally, the paper approaches the impact of personality traits. In that case, the researchers define personality traits, emphasizing on conscientiousness (concern with others around you) and emotional stability (remain calm when face stressed situations) and then they explain the relationship between those concepts and job turnover and performance.
Finally, the article discusses other factors as personal confidence and employment motivation. The first is negatively related with turnover and performance once that employees who are more confident with their decision will persist in order to adapt in the company and achieve performance goals. Likewise, the latest is negative correlated with
Review of Tutorial Reading- Hiring for Retention and Performance
This academic article discusses which factors influence turnover and job performance simultaneously. In order to address this issue, it develops several theoretical matters, and I’ll discuss them in the next paragraphs.
Firstly, the paper brings the current literature on the fact that some employees are more connected with their organization that others. Therefore, the article discuss the motivational force model, in which, there’re organization-related factors as affinity with the organization’s coworkers and with the organization itself and also individual related factors such as feeling of obligation to stay in the company and intrinsic commitment. Using those theoretical relationships the researchers selected predictors that would affect employees’ desire to stay.
Moreover, the article discusses the theoretical relationship between biographical information (biodata) and employees’ turnover and job performance, highlighting the embeddedness and commitment literature. Also, the article discuss that those characteristics are related to performance because workers that perform poorly on the organization are more likely to be fired or decide to leave.
Additionally, the paper approaches the impact of personality traits. In that case, the researchers define personality traits, emphasizing on conscientiousness (concern with others around you) and emotional stability (remain calm when face stressed situations) and then they explain the relationship between those concepts and job turnover and performance.
Finally, the article discusses other factors as personal confidence and employment motivation. The first is negatively related with turnover and performance once that employees who are more confident with their decision will persist in order to adapt in the company and achieve performance goals. Likewise, the latest is negative correlated with