TY - JOUR
T1 - The Relationship between the Work Ethic, Job Attitudes, Intentions to Quit, and Turnover for Temporary Service Employees
AU - Saks, Alan M.
AU - Mudrack, Peter E.
AU - Ashforth, Blake
N1 - Copyright:
Copyright 2020 Elsevier B.V., All rights reserved.
PY - 1996
Y1 - 1996
N2 - We argue that because conventional organizational controls have limited relevance for temporary employees, work ethic values may be a critical predictor of employee perseverance and commitment. A field study was conducted to examine the relationships between belief in the work ethic, job attitudes, intentions to quit, and turnover in a sample of temporary service employees in a large Canadian theme park. When turnover was measured as a function of remaining employed with the organization until the end of the season, the turnover rate was 10% for high work ethic employees versus 33% for low work ethic employees (X2[1, N=128] = 9.57, p<.005). The results of a path analysis indicated that belief in the work ethic had an indirect effect on turnover. Specifically, belief in the work ethic was directly related to job satisfaction and organizational commitment, and indirectly related to intentions to quit and turnover. Job satisfaction and intentions to quit were directly related to turnover. The implications of work ethic values for individuals and organizations are discussed.
AB - We argue that because conventional organizational controls have limited relevance for temporary employees, work ethic values may be a critical predictor of employee perseverance and commitment. A field study was conducted to examine the relationships between belief in the work ethic, job attitudes, intentions to quit, and turnover in a sample of temporary service employees in a large Canadian theme park. When turnover was measured as a function of remaining employed with the organization until the end of the season, the turnover rate was 10% for high work ethic employees versus 33% for low work ethic employees (X2[1, N=128] = 9.57, p<.005). The results of a path analysis indicated that belief in the work ethic had an indirect effect on turnover. Specifically, belief in the work ethic was directly related to job satisfaction and organizational commitment, and indirectly related to intentions to quit and turnover. Job satisfaction and intentions to quit were directly related to turnover. The implications of work ethic values for individuals and organizations are discussed.
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U2 - 10.1111/j.1936-4490.1996.tb00733.x
DO - 10.1111/j.1936-4490.1996.tb00733.x
M3 - Article
AN - SCOPUS:0030486294
VL - 13
SP - 226
EP - 236
JO - Canadian Journal of Administrative Sciences
JF - Canadian Journal of Administrative Sciences
SN - 0825-0383
IS - 3
ER -