Should I Stay or Should I Go? The Role of Motivational Climate and Work–Home Spillover for Turnover Intentions
dc.contributor.author | Kopperud, Karoline | |
dc.contributor.author | Nerstad, Christina | |
dc.contributor.author | Dysvik, Anders | |
dc.date.accessioned | 2020-07-20T09:43:08Z | |
dc.date.accessioned | 2020-08-07T11:15:07Z | |
dc.date.available | 2020-07-20T09:43:08Z | |
dc.date.available | 2020-08-07T11:15:07Z | |
dc.date.issued | 2020-05-28 | |
dc.identifier.citation | Kopperud, Nerstad, Dysvik. Should I Stay or Should I Go? The Role of Motivational Climate and Work–Home Spillover for Turnover Intentions. Frontiers in Psychology. 2020 | en |
dc.identifier.issn | 1664-1078 | |
dc.identifier.issn | 1664-1078 | |
dc.identifier.uri | https://hdl.handle.net/10642/8827 | |
dc.description.abstract | Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influences turnover intention through the facilitation of work–home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive–and reduced negative—work–home spillover experiences. We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive—and increased negative—work–home spillover experiences. In a cross—lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work– home spillover partly mediates the relationship between a perceived motivational climate and turnover intention. Specifically, mastery climates seem to facilitate positive—and reduce negative—spillover between the professional and private spheres, which in turn decreases employees’ turnover intention. Contrary to our expectations, a perceived performance climate slightly increased both positive and negative work-home spillover, however increasing employees’ turnover intention. We discuss implications for practice and future research. | en |
dc.language.iso | en | en |
dc.publisher | Frontiers Media | en |
dc.relation.ispartofseries | Frontiers in Psychology;May 2020 | Volume 11 | Article 1107 | |
dc.rights | Copyright © 2020 Kopperud, Nerstad and Dysvik. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. | en |
dc.rights.uri | https://creativecommons.org/licenses/by/4.0/ | |
dc.subject | Turnover intentions | en |
dc.subject | Perceived motivational climates | en |
dc.subject | Positive work–home spillovers | en |
dc.subject | Negative work–home spillovers | en |
dc.subject | Life-supportive workplaces | en |
dc.title | Should I Stay or Should I Go? The Role of Motivational Climate and Work–Home Spillover for Turnover Intentions | en |
dc.type | Journal article | en |
dc.type | Peer reviewed | en |
dc.date.updated | 2020-07-20T09:43:08Z | |
dc.description.version | publishedVersion | en |
dc.identifier.doi | https://dx.doi.org/10.3389/fpsyg.2020.01107 | |
dc.identifier.cristin | 1808714 | |
dc.source.journal | Frontiers in Psychology |
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Med mindre annet er angitt, så er denne innførselen lisensiert som Copyright © 2020 Kopperud, Nerstad and Dysvik. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.