Teresa Rothausen | University of St. Thomas, Minnesota (original) (raw)

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(process) of turnover. This study explores the why (meaning) to employees of quitting or staying ... more (process) of turnover. This study explores the why (meaning) to employees of quitting or staying at an employing organization, in order to add a new layer to our understanding of retention and turnover. Analysis of data from in-depth interviews with leavers and stayers, both post hoc and in situ, using grounded theory methods, reveals identity and psychological wellbeing assessment sensemaking cycles, which occur periodically or when threat to core elements of identity and wellbeing across life domains is perceived. Core elements of identity and wellbeing include purpose, trajectory, relatedness, expression, acceptance, and differentiation (PTREAD).

Journal of Management, 2015

ABSTRACT Explanations of turnover from extant management research focus on the what (content) and... more ABSTRACT Explanations of turnover from extant management research focus on the what (content) and how (process) of turnover. This study engages a sensemaking framework to explore the why (meaning) for employees of quitting or staying at an employing organization, in order to add a new layer to our understanding of retention and turnover. Analysis of data from in-depth interviews with leavers and stayers, both post hoc and in situ, using grounded theory methods, reveals identity and well-being assessment sensemaking cycles, which occur periodically or when threat to core elements of identity and well-being across life domains is perceived. Core elements of identity and well-being include purpose, trajectory, relatedness, expression, acceptance, and differentiation. Perceived threat to identity and well-being across life domains leads to varying levels of psychophysiological strain, coping with threat and strain, and reassessment, often in escalating cycles resulting in turnover and continuing into new jobs. Lack of threat to, or facilitation of, identity and well-being, and successful coping result in retention. Overall, these findings suggest that from the perspective of the actors “being retained” or “turning over,” these phenomena are part of a deeply felt quest for positive, congruent identity and psychological well-being across life domains. Along with other research, these findings suggest that when people consider leaving jobs, it may invoke a liminal identity stage, which makes family and other life domains salient to turnover decisions. Implications for research on retention, turnover, identity, well-being, work-life, and psychophysiological health in organizations, as well as practical implications, are discussed.

Analysis of data from in-depth interviews using grounded theory methods reveals an iterative, cum... more Analysis of data from in-depth interviews using grounded theory methods reveals an iterative, cumulative model of developing voluntary turnover readiness. Job-identity incongruence leads to psychophysiology-related strains, which in turn lead to fantasies of leaving and building social support for leaving. Based on this model, we propose psychophysiological strain caused by job-identity incongruence as predictors of turnover readiness. Failure to visualize leaving successfully or to build social support for leaving may result in dysfunctional retention. Implications for research on turnover, identity, psychophysiology in organizations, and readiness, as well as practical implications for organizations, are discussed.

Organization Management Journal, 2004

Personnel Psychology, 1998

Employer offerings of on-site child care benefits have grown tremendously in the past few decades... more Employer offerings of on-site child care benefits have grown tremendously in the past few decades; both beneficial and detrimental effects on worker attitudes and behaviors have been noted. Some research suggests that offering on-site child care benefits can cause resentment among childless workers and/or workers with children who do not use the center. In a field sample of 271 employees, current and past use of the on-site child care center, as well as anticipated future use of the on-site child care center, were related to more positive proximal reactions such as attitudes closely related to the on-site child care center, but not to more general attitudes or behaviors. Results indicate that any "family-friendly backlash" may be limited to proximal reactions. These findings are discussed in light of organizational justice theories.

Women are underrepresented in business leadership and education. The issue is important to many o... more Women are underrepresented in business leadership and education. The issue is important to many organizations, but discussing causes and solutions can be difficult. A useful, fun, and informative exercise is presented as a tool to facilitate such discussions. The exercise can be used for training and development, kicking off a gender initiative, general planning, and executive education, as well as for working adult graduate students. It can be adapted for less experienced undergraduate and graduate students. The exercise illustrates the gender systems in which we work. An optional piece illustrates how work-family impacts this issue. Teaching aids are also presented.

Journal of Occupational and Organizational Psychology, 1997

This study investigated the role of employee tenure in the relationship between person and enviro... more This study investigated the role of employee tenure in the relationship between person and environment factors whereby person factors were represented by personal orientations of teachers and environment factors by organizational climates in schools. Questionnaires assessing personal orientations and tenure were completed by 597 employees from 29 organizations. Climate scores were assessed based on the perceptions of a separate sample of 581 employees from the same organizations. Consistent with Schneider's ASA framework, results suggest that tenure moderates the relationship between person and environment; trachers with longer tenure generally fit the school better than their colleagues with shorter tenure. The effects were stronger at the aggregate group level than at the individual level. Implications of these findings are discussed.

Asia Pacific Journal of Management, 2009

... Gupta & Kleiner, 2001). It has a largely English speaking population ... more ... Gupta & Kleiner, 2001). It has a largely English speaking population that has adopted many Western style educational and business practices (de Leon, 1987; Galang, 2004; Jocano, 1999; Teehankee, 2004). Both countries are ...

Sex Roles

In a sample of 162 associate professors of organization science, women in more research-oriented ... more In a sample of 162 associate professors of organization science, women in more research-oriented departments had published significantly more during their assistant professor periods than did those in less research-oriented departments, whereas this effect was not observed for men. In more research-oriented departments, men were more likely to have had families (partners and/or dependents) in their assistant professor periods than were women. Patterns in the data suggest that women published more than men in more research-oriented departments but less than men in less research-oriented departments. Findings are discussed in light of person–organization fit theories, gender theories, academic productivity, and gender differences research.

(process) of turnover. This study explores the why (meaning) to employees of quitting or staying ... more (process) of turnover. This study explores the why (meaning) to employees of quitting or staying at an employing organization, in order to add a new layer to our understanding of retention and turnover. Analysis of data from in-depth interviews with leavers and stayers, both post hoc and in situ, using grounded theory methods, reveals identity and psychological wellbeing assessment sensemaking cycles, which occur periodically or when threat to core elements of identity and wellbeing across life domains is perceived. Core elements of identity and wellbeing include purpose, trajectory, relatedness, expression, acceptance, and differentiation (PTREAD).

Journal of Management, 2015

ABSTRACT Explanations of turnover from extant management research focus on the what (content) and... more ABSTRACT Explanations of turnover from extant management research focus on the what (content) and how (process) of turnover. This study engages a sensemaking framework to explore the why (meaning) for employees of quitting or staying at an employing organization, in order to add a new layer to our understanding of retention and turnover. Analysis of data from in-depth interviews with leavers and stayers, both post hoc and in situ, using grounded theory methods, reveals identity and well-being assessment sensemaking cycles, which occur periodically or when threat to core elements of identity and well-being across life domains is perceived. Core elements of identity and well-being include purpose, trajectory, relatedness, expression, acceptance, and differentiation. Perceived threat to identity and well-being across life domains leads to varying levels of psychophysiological strain, coping with threat and strain, and reassessment, often in escalating cycles resulting in turnover and continuing into new jobs. Lack of threat to, or facilitation of, identity and well-being, and successful coping result in retention. Overall, these findings suggest that from the perspective of the actors “being retained” or “turning over,” these phenomena are part of a deeply felt quest for positive, congruent identity and psychological well-being across life domains. Along with other research, these findings suggest that when people consider leaving jobs, it may invoke a liminal identity stage, which makes family and other life domains salient to turnover decisions. Implications for research on retention, turnover, identity, well-being, work-life, and psychophysiological health in organizations, as well as practical implications, are discussed.

Analysis of data from in-depth interviews using grounded theory methods reveals an iterative, cum... more Analysis of data from in-depth interviews using grounded theory methods reveals an iterative, cumulative model of developing voluntary turnover readiness. Job-identity incongruence leads to psychophysiology-related strains, which in turn lead to fantasies of leaving and building social support for leaving. Based on this model, we propose psychophysiological strain caused by job-identity incongruence as predictors of turnover readiness. Failure to visualize leaving successfully or to build social support for leaving may result in dysfunctional retention. Implications for research on turnover, identity, psychophysiology in organizations, and readiness, as well as practical implications for organizations, are discussed.

Organization Management Journal, 2004

Personnel Psychology, 1998

Employer offerings of on-site child care benefits have grown tremendously in the past few decades... more Employer offerings of on-site child care benefits have grown tremendously in the past few decades; both beneficial and detrimental effects on worker attitudes and behaviors have been noted. Some research suggests that offering on-site child care benefits can cause resentment among childless workers and/or workers with children who do not use the center. In a field sample of 271 employees, current and past use of the on-site child care center, as well as anticipated future use of the on-site child care center, were related to more positive proximal reactions such as attitudes closely related to the on-site child care center, but not to more general attitudes or behaviors. Results indicate that any "family-friendly backlash" may be limited to proximal reactions. These findings are discussed in light of organizational justice theories.

Women are underrepresented in business leadership and education. The issue is important to many o... more Women are underrepresented in business leadership and education. The issue is important to many organizations, but discussing causes and solutions can be difficult. A useful, fun, and informative exercise is presented as a tool to facilitate such discussions. The exercise can be used for training and development, kicking off a gender initiative, general planning, and executive education, as well as for working adult graduate students. It can be adapted for less experienced undergraduate and graduate students. The exercise illustrates the gender systems in which we work. An optional piece illustrates how work-family impacts this issue. Teaching aids are also presented.

Journal of Occupational and Organizational Psychology, 1997

This study investigated the role of employee tenure in the relationship between person and enviro... more This study investigated the role of employee tenure in the relationship between person and environment factors whereby person factors were represented by personal orientations of teachers and environment factors by organizational climates in schools. Questionnaires assessing personal orientations and tenure were completed by 597 employees from 29 organizations. Climate scores were assessed based on the perceptions of a separate sample of 581 employees from the same organizations. Consistent with Schneider's ASA framework, results suggest that tenure moderates the relationship between person and environment; trachers with longer tenure generally fit the school better than their colleagues with shorter tenure. The effects were stronger at the aggregate group level than at the individual level. Implications of these findings are discussed.

Asia Pacific Journal of Management, 2009

... Gupta & Kleiner, 2001). It has a largely English speaking population ... more ... Gupta & Kleiner, 2001). It has a largely English speaking population that has adopted many Western style educational and business practices (de Leon, 1987; Galang, 2004; Jocano, 1999; Teehankee, 2004). Both countries are ...

Sex Roles

In a sample of 162 associate professors of organization science, women in more research-oriented ... more In a sample of 162 associate professors of organization science, women in more research-oriented departments had published significantly more during their assistant professor periods than did those in less research-oriented departments, whereas this effect was not observed for men. In more research-oriented departments, men were more likely to have had families (partners and/or dependents) in their assistant professor periods than were women. Patterns in the data suggest that women published more than men in more research-oriented departments but less than men in less research-oriented departments. Findings are discussed in light of person–organization fit theories, gender theories, academic productivity, and gender differences research.