On-the-job and off-the-job embeddedness differentially influence relationships between informal job search and turnover.

Whereas informal job search (i.e., using personal contacts for job search) is positively associated with the receipt of job offers, research has yet to consider the extent to which informal job search translates into current employees' turnover decisions or to investigate factors that may restrain (or facilitate) the translation of informal job search into turnover decisions. In this study, we propose that on-the-job and off-the-job embeddedness play distinct roles in strengthening or weakening the positive relationship between informal job search and turnover intentions and behavior. We assert that on-the-job embeddedness reduces the likelihood that informal job search translates into turnover decisions, whereas off-the-job embeddedness strengthens the positive association between informal job search and turnover decisions. We tested these hypotheses across two samples of employed nurses. Although results were mixed, we found evidence that on-the-job embeddedness dampened the positive relationships of informal job search with turnover intentions and behaviors, whereas off-the-job embeddedness facilitated the positive relationships between informal job search and turnover decisions. Taken together, findings suggest that on-the-job and off-the-job embeddedness influence informal job search processes differently. We discuss the implications of these findings for how organizations manage employees' informal job search activities as well as how researchers approach the study of job embeddedness. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

An episodic framework of outgroup interaction processing: Integration and redirection for the expatriate adjustment research.

Cross-cultural research has traditionally emphasized predicting adjustment, treating it as a level to be achieved more than a change process to be understood and controlled. The lack of focus on process integration has inhibited our understanding of precisely why and how adjustment processes unfold and ultimately cause (dys)functional change in criteria. In response, we review the motives and processes of cross-cultural adjustment and integrate these into a theoretical framework, examining the discrete episode of expatriate-host national interaction as the focal vehicle for change. First, we synthesize the general causal sequence within an interaction episode. We then summarize state inputs that condition processing. Next, we describe identity management and learning processing in depth. Then, we discuss key interactions among the motive and processing categories. Finally, we orient the cross-cultural interaction episode within the nomological network of cross-cultural adjustment predictors and criteria. This framework prescribes that an expatriate should initially reduce acculturative stress through repeated, functional identity management and learning processing of novelty encountered in cross-cultural interaction episodes. To do so, one must avoid inhibitory input states and the many potential processing failures identified here. If the expatriate experiences enough such functional interaction episodes, a "Stage 2" is reached where the motive to reduce stress has been largely overcome, and thereafter, interaction episode processing proceeds more functionally in general. (PsycINFO Database Record

Further clarifying proximal withdrawal states and the turnover criterion space: Comment on Hom, Mitchell, Lee, and Griffeth (2012).

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area and at the same time explain why improved prediction is not among these contributions. I then enumerate 3 theoretically problematic aspects of the proposed framework, which limit its contribution. Finally, I suggest 3 directions that researchers should pursue in order to test and extend the framework.