tag:blogger.com,1999:blog-16113330.post7602977034011494592..comments2017-07-03T13:20:10.680+04:00Comments on a journey in asia, with my yoga mat and my camera: corporate "security"Anonymoushttp://www.blogger.com/profile/05513401039815669143noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-16113330.post-82494862086546584842010-08-12T01:00:06.506+04:002010-08-12T01:00:06.506+04:00that is another research stream - focusing on turn...that is another research stream - focusing on turnover/retention - a slightly different research question from the one I mentioned above (the bundling does not refer to the compensation package per se but to the system of practices that go together and include selective recruitment, competitive salary and benefits, teamwork, profit-sharing etc all at once)...<br /><br />Traditionally, researchers examined emotional/affective responses towards the job and the organization (i.e. job satisfaction, organizational commitment) as predictors of turnover intentions with the straightforward assumption that people who are happy with their jobs and organizations also tend to stay with their organizations. However, these work attitudes, statistically, predict only a small variance in turnover (meaning there are lots of people who dislike their job/organization but still stay) which led researcher to think about alternative ways to conceptualize retention. A very cool construct, in my opinion, emerged - referred to as "job embeddedness" - which is composed of a web or a constellation of restraining forces that tie you to the organization and creates a feeling of being "stuck" in one's organization. One of the measures they use is the extent to which one is satisfied with the benefits, salary etc..among many other different types of things that may tie you up. There has been a number of very rigorous studies which do show that embeddedness predicts turnover above and beyond affective and emotional responses towards the job...So yes - there is empirical evidence suggesting that benefits impact retention (however - again not in isolation)...<br /><br />Because I like this construct so much (how pathetic I've become)- I do want to study it further - especially within an international context - kind of trying to understand why for example, people relocate internationally, why do they stay international, or why they go back to their home country...Belki de Voltrani olusturup, we should write up stg. together ;)Sabanoreply@blogger.comtag:blogger.com,1999:blog-16113330.post-57956159341807986002010-08-11T11:42:35.162+04:002010-08-11T11:42:35.162+04:00@Saba; different perspective and a lot of informat...@Saba; different perspective and a lot of information, thank you :)<br />This input on the employer side brought up another question on the employee side; In my observation, generally the corporations that offer the "bigger bundles" are the ones with longer working hours, higher stress levels and less job security. Did you ever research yourself/came across research what is the impact of benefits for retention?Anonymoushttps://www.blogger.com/profile/05513401039815669143noreply@blogger.comtag:blogger.com,1999:blog-16113330.post-86316103835429792172010-08-10T23:44:21.844+04:002010-08-10T23:44:21.844+04:00Esincim - I always like and very much relate to a ...Esincim - I always like and very much relate to a cynical approach to corporate life...Yet - some of the research I've been doing suggests that companies have all these perks and bundle them with a whole bunch of other so-called "high-involvement or high-performance work practices" - rather than using them in isolation (the best and the brightest do not get attracted to dry cleaning but the whole package that goes with it). These systems of practices, in turn, have been shown to be related to a whole bunch of bottom-line performance indicators including profitability, market share, and market value across different industries, companies, and countries...That is, it makes business sense to treat your employees nice because they tend to work harder whether they like it or not! And the best and the brightest - when they work harder - end up making more money for the shareholders...On a closing note - I highly recommend you to watch the documentary "The Corporation" which I am sure you will enjoy...SabaSabanoreply@blogger.comtag:blogger.com,1999:blog-16113330.post-48170296299882309852010-08-10T07:24:33.320+04:002010-08-10T07:24:33.320+04:00Esin'cim,
one.
Photo shows the reality:)
In t...Esin'cim,<br />one.<br />Photo shows the reality:)<br /><br />In the recruitment session that I had yesterday , we had the same conversation with the recruiter.And he was 28 and he already recognised that satisfaction of doing your own job is totally different!<br /><br />May be we are the generation who needed guarantee and care of some.Nalan Göksuhttps://www.blogger.com/profile/13897091489925410334noreply@blogger.com