Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model
Interpersonal conflicts between portfolio career workers (hereafter, PCWs) who entered from the external labor market and existing permanent workers are a controversial workplace issue in South Korea. This study examines whether the existing permanent workers’ responses to the newcomers speaking up...
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doaj-d93079e66bd14df087c57d01a30bf02e2021-05-31T23:17:54ZengMDPI AGBehavioral Sciences2076-328X2021-05-0111707010.3390/bs11050070Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation ModelSeonjo Kim0Jun Ishikawa1Faculty of Economics and Business Administration, Kanayagawa Campus, Fukushima University, Fukushima 960-1296, JapanCollege of Business, Rikkyo University, Tokyo 171-8501, JapanInterpersonal conflicts between portfolio career workers (hereafter, PCWs) who entered from the external labor market and existing permanent workers are a controversial workplace issue in South Korea. This study examines whether the existing permanent workers’ responses to the newcomers speaking up depend on the type of proactive behavior, that is, whether PCWs speak within extra-role or in-role boundaries. We found that PCWs perceive more workplace ostracism when they are proactive outside their job boundaries and less workplace ostracism when they are proactive inside their job boundaries. Further, their perceptions of ostracism lead to intentions of turnover. These relationships are conditional on the type of employee–organization relationship and the PCWs’ status in a new organization. Data were collected from 261 PCWs in Korea. Bootstrap-based conditional process analyses were utilized to test the hypothesized model. The results show that workplace ostracism mediates the relationship between the two types of proactive behavior and turnover intention, but in contrasting directions. The effect of the two types of proactive behavior on workplace ostracism is stronger for higher levels of reciprocal relationship between organization and employees, while the effect of workplace ostracism on turnover intention is stronger for higher levels of PCWs’ status in a new organization. Thus, the workplace conflicts PCWs face not only represent interpersonal problems within the workplace but also constitute a multilayered phenomenon related to the long-term institutionalized relationships between organizations and employees.https://www.mdpi.com/2076-328X/11/5/70portfolio career workerproactive behaviorturnover intentionworkplace ostracismemployee–organization relationship in human resource practicesstatus in a new organization |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Seonjo Kim Jun Ishikawa |
spellingShingle |
Seonjo Kim Jun Ishikawa Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model Behavioral Sciences portfolio career worker proactive behavior turnover intention workplace ostracism employee–organization relationship in human resource practices status in a new organization |
author_facet |
Seonjo Kim Jun Ishikawa |
author_sort |
Seonjo Kim |
title |
Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model |
title_short |
Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model |
title_full |
Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model |
title_fullStr |
Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model |
title_full_unstemmed |
Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model |
title_sort |
contrasting effects of “external” worker’s proactive behavior on their turnover intention: a moderated mediation model |
publisher |
MDPI AG |
series |
Behavioral Sciences |
issn |
2076-328X |
publishDate |
2021-05-01 |
description |
Interpersonal conflicts between portfolio career workers (hereafter, PCWs) who entered from the external labor market and existing permanent workers are a controversial workplace issue in South Korea. This study examines whether the existing permanent workers’ responses to the newcomers speaking up depend on the type of proactive behavior, that is, whether PCWs speak within extra-role or in-role boundaries. We found that PCWs perceive more workplace ostracism when they are proactive outside their job boundaries and less workplace ostracism when they are proactive inside their job boundaries. Further, their perceptions of ostracism lead to intentions of turnover. These relationships are conditional on the type of employee–organization relationship and the PCWs’ status in a new organization. Data were collected from 261 PCWs in Korea. Bootstrap-based conditional process analyses were utilized to test the hypothesized model. The results show that workplace ostracism mediates the relationship between the two types of proactive behavior and turnover intention, but in contrasting directions. The effect of the two types of proactive behavior on workplace ostracism is stronger for higher levels of reciprocal relationship between organization and employees, while the effect of workplace ostracism on turnover intention is stronger for higher levels of PCWs’ status in a new organization. Thus, the workplace conflicts PCWs face not only represent interpersonal problems within the workplace but also constitute a multilayered phenomenon related to the long-term institutionalized relationships between organizations and employees. |
topic |
portfolio career worker proactive behavior turnover intention workplace ostracism employee–organization relationship in human resource practices status in a new organization |
url |
https://www.mdpi.com/2076-328X/11/5/70 |
work_keys_str_mv |
AT seonjokim contrastingeffectsofexternalworkersproactivebehaviorontheirturnoverintentionamoderatedmediationmodel AT junishikawa contrastingeffectsofexternalworkersproactivebehaviorontheirturnoverintentionamoderatedmediationmodel |
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