0000000000671275

AUTHOR

Helge F.r. Nuhn

showing 3 related works from this author

Antecedents of team turnover intentions in temporary organizations

2016

Purpose – The purpose of this paper is to shed light on the antecedents of team turnover intentions in temporary organizations such as projects, programs, or temporary teams. Design/methodology/approach – The authors systematically combine the findings from the literature on the antecedents of turnover intentions in permanent organizations (PO) with the characteristics of temporary organizations (TO) and develop a research model comprising personal factors, job-related factors, and organization-related factors. Findings – A research model consisting of testable propositions that the authors derived from both specificities of TO and the antecedents of turnover intentions in PO. Originality/…

Value (ethics)Knowledge managementbusiness.industryStrategy and Managementmedia_common.quotation_subject05 social sciences050109 social psychologyContext (language use)Research modelEmpirical researchOriginality0502 economics and business0501 psychology and cognitive sciencesOperations managementBusiness and International ManagementbusinessPsychology050203 business & managementmedia_commonInternational Journal of Managing Projects in Business
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The role of task-related antecedents for the development of turnover intentions in temporary project teams

2016

AbstractHigh turnover can cause serious problems in organizations. Yet, previous research confirmed that HRM practices are useful to influence the development of turnover intentions. Existing studies have revealed a variety of factors that drive individuals to leave permanent organizations (POs) but almost no research has considered turnover in temporary organizations (TOs). Yet, TOs, such as project teams, have become increasingly prevalent and exhibit several characteristics that are distinct from POs. Hence, the antecedents of turnover intentions in TOs may also differ from those in POs. However, empirical evidence for this proposition is still lacking. In order to address this research …

Organizational Behavior and Human Resource ManagementStrategy and Management05 social sciences050209 industrial relationsSample (statistics)Project teamTask (project management)ManagementVariety (cybernetics)Antecedent (grammar)Order (exchange)TurnoverManagement of Technology and Innovation0502 economics and businessIndustrial relationsBusiness and International ManagementEmpirical evidencePsychologySocial psychology050203 business & managementThe International Journal of Human Resource Management
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Performance Outcomes of Turnover Intentions in Temporary Organizations: A Dyadic Study on the Effects at the Individual, Team, and Organizational Lev…

2017

This research examines the link between turnover intentions from temporary and permanent organizations and how both types of turnover intentions affect employee performance at an individual, temporary and permanent organizational level. Using dyadic data from 253 team members and their supervisors we find that turnover intentions from temporary organizations significantly enhance turnover intentions from permanent organizations, which leads to decreasing performance at all three levels. A moderation analysis suggests that companies can reduce detrimental effects of turnover intentions from temporary organizations by providing transparency and possibilities to participate in staffing process…

Employee performancebusiness.industryStrategy and Management05 social sciencesStaffingPublic relationsAffect (psychology)ModerationDyadic dataTurnoverTransparency (graphic)0502 economics and business050211 marketingBusinessBusiness and International ManagementMarketing050203 business & managementOrganizational levelEuropean Management Review
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