Exploring employees' responses to unmet job expectations the moderating role of future job expectations and efficacy beliefs

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dc.contributor.authorMaden, Ceyda
dc.contributor.authorÖzçelik, Hakan
dc.contributor.authorKaracay, Gaye
dc.date.accessioned2021-05-15T12:37:28Z
dc.date.available2021-05-15T12:37:28Z
dc.date.issued2016
dc.departmentİşletme Fakültesi, Uluslararası Ticaret Bölümüen_US
dc.descriptionMADEN EYIUSTA, CEYDA/0000-0002-6505-8698; Karacay, Gaye/0000-0003-2465-0297
dc.description.abstractPurpose - The purpose of this paper is to analyze the moderating roles of future job expectations and efficacy beliefs in employees' responses to unmet job expectations, i.e. emotional exhaustion, job satisfaction, and turnover intention. It also investigates whether and how work experience influences the interactive effects of unmet job expectations and efficacy beliefs on employees' responses. Design/methodology/approach - Data were collected from 227 employees from a wide range of sectors. Hierarchical multiple regression analyses were used to test the hypotheses. Findings - The results showed that the relationships between unmet job expectations and emotional exhaustion and job satisfaction were stronger for employees with more positive future job expectations. In addition, efficacy beliefs moderated the relationship between unmet job expectations and turnover intention. For employees with more work experience, efficacy beliefs had a stronger moderating role in the relationship between unmet job expectations and the employees' responses. Research limitations/implications - The common method variance might have inflated main effects at the expense of interaction effects. This study contributes to the understanding about the job expectations literature by demonstrating how individual-level factors moderate employees' responses to unmet expectations. Practical implications - The results suggest that organizations need to manage their employees' future job expectations, especially when these employees have higher levels of self-efficacy and work experience. Originality/value - This study is one of the first attempts to empirically explore how employees differ in their responses to unmet job expectations.en_US
dc.identifier.doi10.1108/PR-07-2014-0156
dc.identifier.endpage28en_US
dc.identifier.issn0048-3486
dc.identifier.issn1758-6933
dc.identifier.issue1en_US
dc.identifier.scopus2-s2.0-84954449588
dc.identifier.scopusqualityQ1
dc.identifier.startpage4en_US
dc.identifier.urihttps://doi.org/10.1108/PR-07-2014-0156
dc.identifier.urihttps://hdl.handle.net/20.500.12939/540
dc.identifier.volume45en_US
dc.identifier.wosWOS:000370058000002
dc.identifier.wosqualityQ1
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakScopus
dc.institutionauthorMaden, Ceyda
dc.language.isoen
dc.publisherEmerald Group Publishing Ltden_US
dc.relation.ispartofPersonnel Review
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectQuantitativeen_US
dc.subjectTurnoveren_US
dc.subjectEmotionsen_US
dc.subjectEmployeesen_US
dc.subjectEmployee satisfactionen_US
dc.titleExploring employees' responses to unmet job expectations the moderating role of future job expectations and efficacy beliefs
dc.typeArticle

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