Purpose: This paper examines individuals who want to leave self-employment to work a ‘regular’ jo... more Purpose: This paper examines individuals who want to leave self-employment to work a ‘regular’ job for someone else. We compare business owners and the independently self-employed who intend to leave self-employment (Leavers) with those who desire to remain self-employed (Stayers). <br><br>Design/methodology/approach: The authors used multivariate analyses to compare Leavers versus Stayers. The analyses used data from a national probability sample (n = 738 self-employed), the 2008 National Study of the Changing Workforce. Predictions were derived from the theory of planned behavior, the conservation of resources (COR) theory, and the job demands-resources (JD-R) theory.<br><br>Findings: Work, health, work-family, and satisfaction variables differed for four groups (Owner Stayers, Independent Stayers, Owner Leavers, and Independent Leavers), controlling for demographic and personal variables. <br><br>Originality/value: This study breaks new ground by exploring a range of variables that affect leaving self-employment. The authors contribute to the understanding of why individuals intend to leave self-employment by examining non-economic factors that influence intention to leave. The type of self-employment, Independents versus Owners, affects the decision to leave.
Journal of small business and entrepreneurship, Sep 3, 2014
This paper examines differences between the presently self-employed (SE Present; n = 727: Busines... more This paper examines differences between the presently self-employed (SE Present; n = 727: Business Owners = 249; independents = 478) with organizationally employed individuals who intend to become self-employed (SE Aspirants; n = 538) using the National Study for the Changing Workforce. We tested 11 hypotheses derived from the job demands-resources and conservation of resources theories. The strongest differences between SE Present and SE Aspirants were autonomy, hours worked, turnover intentions, and work interfering with family. No significant gender differences were found. Implications and directions for future research are discussed.
This symposium aims to bring forward scientific and practical knowledge about sustainable careers... more This symposium aims to bring forward scientific and practical knowledge about sustainable careers, thereby specifically focusing on managing sustainable careers of young adults. Recently, the conce...
Abstract Involuntary turnover (ITO) is an important area of research as mergers, strong competiti... more Abstract Involuntary turnover (ITO) is an important area of research as mergers, strong competition, low productivity, and rapid technological change lead to high levels of company restructuring. Despite increasing visibility of the phenomenon, there is a lack of theoretical and empirical research on ITO. This article integrates the past research on ITO and develops a model of the impact of ITO on the job loser. Involuntary turnover is hypothesized to have a negative impact on self-esteem, well-being, and outlook on life. Self-blame, financial and psychological investment in work, social support, and the unemployment rate are hypothesized to moderate these relationships. The model has implications for both the academic and business spheres. It provides guidance for future research and suggests organizational interventions to minimize the debilitating effects of involuntary turnover.
Purpose: This paper examines individuals who want to leave self-employment to work a ‘regular’ jo... more Purpose: This paper examines individuals who want to leave self-employment to work a ‘regular’ job for someone else. We compare business owners and the independently self-employed who intend to leave self-employment (Leavers) with those who desire to remain self-employed (Stayers). <br><br>Design/methodology/approach: The authors used multivariate analyses to compare Leavers versus Stayers. The analyses used data from a national probability sample (n = 738 self-employed), the 2008 National Study of the Changing Workforce. Predictions were derived from the theory of planned behavior, the conservation of resources (COR) theory, and the job demands-resources (JD-R) theory.<br><br>Findings: Work, health, work-family, and satisfaction variables differed for four groups (Owner Stayers, Independent Stayers, Owner Leavers, and Independent Leavers), controlling for demographic and personal variables. <br><br>Originality/value: This study breaks new ground by exploring a range of variables that affect leaving self-employment. The authors contribute to the understanding of why individuals intend to leave self-employment by examining non-economic factors that influence intention to leave. The type of self-employment, Independents versus Owners, affects the decision to leave.
Journal of small business and entrepreneurship, Sep 3, 2014
This paper examines differences between the presently self-employed (SE Present; n = 727: Busines... more This paper examines differences between the presently self-employed (SE Present; n = 727: Business Owners = 249; independents = 478) with organizationally employed individuals who intend to become self-employed (SE Aspirants; n = 538) using the National Study for the Changing Workforce. We tested 11 hypotheses derived from the job demands-resources and conservation of resources theories. The strongest differences between SE Present and SE Aspirants were autonomy, hours worked, turnover intentions, and work interfering with family. No significant gender differences were found. Implications and directions for future research are discussed.
This symposium aims to bring forward scientific and practical knowledge about sustainable careers... more This symposium aims to bring forward scientific and practical knowledge about sustainable careers, thereby specifically focusing on managing sustainable careers of young adults. Recently, the conce...
Abstract Involuntary turnover (ITO) is an important area of research as mergers, strong competiti... more Abstract Involuntary turnover (ITO) is an important area of research as mergers, strong competition, low productivity, and rapid technological change lead to high levels of company restructuring. Despite increasing visibility of the phenomenon, there is a lack of theoretical and empirical research on ITO. This article integrates the past research on ITO and develops a model of the impact of ITO on the job loser. Involuntary turnover is hypothesized to have a negative impact on self-esteem, well-being, and outlook on life. Self-blame, financial and psychological investment in work, social support, and the unemployment rate are hypothesized to moderate these relationships. The model has implications for both the academic and business spheres. It provides guidance for future research and suggests organizational interventions to minimize the debilitating effects of involuntary turnover.
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