Should I stay or should I go now? Investigating the intention to quit of the permanent staff in social enterprises
By: OHANA, Marc
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Contributor(s): MEYER, Maryline.
Material type: 
ArticlePublisher: Oxford : Elsevier, oct. 2010Subject(s): Gestão de Pessoas | Terceiro Setor | MotivaçãoEuropean Management Journal 28, 6, p. 441-454Abstract: Despite their social mission, social enterprises work in the global economic environment and therefore have to comply with performance objectives. This situation means that human resources management strategy has a crucial role to play. More particularly, the challenge in maintaining competitive efficiency standards depends on achieving a low level of permanent staff turnover. This paper aims to study the role of distributive justice, leadermember exchange, job satisfaction and organizational commitment regarding the intention to quit in social enterprises. Data were collected in France from 101 permanent employees in 27 work integration social enterprises. The partial least square structural equation modeling technique was used to assess the model hypothesized in the study. Whereas the results confirm most of the model paths, distributive justice was not linked to both organizational commitment and job satisfaction. Finally, managerial implications in the field of human resource management are derived in order to achieve a lower turnover level of social enterprises permanent staff
Despite their social mission, social enterprises work in the global economic environment and therefore have to comply with performance objectives. This situation means that human resources management strategy has a crucial role to play. More particularly, the challenge in maintaining competitive efficiency standards depends on achieving a low level of permanent staff turnover. This paper aims to study the role of distributive justice, leadermember exchange, job satisfaction and organizational commitment regarding the intention to quit in social enterprises. Data were collected in France from 101 permanent employees in 27 work integration social enterprises. The partial least square structural equation modeling technique was used to assess the model hypothesized in the study. Whereas the results confirm most of the model paths, distributive justice was not linked to both organizational commitment and job satisfaction. Finally, managerial implications in the field of human resource management are derived in order to achieve a lower turnover level of social enterprises permanent staff
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