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• W2226138143 abstract "Recent economic and social changes pose many challenges for human resources/industrial relations professionals. Given that this profession is not as well established as other, more traditional professions such as medicine, law and engineering, its membership is quite heterogeneous. While some will succeed in meeting these challenges, others will find it relatively difficult to adjust to this new context. The problem of turnover among members of human resources/industrial relations associations, which was traditionally associated with the heterogeneity of the profession, could well be made worse by a certain identity crisis currently being experienced by the profession. It is thus important to better understand why human resources/industrial relations professionals decide to maintain or abandon their membership in a organization.According to the conceptual model put forward in this study, the intention to remain a member of a might be influenced by both general and particular factors. General factors include commitment (or attachment to the profession), organizational commitment (or attachment to the organization), as well as satisfaction with the price-quality relationship and networks. Particular factors,i.e., those specifics to the context of organizations, are the of the organization as perceived by professionals, perception of the organization's influence, and perceived usefulness of membership in the organization. According to the hypotheses, the intention to remain a member of a association is positively related to commitment, organizational commitment, satisfaction with the services offered (for example, the price-quality relationship as pertains to activities such as training and conferences) and the image of the organization. In addition, several variables were controlled for statistically (age, sex, training, type of organization). In order to test these hypotheses, data were collected by questionnaire from members of two human resources/industrial relations organizations in a Canadian province (916 active and 217 inactive members). In this study, the term organization includes a association and a order. The first (Organization A) is a association which serves the profession and its members. Thus, Organization A views the member as its client. It has no legal recognition, does not provide access to a special designated title, nor does it have a code of ethics. In contrast, the second (Organization B) is a order, that is, a body with a legal recognition that provides access, among other things, to a title and an attendant obligation to adhere to a code of ethics. Its role is to protect the public by controlling the way its members practice the profession. It is worth noting immediately that the results of the study indicate that the intention to maintain membership is significantly higher among members of Organization B than among those of Organization A.Regression analyses were carried out to test the hypotheses. By comparing members with a clear intention to leave (Group 1) with those with a firm intention to remain a member (Group 3), the logistic regression analysis indicates that regardless of the organization, the following common factors may explain the intention to remain a member : the perceived usefulness of membership in the organization, organizational commitment and commitment.Despite the existence of these two extreme groups (clear intention to leave and firm intention to remain a member), it seems that organizations must manage a third important group of members, the undecided. When the undecided group is compared to the group of members with a firm intention to remain a member (Group 2 versus Group 3 in the logistic regression analysis), the same three explanatory factors — the perceived usefulness of membership in the organization, organizational commitment and commitment — can once again be observed, but two other variables also prove to be relevant: satisfaction with the price quality relationship and type of organization.An analysis of the intention to remain a member by type of brings out interesting differences. For Organization A (the association), intentions to remain a member are influenced by four factors with approximately the same weight : commitment, organizational commitment, satisfaction with the price-quality relationship and perceived usefulness of membership. In contrast, for Organization B (the registered order), only the factor of organizational commitment plays an important role (foliowed by a more secondary factor, age).Finally, the organizations must deal with a last group of professionals, that is, formermembers. For Organization A, the results obtained for former members indicate that the intention to rejoin the is positively influenced by certain factors (satisfaction with networks, satisfaction with price-quality relationship, perceived usefulness of membership and organizational commitment) and negatively influenced by others (an attractive job found, not a help to career, and age).All the results suggest the presence of different logics of affiliation : a professional logic, a competitive logic, an affectivelogic, a consumer logic and a purely utilitarian logic. Each one of these different logics merits further investigation. In particular, in order to understand membership turnover, it seems necessary to differentiate further between those who, for whatever reason, interrupt their membership from those who abandon it altogether. There is also the question as to what extent a association can satisfy different groups of members who exhibit quite different logics. Finally, despite methodological precautions, there is always a danger that these results have been influenced by monomethod bias which only further research can clarify." @default.
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• W2226138143 date "2000-03-15" @default.
• W2226138143 modified "2023-10-08" @default.
• W2226138143 title "Explanatory Factors of Turnover Among Members of Industrial Relations Professional Organization" @default.
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