Onboarding is crucial for the creation of a lasting bond between employees and the organization and, consequently, for the retention of new hires. However, there is a lack of research on the mechanisms by which onboarding influences employees turnover intention. Based on the Socialization of Resources Theory, the study analyses the role of organizational identification and employee well-being as possible links between onboarding and turnover intention. Previous onboarding research has primarily focused on corporate welcome sessions, while often neglecting the role of managers and coworkers in helping newcomers adjust effectively. This study aims to fill this gap by considering three dimensions of onboarding: Corporate Welcome, Managers’ Welcome, and Coworkers’ Welcome. A total of 114 complete responses were collected through an online survey shared on social networks during May/June, 2023. Most participants work in the private sector, in small/medium-sized companies operating in Portugal. Structural Equations Modelling with Partial Least Squares was used to test the hypothesis under study. The results evidence a positive effect of onboarding on employees’ well-being and on organizational identification. Workplace well-being mediates the relationship between onboarding and turnover intention. Additionally, the findings show that there are significant differences for gender, since the effect of Managers’ Welcome on Turnover Intention is stronger for males and the effect of Workplace Well-being on Turnover Intention is stronger for females. The model explains 65.4% of turnover intention variance.

There is evidence that perceptions of employability lead to positive results for organizations and individuals alike. The relationship between perceptions of employability and development of skills is, although relevant, an understudied area of research. This study analyses this relationship in a sample of 196 students who participated in the Erasmus program between 2013 and 2017. Using fuzzy set qualitative comparative analysis (fsQCA), we analyse how configurations of five types of skills (Career-orientation skills, Adaptability skills, Managerial skills, Personal skills and Teamwork skills) combine to produce perceptions of employability. Results show that, although Erasmus students perceive a positive development in all groups of skills, students perceive a higher development on Adaptability skills. Results also show that there is no single type of skills that can be developed to promote perceptions of employability but, instead, there are two distinct configurational groupings of skills that lead to perceptions of employability: one configuration has two core conditions—Adaptability skills and Teamwork skills—and the other configuration includes three core conditions—Career-orientation skills, Managerial skills and Personal skills. These configurations match the two main motivations for choosing an international exchange as a strategy to enhance employability: pursuing an international career and pursuing distinction from peers.

This study aims to provide a deeper knowledge of the factors behind undergraduates' choice of an higher education institution (HEI) in Portugal. Based on Chapman's model (1981), this study presents the results of a survey on the personal characteristics and institutional drivers that influence this choice. The survey results in a sample of 368 Portuguese secondary or vocational education students in their final year who intend to apply to a public HEI. To the best of the authors' knowledge, this study is the first to apply the fuzzy-set qualitative comparative analysis to this field of study. The findings indicate that the choice criteria of prospective students are the same irrespective of whether they are applying to a university or a polytechnic school. Among the criteria, job opportunities and the institution's reputation are the most important. Thus, managers should account for these criteria when seeking to increase their institution's competitive advantage.

Purpose: Rewards’ management has long been used as a panacea to promote job satisfaction and labour retention. However, the relationship between these variables is not clearly defined in the real estate industry, due to the scarcity of empirical studies. The purpose of this study is to evaluate the role of both satisfaction with intrinsic rewards (SIR) and satisfaction with extrinsic rewards (SER) on job satisfaction and turnover intention in the real estate industry.Design/methodology/approach: Using a sample of 220 employees from the three largest real estate agencies in Portugal, the study analyses a conceptual framework and tests hypotheses by using partial least squares (PLS), along with importance-performance map analysis (IPMA).Findings: Results indicate that both SIR and SER have a positive impact on job satisfaction. However, SER has a stronger impact on job satisfaction. Satisfaction with rewards and job satisfaction are negatively related to turnover intention. Job satisfaction mediates the relationship between satisfaction with rewards and turnover intention. Results also show gender and age differences. SIR is more important for women and younger agents. SER has similar importance for men and women, but higher importance for older agents.Research limitations/implications: Findings of this study extend the existing literature on rewards satisfaction and turnover intention to the context of the real estate industry. They present a contribution to the current debate on extrinsic vs intrinsic rewards for this particular industry.Practical implications: Following the results of this research, real estate managers should consider intrinsic rewards because they also play a role for job satisfaction and turnover intentions. Human resource managers should consider identifying employees’ needs and motivations and then implement adequate strategies to promote their job satisfaction because it plays a mediating role between satisfaction with rewards and turnover intention. Reward strategies should also consider gender and age differences by giving women and younger agents more recognition, responsibilities and other intrinsic rewards because they are important for their job satisfaction.Originality/value: Previous studies on real estate agents rewards appear to have only focussed on extrinsic rewards. To the best of the knowledge, this is the first study to analyse the effects of SIR on job satisfaction and turnover intention in the real estate industry. Also, to the best of the knowledge, this study is original in the use of IPMA to detect gender and age differences.