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Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model

Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model Tested the turnover model of W. H. Mobley et al . Data from 120 employees of a mental health facility were collected on several variables contained in the model, including perceived job characteristics (Job Diagnostic Survey and Leader Behavior Description Questionnaire), personal employee characteristics, job satisfaction (Job Satisfaction Inventory), perceived alternative employment opportunities, intention of quitting the job, and turnover. Two variables were added to those in the model––confirmation of preemployment expectancies and organizational commitment (as measured by the Organizational Commitment Questionnaire). Results of path analyses are consistent with the model, although with some modifications. Specifically, perceived alternative employment opportunities added nothing to the model as a direct cause of intention to quit or turnover, or as a moderator. (16 ref) http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Applied Psychology American Psychological Association

Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model

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References (16)

Publisher
American Psychological Association
Copyright
Copyright © 1982 American Psychological Association
ISSN
0021-9010
eISSN
1939-1854
DOI
10.1037/0021-9010.67.1.53
Publisher site
See Article on Publisher Site

Abstract

Tested the turnover model of W. H. Mobley et al . Data from 120 employees of a mental health facility were collected on several variables contained in the model, including perceived job characteristics (Job Diagnostic Survey and Leader Behavior Description Questionnaire), personal employee characteristics, job satisfaction (Job Satisfaction Inventory), perceived alternative employment opportunities, intention of quitting the job, and turnover. Two variables were added to those in the model––confirmation of preemployment expectancies and organizational commitment (as measured by the Organizational Commitment Questionnaire). Results of path analyses are consistent with the model, although with some modifications. Specifically, perceived alternative employment opportunities added nothing to the model as a direct cause of intention to quit or turnover, or as a moderator. (16 ref)

Journal

Journal of Applied PsychologyAmerican Psychological Association

Published: Feb 1, 1982

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