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Confounding effects of the turnover base rate on relations between time lag and turnover study outcomes: An extension of meta‐analysis findings and conclusions

Confounding effects of the turnover base rate on relations between time lag and turnover study... Air Force Institute o Technology, A FlT/ LSR. Wright-PattersonAir Force Base. Ohio 45433-6583, f ROBERT P. STEEL U.S.A. WILLIAM H. HENDRIX Clemson University, Department of Management, 101 Sirrine Hall, Clemson, South Carolina 2963, U.S. A. AND STEVEN P. BALOGH Sangamon State University. School of Graduate Studies. Springfield, lllinois 62708, U.S.A Introduction Meta-analysis has proven to be a useful tool for summarizing and integrating bodies of behavioral science research (Hunter, Schmidt and Jackson, 1982). Steel and Ovalle (1984) performed a meta-analysis of the empirical turnover literature. They reviewed published and unpublished studies focusing on four predictors of employee turnover, behavioral intentions, overall job satisfaction, work satisfaction, and organizational commitment. Consistent with earlier qualitative reviews (e.g. Mobley, 1982), they determined that each of these variables was significantly correlated with turnover across studies. The corrected weighted average correlations (rxy)and numbers of correlations ( f i r ) were: behavioral intentions rxy 0.50 (n, = 33), overall job satisfaction = rxy 0.28 (n,= 29), work satisfaction rxy= 0.31 (nr 15), and organizational commitment rxy= 0.38 (n,= 10). Steel and Ovalle (1984) also performed a regression-based moderator analysis on their metaanalytic data. The current study attempts to reconsider and refine this particular analysis. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Organizational Behavior Wiley

Confounding effects of the turnover base rate on relations between time lag and turnover study outcomes: An extension of meta‐analysis findings and conclusions

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References (6)

Publisher
Wiley
Copyright
Copyright © 1990 John Wiley & Sons, Ltd.
ISSN
0894-3796
eISSN
1099-1379
DOI
10.1002/job.4030110306
Publisher site
See Article on Publisher Site

Abstract

Air Force Institute o Technology, A FlT/ LSR. Wright-PattersonAir Force Base. Ohio 45433-6583, f ROBERT P. STEEL U.S.A. WILLIAM H. HENDRIX Clemson University, Department of Management, 101 Sirrine Hall, Clemson, South Carolina 2963, U.S. A. AND STEVEN P. BALOGH Sangamon State University. School of Graduate Studies. Springfield, lllinois 62708, U.S.A Introduction Meta-analysis has proven to be a useful tool for summarizing and integrating bodies of behavioral science research (Hunter, Schmidt and Jackson, 1982). Steel and Ovalle (1984) performed a meta-analysis of the empirical turnover literature. They reviewed published and unpublished studies focusing on four predictors of employee turnover, behavioral intentions, overall job satisfaction, work satisfaction, and organizational commitment. Consistent with earlier qualitative reviews (e.g. Mobley, 1982), they determined that each of these variables was significantly correlated with turnover across studies. The corrected weighted average correlations (rxy)and numbers of correlations ( f i r ) were: behavioral intentions rxy 0.50 (n, = 33), overall job satisfaction = rxy 0.28 (n,= 29), work satisfaction rxy= 0.31 (nr 15), and organizational commitment rxy= 0.38 (n,= 10). Steel and Ovalle (1984) also performed a regression-based moderator analysis on their metaanalytic data. The current study attempts to reconsider and refine this particular analysis.

Journal

Journal of Organizational Behavior – Wiley

Published: May 1, 1990

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