JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS

JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES... Cross‐study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta‐analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu‐dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single‐ versus multi‐item scales, the 9‐ versus 15‐item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS

Personnel Psychology, Volume 46 (2) – Jun 1, 1993

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Publisher
Wiley
Copyright
Copyright © 1993 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1993.tb00874.x
Publisher site
See Article on Publisher Site

Abstract

Cross‐study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta‐analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu‐dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single‐ versus multi‐item scales, the 9‐ versus 15‐item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales.

Journal

Personnel PsychologyWiley

Published: Jun 1, 1993

References

  • The consequences of organizational commitment: Methodological investigation
    Randall, Randall
  • Job and organizational attitudes in relation to employee behavioral intentions
    Shore, Shore; Newton, Newton; Thornton, Thornton
  • An exploratory examination of person‐organization fit: Organizational goal congruence
    Vancouver, Vancouver; Schmitt, Schmitt
  • Estimates of future tenure, satisfaction, and biographical variables as predictors of termination
    Waters, Waters; Roach, Roach; Waters, Waters

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