Offers reflections on the study of the determinants of voluntary turnover based on empirical research conducted since 1972 at the University of Iowa (Iowa City) by Price, Mueller and their colleagues. The largest share of this research is constituted by 33 studies, mostly theses and dissertations. Reflections are offered about the causal model used and the measures advanced. Alternative models of voluntary turnover are described and possible future research is indicated. A measurement Appendix is also presented. The purpose of the paper is to improve the explanation of voluntary turnover.

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Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center, The LISREL vi computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related variables and the three attitudinal measures. Results of these analyses indicated that the measures of job satisfaction, job involvement, and organizational commitment assess empirically distinct concepts.

questionnaires and analyzed using covariance structure analysis. The results were mixed.Reliabilities of the Affective Commitment Scale (ACS) and the Normative Commitment Scale (NCS) were acceptable, whereas the reliability of the Continuance Commitment Scale (CCS) was low. The 3 scales had acceptable convergent validity, but the ACS and the NCS lacked discriminant validity. The construct validity of the ACS was supported, whereas the construct validities of the CCS and the NCS were questionable. Psychometric and conceptual problems were discussed, and suggestions for future research were advanced.