“…At the organizational level, turnover of qualified employees leads to poor performance and high costs of recruitment, selection, and training of new staff; while, at the individual level, turnover affects the levels of commitment, identification, and social integration of workers (Chang, Wang, & Huang, 2013). In order to prevent and intervene in this issue, researchers and organizational specialists have turned to the study of turnover intentions (TI), defined as employees’ conscious and deliberate willingness to leave their organizations (Allisey, Noblet, Lamontagne, & Houdmont, 2014; Chang et al, 2013; Flint, Haley, & McNally, 2013). Over the last years, employees’ TI have occupied a prominent position in human resource management and organizational research, mainly because they stand as a strong predictor of actual employee turnover (Chang et al, 2013; Tett & Meyer, 1993).…”