The psychology of the withdrawal process: A cross-validational test of Mobley's intermediate linkages model of turnover in two samples

Mowday, Richard T.; Koberg, Christine S.; McArthur, Angeline W.

doi:10.1037/e517452009-001

Cited by 43 publications

(57 citation statements)

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“…The literature on retention provides systematic evidence of a consistent positive relationship between the intention to turn over and turnover decision (e.g., Mobley et al, 1979;Michaels and Spector, 1982;Mowday et al, 1984;Bhuian and Al-Jabri, 1996), and many comprehensive turnover models suggest that the antecedents of turnover affect turnover indirectly, through intent to turn over. Thus it is believed that 'intentions mediate nearly all of the attitudinal linkage with turnover' (Tett and Meyer, 1993: 259).…”

Section: Limitations and Additional Data Considerationsmentioning

confidence: 97%

Revisiting repatriation concerns: organizational support versus career and contextual influences

2007

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This paper reviews and integrates two perspectives on repatriate retention: a traditional one, which suggests that the main determinant of repatriate retention is the availability of repatriation support programs; and an emerging one, which focuses on individual career activism in a changing employment context. Results of a study of 133 expatriates from 14 MNCs indicate that both views contribute to our understanding of repatriate retention. Building on the results of our study, we put forward a framework to guide future research. Journal of International Business Studies (2007) 38, 404–429. doi:10.1057/palgrave.jibs.8400273

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Section: Limitations and Additional Data Considerationsmentioning

confidence: 97%

Revisiting repatriation concerns: organizational support versus career and contextual influences

2007

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“…However, there is a lot of disagreement on this issue. On the one hand, some research shows that turnover intention completely mediates attitude-turnover relations (Mowday et al 1984), which is consistent with theories stressing the importance of intent in predicting behavior (e.g., Ajzen and Fishbein 1980). On the other hand, some research supports direct, unique attitudinal effects on turnover independent of intention (e.g., Waters et al 1976), which raises concerns over the importance of conscious deliberation in the turnover decision (Tett and Meyer 1993).…”

Section: Prior Job Attitudes-turnover Researchmentioning

confidence: 78%

HALF THE SKY: The Moderating Role of Cultural Collectivism in Job Turnover Among Chinese Female Workers

2014

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The present study examines how collectivism, an important cultural value, plays a moderating role in the association between job attitudes (job satisfaction and organizational commitment) and actual turnover in a sample of 781 Chinese female workers. Results show that collectivism moderates the relationships between job attitude variables and turnover intention. Job satisfaction and organizational commitment are more powerful in predicting turnover intention when levels of collectivism are high rather than low. However, collectivism only moderates the mediation of turnover intention in the relationship between job satisfaction and actual turnover. The study deepens the understanding of the moderating effect of cultural values in organizational behavioral outcomes as Taras et al. (J Appl Psychol 95:405-439, 2010) suggest. Also discussed are the practical implications on how to control the voluntary termination of female laborers who constitute an important part in Chinese manufacturing.Keywords Collectivism Á Job satisfaction Á Organizational commitment Á Turnover Á Chinese female workersIn the era of globalization, an increasing number of business organizations have expanded overseas and have established offices outside their home countries. A company could have its corporate office, manufacturing, and information technology support on different continents (Deresky 2006;Friedman 2005). Understanding how cultural values relate to workplace outcomes is increasingly important (e.g., Kirkman et al. 2006;Taras et al. 2010). However, in a recent meta-analytic review, Taras et al. (2010) found that Hofstede's (1980) four cultural dimensions are only weakly related to workplace behaviors (e.g., performance, turnover). The authors thus propose that cultural value should act as a moderator rather than an antecedent in the theoretical model of workplace behaviors (Taras et al. 2010). Similarly, Kirkman et al. (2006 suggest that more theories need to be developed to understand the psychological mechanism between cultural values and workplace behaviors. Accordingly, the present study adds collectivism as a moderator to the traditional model of voluntary turnover. The aim of this article is to investigate whether and how collectivism affects turnover intention in the relationship between job attitudes and turnover by examining a sample of Chinese female workers.

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“…Participants responded to the questions using a fivepoint Likert scale ranging from 1 = 'hurt my chances of finding a job' to 5 = 'help my chances of finding a job.' Mowday et al (1984) found that the scale had high reliability and validity.…”

Section: Methodsmentioning

confidence: 96%

“…Mobley (1977) also emphasised the importance of other job attitudes on turnover. One significant variable is 'organisational commitment' (Mowday, Koberg, & McArthur, 1984). This relates to the degree that an individual is concerned with, and identifies with, the organisation within which he or she works (James & Hendry, 1991).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Negative job attitudes stimulate withdrawal cognitions, which in turn are directly related to eventual turnover behaviour (Griffeth et al, 2000;Mowday et al, 1984). The most direct influences on job attitudes are job expectations as well as organisational characteristics and values, which integrate to form an individual's 'experienced organisational reality' (Lambert, Hogan, & Barton, 2001;Lee & Mowday, 1987).…”

Section: Literature Reviewmentioning

confidence: 99%

See 1 more Smart Citation

Tertiary education, commitment, and turnover in police work

Jones¹,

Jones²,

Prenzler³

2005

Police Practice and Research

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This study investigated the effects of tertiary education on police turnover (separations) and job attitudes. It is sometimes argued that tertiary education will reduce the commitment of police to staying in the job because they will experience frustrated promotional aspirations and they possess greater employment mobility. In a case study of Queensland police officers with between five and nine years of service, human resource data showed no significant differences in turnover rates for degree holders and non-degree holders. A survey of serving police compared job attitudes, withdrawal cognitions, and intention to leave for degree holders and non-degree holders. Results revealed few differences of significance between the two groups. In combination, these results suggest that fears that higher education will reduce police commitment to the job are not well founded-at least in large police departments with numerous career development opportunities and a system of promotion based on merit.

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The psychology of the withdrawal process: A cross-validational test of Mobley's intermediate linkages model of turnover in two samples

Cited by 43 publications

References 0 publications

Revisiting repatriation concerns: organizational support versus career and contextual influences

Revisiting repatriation concerns: organizational support versus career and contextual influences

HALF THE SKY: The Moderating Role of Cultural Collectivism in Job Turnover Among Chinese Female Workers

Tertiary education, commitment, and turnover in police work

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