The Psychology of the Withdrawal Process: A Cross-Validation Test of Mobley's Intermediate Linkages Model of Turnover in Two Samples.

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

doi:10.2307/255958

Cited by 196 publications

(17 citation statements)

References 7 publications

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“…Many effects were implied to be mediated, but commitment and role stress were also implied to have direct effects on search behavior. This disconfirms the complete mediation notion and supports others' hypotheses that voluntary turnover can be instigated directly by job stress (Beehr & Newman, 1978;Schuler, 1980) and low commitment to the organization (Mowday, Koberg, & McArthur, 1984).…”

Section: Discussionsupporting

confidence: 81%

Evaluation of a Structural Model Relating Job Satisfaction, Organizational Commitment, and Precursors to Voluntary Turnover

Lance¹

1991

Multivariate Behavioral Research

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An integrative model of the determinants of overall job satisfaction, organizational commitment, and precursors to voluntary turnover was proposed. Job satisfaction and organizational commitment were proposed to arise from overlapping sets of work environment perceptions. A nonrecursive relationship was hypothesized between commitment and satisfaction. Affect (satisfaction and commitment) was proposed to mediate the effects of work environment perceptions on precursors to voluntary turnover. The model was evaluated using data obtained from 1,870 employees of a U.S. telecommunications firm. Hypotheses relating to determinants of commitment and turnover cognitions were largely supported. An asymmetric reciprocal relation was supported between overall job satisfaction and organizational commitment. Future research needs discussed include specification of different causal models for different forms of employee turnover.

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Section: Discussionsupporting

confidence: 81%

Evaluation of a Structural Model Relating Job Satisfaction, Organizational Commitment, and Precursors to Voluntary Turnover

Lance¹

1991

Multivariate Behavioral Research

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“…We used six items to measure turnover intentions (Mobley, Horner, & Hollingsworth, 1978;Mowday, Koberg, & MacArthur, 1984). "I plan to look for a new job in the future" is a representative scale item (α = .87).…”

Section: Intent To Leavementioning

confidence: 99%

Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes

Harvey¹,

Stoner²,

Hochwarter³

et al. 2007

The Leadership Quarterly

373

324

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“…Turnover cognitions were measured using three Likert-scaled items based on items from Mowday et al (1984). The modified items were "I have thought about quitting my job," "I have been looking for another job," and "I am considering leaving my job."…”

Section: Turnover Intentionsmentioning

confidence: 99%

Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?

Tejeda

2006

Employ Respons Rights J

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Legal discrimination on the basis of sexual orientation still persists in most parts of the United States. One avenue of localized protection has been corporate policies against discrimination on the basis of sexual orientation. In a sample of N = 65 gay men, this paper examines whether differences exist on perceived workplace hostility, turnover intentions, perceived promotion opportunity, job and supervisor satisfaction and supervisorsubordinate relationship quality between the reports of men in organizations that have non-discrimination policies and those employed where they do not. Additionally, this paper examines if disclosure of sexual orientation to a supervisor affects the same variables. Findings suggest that the presence of a non-discrimination policy influences affective variables whereas disclosure influences career variables. Limitations of the study and directions for future research are discussed.

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The Psychology of the Withdrawal Process: A Cross-Validation Test of Mobley's Intermediate Linkages Model of Turnover in Two Samples.

Cited by 196 publications

References 7 publications

Evaluation of a Structural Model Relating Job Satisfaction, Organizational Commitment, and Precursors to Voluntary Turnover

Evaluation of a Structural Model Relating Job Satisfaction, Organizational Commitment, and Precursors to Voluntary Turnover

Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes

Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?

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