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Exit and voice: A test of hypotheses based on fight/flight responses to job stress
Author(s) -
Mayes Bronston T.,
Ganster Daniel C.
Publication year - 1988
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.4030090302
Subject(s) - psychology , stressor , social psychology , role conflict , ambiguity , job satisfaction , coping (psychology) , politics , turnover , job stress , clinical psychology , management , political science , linguistics , philosophy , law , economics
Hypotheses were developed based on a coping model that views political behaviour (voice) as a fight response and turnover (exit) as a flight response to job stress. Data were collected from a group of professional, public employees and turnover dates were obtained for the group 13 months after completion of questionnaires. Multiple regression analysis was employed to test hypotheses. Stressors of interest were person‐environment fit (P‐E fit), role conflict (RC), and role ambiguity (RA). Psychological strains (job dissatisfaction and lowered commitment) were hypothesized to mediate the stressor‐coping behaviour relationship. Turnover (TO) behaviour was the ultimate organizationally relevant outcome of coping behaviours. Job satisfaction and commitment were significantly related to intentions to leave. Political action was directly related to P‐E fit and this relationship was not mediated by satisfaction or commitment. The relationship between RA and politics was moderated by commitment. Less committed employees tended to exhibit political behaviour in response to RA. Both coping responses (intentions to leave and political action) predicted significant portions of retention/turnover variance.