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Testing Models of Turnover Intentions with University Faculty 1
Author(s) -
Hinsz Verlin B.,
Nelson Leissa C.
Publication year - 1990
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.1990.tb00378.x
Subject(s) - theory of reasoned action , psychology , social psychology , action (physics) , turnover intention , turnover , norm (philosophy) , theory of planned behavior , organizational commitment , voluntary action , management , epistemology , economics , philosophy , physics , quantum mechanics , perception , neuroscience , control (management)
Four models of turnover intentions were competitively tested for their effectiveness in predicting the intentions to search for alternative positions and intentions to resign from current positions among a sample of university faculty. Faculty at an upper Midwest university completed a survey developed to measure the components of the four models. All four models (intermediate linkages, expanded Mobley, reasoned action, and planned behavior) significantly predicted intentions to search and intentions to resign. The reasoned action model was found to be more effective and parsimonious than the other models. Attitude toward the turnover action and subjective norm concerning the turnover action appear to be the critical factors influencing the faculty members' turnover intentions. Implications of these findings for turnover research and related concepts such as organizational commitment are discussed.