Structural validity and generalisability of a referent cognitions model of turnover intentions
Abstract
A model proposed and empirically tested by Aquino, Griffeth, Allen, and Hom (1997) using employees of a hospital in the northeastern United States was replicated in samples of Korean factory workers from two divisions of a large organisation. Results in both samples suggested that the relationships among model variables and relationships with withdrawal cognitions replicated quite closely. Results also suggested that the way people are treated in an organisation by their supervisors exerts a powerful effect on their turnover-related responses. Most importantly, the results of this study in combination with the earlier results from Aquino et al. (1997) highlight the impact of employee expectations of future job advancement on turnover-related responses. Employees who perceive that their present situation will improve are more satisfied with their present outcomes and their supervisors. They are also less likely to consider quitting even when being unsatisfied with their present situation. © 2008 International Association of Applied Psychology.
Publication Title
Applied Psychology
Recommended Citation
Allen, D., Griffeth, R., Vardaman, J., Aquino, K., Gaertner, S., & Lee, M. (2009). Structural validity and generalisability of a referent cognitions model of turnover intentions. Applied Psychology, 58 (4), 709-728. https://doi.org/10.1111/j.1464-0597.2008.00374.x
