Testing Models of Turnover Intentions with University Faculty 1

Abstract

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.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 22 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.