Work and Career considerations in Understanding Employee Turnover Intentions and Turnover: Development of the Turnover Diagnostic

摘要

Two studies are reported in which some correlates of turnover intentions and turnover behavior were investigated. In Study 1, a criterion-keying technique (against turnover intentions) was used to select 31 items from a pool of 90 items pertaining to employees (N = 911 from 14 organizations) perceptions of organization-wide, job, task, and career conditions. Principal components analysis of the 31 items yielded 5 dimensions correlated with turnover intentions (R = .55): Supervision, Work Inhibition, Organizational Status, Career Facilitation, and Skill Utilization. In Study 2, the measure, with the addition of two new scales (Coworkers, Reward Orientation), was used to predict turnover behavior (R = .27) among employees (N = 381) of a retail organization. The addition of job satisfaction and turnover intentions to the scales increased the predictability of turnover in study 2 to R = .35. The use and potential of the criterion keying methodology as well as some methodological problems associated with doing turnover research are discussed.