This investigation examines three turnover cognitions constructs proposed by Mobley (1977): thinking of quitting, intention to search, and intention to leave. These cognitions represent fundamental elements of prevailing psychological models of employee turnover. Despite their theoretical centrality and efficacy for predicting quits, questions persist about the conceptual distinctions and structural relations among these cognitions. Using a sample of sales personnel (n= 245), this study clarifies the meaning and interrelationship of turnover cognitions in the turnover process, using structural equation modeling techniques to assess discriminant validity of turnover cognitions, and to contrast rival models of their structural interrelationships. Research and managerial implications are discussed.
ASJC Scopus subject areas
- Applied Psychology
- Organizational Behavior and Human Resource Management
- Life-span and Life-course Studies