Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover

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Abstract

Investigated the validity of the M. Mobley et al (see record 1979-09964-001) simplified turnover model in a predictive design with data gathered from 2 independent military samples totaling 460 US National Guard members. The Job Descriptive Index and other measures of job satisfaction, thoughts of quitting, intention to search for an alternate job, intention to quit, age, tenure, and perceptions of job opportunities were related to reenlistment decisions made within 6 mo of attitude assessment. Cross-validated results support a 4-construct model. Job satisfaction and career mobility (age, tenure, job opportunities) influenced turnover only through withdrawal cognitions (intentions to quit and to search for a job, thoughts of quitting). Relations among the specific measures fit moderately well with links hypothesized by Mobley et al. Results indicate high predictive validity, moderate internal consistency, and a need for extending the range of variables assessed. (17 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved)

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