The purpose of this research was to determine the antecedents to the intention to quit in an
occupation characterized by a high degree of voluntary attrition. This study posits that job …

Reducing employee turnover through retention practices is an area of great interest to
employers who depend on a highly skilled workforce. In recent years, Cooperative …

Employee turnover costs long-term care facilities billions of dollars on an annual basis. The
purpose of this correlational study was to examine the relationships between employee …

Based on an argument that organizational commitment and job-facet satis faction
represented different constructs, the present study explored the independent and joint …

The purpose of this correlational study, grounded in the motivation-hygiene theory, was to
assess the relationship between employee turnover intention and job satisfaction, employee …

The current research literature on voluntary employee turnover exhibits at least four
shortcomings: low predictive validity, excessive exuberance with predictors, low rigor, and …

Lee and Mitchell (1994) proposed a decision process‐based voluntary turnover model,
which identifies the psychological processes involved in the decision to quit a job. The …

An employee's intent to leave an organization is the most common predictor of employee
turnover. Employee turnover can cost an organization 150% to 250% of a worker's annual …

Most empirical studies testing models of turnover intentions have relied on samples of
specific organizations or occupational groups, raising reservations as to the generalizability …

Purpose–This study proposed to investigate the phenomenon of intention to quit among
frontline employees. The main objectives of the current study were to examine the level of …