Performance as a moderator of the job satisfaction–turnover relationship.

Abstract

Abstract : This study examines the effects of job satisfaction and rated job performance on voluntary turnover among a sample of 295 hospital employees. Measures of job satisfaction were obtained from the sample, independent performance ratings by their superiors were obtained from company records, and voluntary turnover data were collected one year after questionnaire administration. Using subgroup analysis and moderated regression, it was found that employee performance ratings significantly moderated the job satisfaction - turnover relationship. Results suggest that satisfaction level represents a greater influence on staying for low performers than for high performers. Implications for theory and research on employee turnover and implications for management are discussed. (Author)