Predicting turnover intentions and turnover behavior: A multivariate analysis

Abstract

This study assesses the relative influence of personal, attitudinal, and behavioral variables on behavioral intentions and voluntary turnover among nonsupervisory plant workers. Results show that personal variables have little direct effect on turnover; rather, their influence on turnover is channeled through their effects on behavioral intentions. Felt stress, organizational commitment, and behavioral intentions are found to be the strongest predictors of voluntary job termination. Weak support is found for absenteeism as a precursor of eventual turnover.