A Motivational Model of Work Turnover

Abstract

The purpose of this article was to propose and test a motivational model of work turnover. The model posits that feelings of relatedness toward work colleagues and feelings of competence jointly and positively affect self‐determined work motivation, which in turn facilitates work satisfaction but prevents emotional exhaustion. Moreover, work satisfaction and emotional exhaustion respectively lead to negative and positive effects on turnover intentions. Finally, over time, turnover intentions translate into turnover behavior. A total of 490 alumni from a school of administration completed a questionnaire assessing the various components of the motivational model. Results from structural equation modeling analyses (with EQS; Bentler, 1992) supported the motivational model. Results are discussed in light of the relevant literature, and future research directions are proposed.