Push and Pull Motivations for Quitting
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Summary
A longitudinal sample of 380 computer specialists was followed over two years, yielding three measures each of job satisfaction, organizational commitment, and turnover intentions, as well as actual turnover, and reasons for leaving, at Times 2 and 3.
- Type
- article
- Published
- 2014-09-30
- Cited by
- 28
- References
- 55
- Access
- Open access
- OpenAlex
- https://openalex.org/W1853547180
- Semantic Scholar
- https://api.semanticscholar.org/CorpusID:143193986
Keywords
Job satisfaction, Turnover, Psychology, Organizational commitment, Turnover intention
References
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- How are we doing in soft psychology
- The relationship between employee job change and job satisfaction: the honeymoon-hangover effect.
- Working conditions, well-being, and job-related attitudes among call centre agents
- To Parcel or Not to Parcel: Exploring the Question, Weighing the Merits
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Cited by
- Ten-Year Trajectories of Stressors and Resources at Work: Cumulative and Chronic Effects on Health and Well-Being
- Consequences of voluntary job changes in Germany: A multilevel analysis for 1985-2013
- Exploring Supervisor-Related Job Resources as Mediators between Supervisor Conflict and Job Attitudes in Hospital Employees
- Taking the chance: Core self-evaluations predict relative gain in job resources following turnover
- Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover
- The role of ethical organizational culture in preventing sickness absence and turnover in organizations
- Teacher’s turnover intentions: Examining the impact of motivation and organizational commitment
- Perceptions of Employee Turnover Intention by Herzberg’s Motivation-Hygiene Theory: A Systematic Literature Review
- Wynagrodzenia jako czynnik stabilizujący zatrudnienie w organizacji
- The Instrument for Stress-Oriented Task Analysis (ISTA)
- Factors Driving Employeesʼ Intention to Stay
- Turnover intention among relationship managers in selected local banks in Malaysia
- Commuting as a work-related demand: Effects on work-to-family conflict, affective commitment, and intention to quit.
- How does appreciation lead to higher job satisfaction?
- Gehen oder Bleiben? – Commitment zu unterschiedlichen Zeitpunkten des Berufseinstiegs und der Einfluss auf die Wechselabsicht
- Are organisational politics responsible for turnover intention in French Firefighters?
- When Being Intrinsically Motivated Makes You Vulnerable: Illegitimate Tasks and their Associations with Strain, Work Satisfaction, and Turnover Intention
- Multidimensional Deprivation from Labor Market Opportunities in Armenia: Evidence from 2018 and 2020
- What Really Matters? Turnover Intention Factors of Software Developers
- Exploring nurses’ postturnover experiences in their new employment: A self-determination and job-fit perspective
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