Three a priori models of turnover intentions were tested to investigate differences in turnover intentions for exempt and nonexempt employees. Results of measured variable path analysis failed to differentiate exempt and nonexempt employees in their turnover intentions. Because the a priori models failed to support a distinction between exempt and nonexempt employees, an exploratory analysis was conducted for each employee group to investigate possible differences in turnover intentions. The exempt exploratory model revealed that overall satisfaction, vision and mission, total compensation, job fulfillment, leadership, and culture were significant determinants of turnover intentions. For the nonexempt exploratory model, overall satisfaction, tenure, job fulfillment, and culture were significant determinants of turnover intentions. Based upon the results of the exploratory analysis, support was found for differences in the determinants of turnover intentions for exempt and nonexempt employees. These findings provide evidence that practitioners and researchers can no longer ignore the role of occupational level when modeling the turnover process.
| Identifer | oai:union.ndltd.org:WKU/oai:digitalcommons.wku.edu:theses-1714 |
| Date | 01 April 2000 |
| Creators | Ball, Robert |
| Publisher | TopSCHOLAR® |
| Source Sets | Western Kentucky University Theses |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Masters Theses & Specialist Projects |
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