This research was designed to extend the unfolding model of voluntary turnover by examining the most commonly reported turnover decision path. Specifically, the purpose of the current investigation was to explore how employees evaluate negative workplace events--coined "shocks"--and the effects of such events on turnover intention. Participants, 204 Registered Nurses currently employed by a hospital, were asked to report on a negative work event. Only satisfaction with the organization's response to the event affected justice perceptions regarding the shock event. Events perceived as unjust or unfair were negatively related to perceived compatibility with the organization, which in turn predicted turnover intention. Job embeddedness also influenced perceived compatibility and intent to leave the organization. Characteristics of the shock events and suggestions to organizations to prevent avoidable, voluntary turnover are also presented.
| Identifer | oai:union.ndltd.org:RICE/oai:scholarship.rice.edu:1911/70255 |
| Date | January 2011 |
| Contributors | Beier, Margaret E. |
| Source Sets | Rice University |
| Language | English |
| Detected Language | English |
| Type | Thesis, Text |
| Format | 117 p., application/pdf |
Page generated in 0.0016 seconds