Handbook of Organization Measurement

Turnover Intention

construct.turnover_intention

the extent to which an employee consciously and deliberately intends to leave the organization

The complete model → · Measurement plan →

§1The Principia rendering

A copyright-clean measure of this construct, authored by Principia and free to use — the one we can show in full.

Principia CC — Turnover IntentionCC0-1.0Owned · shown in full

I often think about leaving my job.reverse-keyed

I feel committed to staying with my organization.

I frequently imagine working for another company.reverse-keyed

I am satisfied with my current role.

I consider applying for jobs elsewhere.reverse-keyed

I see myself growing in this organization.

I look forward to my future at this job.

I think about the benefits of leaving my position.reverse-keyed

I enjoy the work I do here.

I believe my skills are better suited for another company.reverse-keyed

Response: 1 Strongly disagree · … · 5 Strongly agree

Predicted psychometrics. These 10 items carry a design grade of A (avg design score 94/100) from the item-design model — an estimate pending calibration, not a measured reliability. Real responses (via deployment) sharpen it toward measured, which is what the licensing model collects.

How it’s measured operationally

Beyond survey measurement, this construct is also tracked as an operational metric from records:

Retention Risk Scorebehavioralindividual

A predictive score estimating an employee's likelihood of leaving the organization in the near future.

Model-derived score from factors such as engagement, performance trend, promotion history, and absence. · score

Turnover Intentionsurvey_rollupindividual

An employee's self-reported conscious intent to leave the organization within a given time frame.

§3The math on what we know

Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.

What drives turnover intention

Predictor	r	k	N	Grade	Confidence
Psychological Contract Breach	+0.54	2	914	A	coherent
Job Satisfaction	−0.52	3	312,361	A	—
Organizational Commitment	−0.48	5	49,045	A	I²≈1.00
Job Embeddedness	−0.47	5	29,507	B	—
Organizational Politics	+0.47	2	100	A	coherent
Organizational Identification	−0.46	2	44,085	A	I²≈0.92
Procedural Justice	−0.45	2	24,323	A	coherent
Work Engagement	−0.45	3	29,832	A	I²≈0.96
Perceived Organizational Support	−0.40	3	67,823	A	I²≈1.00
Emotional Exhaustion	+0.38	2	100	A	coherent

What turnover intention predicts

Outcome	r	k	N	Grade	Confidence
Voluntary Turnover	+0.48	3	136,687	A	I²≈1.00
Work Engagement	−0.43	1	50	A	single study

§4As a model node

Where turnover intention sits when you drop it into a model — what feeds it, what it moves. Read left to right as a small, actionable causal claim.

Inputs (drivers)

Psychological Contract Breach+0.54
Job Satisfaction−0.52
Organizational Commitment−0.48
Job Embeddedness−0.47

→

Turnover Intention

→

Outputs (outcomes)

Voluntary Turnover+0.48
Work Engagement−0.43