JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS
verifiedrich profile · Personnel Psychology · 1993
TETT, ROBERT P.; MEYER, JOHN P.
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
organizational commitment → turnover intention
job satisfaction → voluntary turnover
job satisfaction → turnover intention
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
job satisfaction correlates turnover intention
job satisfaction predicts turnover intention
job satisfaction predicts voluntary turnover
organizational commitment correlates turnover intention
organizational commitment predicts turnover intention
organizational commitment predicts voluntary turnover
In the authors’ words
The article’s own abstract.
Cross‐study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta‐analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu‐dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single‐ versus multi‐item scales, the 9‐ versus 15‐item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
No open-access quotations have been captured yet.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.