Antecedents of turnover intention: A meta-analysis study in the United States
verifiedrich profile · E+M Ekonomie a Management · 2020
Özkan, Ahmet Hakan; Elci, Meral; Erdilek Karabay, Melisa; Kitapci, Hakan; Garip, Cinar
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 → 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
organizational commitment correlates turnover intention
organizational commitment predicts turnover intention
In the authors’ words
The article’s own abstract.
The purpose of this paper was to determine the direction and effect size of the relationships between turnover intention and its main antecedents in the United States. The main predictors of turnover intention are chosen as job satisfaction, organizational commitment and empowerment. The studies which are published between 1998 and 2018 are reviewed. ScienceDirect, Scopus, and ProQuest databases were searched and 2.356 studies are screened. The meta-analysis software package, Comprehensive Meta-analysis Software (CMA), was used for the meta-analysis. 101 studies were suitable and the three data sets are formed: fi rst set included 312,261 subjects and 91 studies relating job satisfaction to turnover intention, the second set included 13,502 subjects and 29 studies relating organizational commitment to turnover intention, and the third set included 997 subjects and 5 studies relating empowerment to turnover intention. Each data was heterogeneous signifi cantly and the random effects model was used. Publication bias is analyzed for each data set and no evidence of publication bias was detected. The results revealed that the overall relationship between turnover intention and the selected three constructs was negative and signifi cant: the power of the job satisfaction's effect and organizational commitment's effect are almost the same (-.52), and the power of the empowerment's effect is weaker (-.22). Job satisfaction and organizational commitment have a large impact and empowerment has a small effect on turnover intention. The moderator analysis determined that type of industry and region are the moderators affecting the relationship between job satisfaction and turnover intention. The fi ndings also provide guidance for the managers working in the United States who need to keep turnover under control.
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.