Antecedents of turnover intention: A meta-analysis study in the United States

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dc.contributor.authorÖzkan, Ahmet Hakan
dc.contributor.authorElci, Meral
dc.contributor.authorErdilek Karabay, Melisa
dc.contributor.authorKitapci, Hakan
dc.contributor.authorGarip, Cinar
dc.contributor.otherEkonomická fakultacs
dc.date.accessioned2020-04-06T13:38:24Z
dc.date.available2020-04-06T13:38:24Z
dc.description.abstractThe 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: first 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 significantly 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 significant: 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 findings also provide guidance for the managers working in the United States who need to keep turnover under control.en
dc.formattext
dc.identifier.doi10.15240/tul/001/2020-1-007
dc.identifier.eissn2336-5604
dc.identifier.issn1212-3609
dc.identifier.urihttps://dspace.tul.cz/handle/15240/154703
dc.language.isoen
dc.publisherTechnická Univerzita v Libercics
dc.publisherTechnical university of Liberec, Czech Republicen
dc.publisher.abbreviationTUL
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dc.relation.ispartofEkonomie a Managementcs
dc.relation.ispartofEconomics and Managementen
dc.relation.isrefereedtrue
dc.rightsCC BY-NC
dc.subjectjob satisfactionen
dc.subjectorganizational commitmenten
dc.subjectempowermenten
dc.subjectturnover intentionen
dc.subject.classificationD23
dc.subject.classificationJ63
dc.titleAntecedents of turnover intention: A meta-analysis study in the United Statesen
dc.typeArticleen
local.accessopen
local.citation.epage110
local.citation.spage93
local.facultyFaculty of Economics
local.filenameEM_1_2020_07
local.fulltextyes
local.relation.abbreviationE+Mcs
local.relation.abbreviationE&Men
local.relation.issue1
local.relation.volume23
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