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

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.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.publisherTechnická Univerzita v Libercics
dc.publisherTechnical university of Liberec, Czech Republicen
dc.relation.isbasedonAlas, R., & Edwards, V. (2011). Work-related attitudes in Asia and Europe: Institutional approach. Inzinerine Ekonomika-Engineering Economics, 22(1), 24–31.
dc.relation.isbasedonAlexe, C.-G., & Alexe, C.-M. (2018). Similarities and differentiations at the level of the industries in acquiring an organizational culture in innovation. Procedia Manufacturing, 22, 317–324.
dc.relation.isbasedonBecker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32–40.
dc.relation.isbasedonBorenstein, M., Hedges, L. V., Higgins, J. P. T., & Rothstein, H. R. (2009). Introduction to meta-analysis. Chichester: John Wiley & Sons, Ltd.
dc.relation.isbasedonBrough, P., & Frame, R. (2004). Predicting police job satisfaction and turnover intentions: The role of social support and police organisational variables. New Zealand Journal of Psychology, 33(1), 8–18.
dc.relation.isbasedonCelik, D. A., & Oz, E. U. (2011). The effects of emotional dissonance and quality of work life perceptions on absenteeism and turnover intentions among Turkish call center employees. Procedia-Social and Behavioral Sciences, 30, 2515–2519.
dc.relation.isbasedonChoi, S. E., & Kim, S. D. (2016). A meta-analysis of the variables related to job satisfaction among Korean nurses. Contemporary Nurse, 52(4), 462–476.
dc.relation.isbasedonCohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum Associates.
dc.relation.isbasedonCoomber, B., & Barriball, K. L. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature. International Journal of Nursing Studies, 44(2), 297–314.
dc.relation.isbasedonDecker, F. H., Kojetin, L. D. H., & Bercovitz, A. (2009). Intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants in nursing homes. The Gerontologist, 49(5), 596–610.
dc.relation.isbasedonDoede, M. (2017). Race as a predictor of job satisfaction and turnover in US nurses. Journal of Nursing Management, 25(3), 207–214.
dc.relation.isbasedonElci, M., Yildiz, B., & Karabay, M. E. (2018). How burnout affects turnover intention? The conditional effects of subjective vitality and supervisor support. International Journal of Organizational Leadership, 7(1), 47–60.
dc.relation.isbasedonEstorninho, R. (2013). Examining job satisfaction among real estate managers and travel agency managers in Algarve, Portugal (Doctoral dissertation). Northcentral University, Scottsdale.
dc.relation.isbasedonFrenkel, S., Sanders, K., & Bednall, T. (2013). Employee perceptions of management relations as influences on job satisfaction and quit intentions. Asia Pacific Journal of Management, 30, 7–29.
dc.relation.isbasedonGong, Y., Xiong, J., Shu, X., & Hu, X. (2018). Job satisfaction, turnover intention and work performance in Chinese family enterprises. Management International, 22(2), 84–95.
dc.relation.isbasedonGriffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator test, and research implications for the next millenium. Journal of Management, 26(3), 463–488.
dc.relation.isbasedonGuchait, P., & Back, K. (2016). Three country study: impact of support on employee attitudes. The Service Industries Journal, 36(7–8), 299–318.
dc.relation.isbasedonHauck, A., Quinn Griffin, M. T., & Fitzpatrick, J. J. (2011). Structural empowerment and anticipated turnover among critical care nurses. Journal of Nursing Management, 19(2), 269–276.
dc.relation.isbasedonHedges, L. V., & Olkin, I. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
dc.relation.isbasedonHellman, C. (1997). Job satisfaction and intent to leave. Journal of Social Psychology, 137(6), 677–689.
dc.relation.isbasedonHerzberg, F. (1966). Work and the nature of man. Cleveland, OH: World Publishing Co.
dc.relation.isbasedonHuang, H. (2006). Understanding culinary arts workers. Journal of Foodservice Business Research, 9(2–3), 151–168.
dc.relation.isbasedonHuang, T. (2011). Comparing motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers, and testing a structural model of the variables’ relationships in China and Japan. The International Journal of Human Resource Management, 22(4), 924–944.
dc.relation.isbasedonHumborstad, S. I. W., & Perry, C. (2011). Employee empowerment, job satisfaction and organizational commitment: An in‐depth empirical investigation. Chinese Management Studies, 5(3), 325–344.
dc.relation.isbasedonIrvine, D. M., & Evans, M. G. (1995). Job satisfaction and turnover among nurses: Integrating research finding across studies. Nursing Research, 44(4), 246–253.
dc.relation.isbasedonJones, R. J., & Sloane, P. J. (2009). Regional differences in job satisfaction. Applied Economics, 41(8), 1019–1041.
dc.relation.isbasedonKanter, R. M. (1977). Men and women of the Corporation. New York, NY: Basic Books.
dc.relation.isbasedonKarsh, B., Booske, B. C., & Sainfort, F. (2005). Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover. Ergonomics, 48(10), 1260–1281.
dc.relation.isbasedonKim, H., & Kao, D. (2014). A meta-analysis of turnover intention predictors among U.S. child welfare workers. Children and Youth Services Review, 47(3), 214–223.
dc.relation.isbasedonKokubun, K. (2017). Regional differences in the organizational commitment-rewards relationship in Vietnam. Journal of Management and Sustainability, 7(3), 22–37.
dc.relation.isbasedonKumar, M., Jauhari, H., Rastogi, A., & Sivakumar, S. (2018). Managerial support for development and turnover intention: Roles of organizational support, work engagement and job satisfaction. Journal of Organizational Change Management, 31(1), 135–153.
dc.relation.isbasedonLynn, M., & Redman, R. (2005). Faces of the nursing shortage: influences on staff nurses’ intentions to leave their positions or nursing. Journal of Nursing Administration, 35(5), 264–270.
dc.relation.isbasedonMartin, T. (2010). Formal and informal power, Access to work empowerment structures, and intent to stay (Master Thesis). Ball State University, Muncie.
dc.relation.isbasedonMasuda, A. D., Poelmans, S. A. Y., Allen, T. D., Spector, P. E., Lapierre, L. M., Cooper, C. L., ... Moreno-Velazquez, I. (2012). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied Psychology: An International Review, 61(1), 1–29.
dc.relation.isbasedonMeyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resources Management Review, 1(1), 61–89.
dc.relation.isbasedonMeyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: toward a general model. Human Resources Management Review, 11(3), 299–326.
dc.relation.isbasedonMoher, D., Liberati, A., Tetzlaff, J., & Altman, D. G. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269.
dc.relation.isbasedonMor Barak, M. E., Nissly, J. A., & Levin, A. (2001). Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis. The Social Service Review, 75(4), 625–661.
dc.relation.isbasedonMowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247.
dc.relation.isbasedonPagilagan, H. (2017). Factors that affect turnover intention of registered nurses in the acute hospital: A meta-analysis from 2006–2016 (Doctoral project 71).
dc.relation.isbasedonRitzer, G., & Trice, H. M. (1969). An empirical study of Howard Becker’s side-bet theory. Social Forces, 47(4), 475–479.
dc.relation.isbasedonSpector, P. E., Allen, T. D., Poelmans, S. A. Y., Lapierre, L. M., Cooper, C. L., O’Driscoll, M. P., ... Widerszal-Bazyl, M. (2007). Cross-national differences in relationships of work demands, job satisfaction, and turnover intentions with work-family conflict. Personnel Psychology, 60(4), 805–835.
dc.relation.isbasedonTett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259–293.
dc.relation.isbasedonThurston, E., & Glendon, A. I. (2018). Association of risk exposure, organizational identification, and empowerment, with safety participation, intention to quit, and absenteeism. Safety Science, 105, 212–221.
dc.relation.isbasedonVan der Hoef, M., Mbazzi, F. B., & Verhoeven, C. (2012). Job conditions, job satisfaction, somatic complaints and burnout among East African nurses. Journal of Clinical Nursing, 21(11–12), 1763–1775.
dc.relation.isbasedonWang, Y., Yang, C., & Wang, K. (2012) Comparing public and private employees' job satisfaction and turnover. Public Personnel Management, 41(3), 557–573.
dc.relation.isbasedonWeitz, J. (1952). A Neglected Concept in the Study of Job Satisfaction. Personnel Psychology, 5(3), 201–205.
dc.relation.isbasedonZangaro, G. A., & Soeken, K. L. (2007). A meta-analysis of studies of nurses’ job satisfaction. Research in Nursing & Health, 30(4), 445–58.
dc.relation.ispartofEkonomie a Managementcs
dc.relation.ispartofEconomics and Managementen
dc.rightsCC BY-NC
dc.subjectjob satisfactionen
dc.subjectorganizational commitmenten
dc.subjectturnover intentionen
dc.titleAntecedents of turnover intention: A meta-analysis study in the United Statesen
local.facultyFaculty of Economics
Original bundle
Now showing 1 - 1 of 1
Thumbnail Image
1.17 MB
Adobe Portable Document Format