Identification as an organizational anchor: how identification and job satisfaction combine to predict turnover intention
Article first published online: 14 AUG 2008
Copyright © 2008 John Wiley & Sons, Ltd.
European Journal of Social Psychology
Volume 39, Issue 4, pages 540–557, June 2009
How to Cite
de Moura, G. R., Abrams, D., Retter, C., Gunnarsdottir, S. and Ando, K. (2009), Identification as an organizational anchor: how identification and job satisfaction combine to predict turnover intention. Eur. J. Soc. Psychol., 39: 540–557. doi: 10.1002/ejsp.553
- Issue published online: 13 APR 2009
- Article first published online: 14 AUG 2008
- Manuscript Accepted: 9 JUN 2008
- Manuscript Received: 28 JUL 2006
- ESRC. Grant Number: R42200024342
The article examines the role of organizational identification and job satisfaction in relation to turnover intentions in seven organizations. Two models are proposed in which either job satisfaction or organizational identification was treated as a mediator of the other's relationship with turnover intention. The organizations varied in terms of culture (Japan vs. UK), and institutional domain (academic, business, health, mail, legal). Within each organization, and meta-analytically combined across the seven samples (N = 1392), organizational identification mediated the relationship between job satisfaction and turnover intention more than job satisfaction mediated the relationship between organizational identification, and turnover intention. Organizational identification also had the larger overall relationship with turnover intention. This pattern remained true when gender, age, type of organization, culture, and length of tenure were accounted for, although the direct relationship between job satisfaction and turnover intention was stronger in private than public organizations and when the ratio of men was higher. The findings are consistent with a social identity theory (SIT) perspective and with the idea that identification is a more proximal predictor of turnover intention. Over and above job satisfaction, organizational identification offers a strong psychological anchor that discourages turnover intention in a range of organizational contexts. Copyright © 2008 John Wiley & Sons, Ltd.