This research was supported by grants from the Social Sciences and Humanities Research Council of Canada (No. 452-90-0432) to R. P. Tfett and (No. 410-89-0379) to J. P. Meyer. We gratefully acknowledge the assistance of Richard D. Goffin and three anonymous reviewers for their thoughtful comments on earlier versions of the article.
JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META-ANALYTIC FINDINGS
Article first published online: 7 DEC 2006
Volume 46, Issue 2, pages 259–293, June 1993
How to Cite
TETT, R. P. and MEYER, J. P. (1993), JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META-ANALYTIC FINDINGS. Personnel Psychology, 46: 259–293. doi: 10.1111/j.1744-6570.1993.tb00874.x
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
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.