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Abstract

We test a mediated moderation model in which the influence of organizational prestige and permeability on turnover intentions is mediated by organizational commitment and identification. We test this model in a 2 × 2 design in four Romanian organizations. Results support a partial mediation of identification between the considered organizational antecedents, and their interaction upon affective and continuance commitment, and a full mediation of commitment between identification and turnover intentions. Permeability moderates the impact of prestige upon identification and commitment. Finally, we draw conclusions about the mind-sets behind identification, affective, and continuance commitment, and propose implications for future research and practitioners.