JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS

TETT, ROBERT P.; MEYER, JOHN P.

doi:10.1111/j.1744-6570.1993.tb00874.x

Cited by 4,114Job Satisfaction and Organizational BehaviorEmployee Performance and ManagementHealthcare Education and Workforce Issues

JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS

TETT, ROBERT P., MEYER, JOHN P.·1993·Personnel Psychology

DOI 10.1111/j.1744-6570.1993.tb00874.x

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Abstract

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.

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Prior literature suggests various possibilities for sample size such as minimum, average, and harmonic mean sample size.
“Prior literature suggests various possibilities such as using the minimum sample size, average sample size and harmonic mean sample size (e.g., Tett and Meyer 1993; Viswesvaran and Ones 1998).”
From Re-examining the Unified Theory of Acceptance and Use of Technology (UTAUT): Towards a Revised Theoretical Model (2019) · cites this paper as Tett and Meyer 1993

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Grant, A. A., Mac Iver, D. J., & Mac Iver, M. A. (2022) · Journal of Research on Educational Effectiveness · doi:10.1080/19345747.2021.2018745 · Cited by 13 · see citing works

Authors: TETT, R. P., & MEYER, J. P.
Affiliations: Western University (CA)
Corresponding author: MEYER, JOHN P.
ORCID: TETT, ROBERT P.
MEYER, JOHN P.
Venue: Personnel Psychology
Publisher: Wiley
Published: 1993-06
Volume: 46
Issue: 2
Pages: 259-293
ISSN: 0031-5826 (ISSN-L)
1744-6570
DOI: 10.1111/j.1744-6570.1993.tb00874.x
OpenAlex: W2084710723
Cited by: 4,114
References: 91
Citations by year: 2026: 163 · 2025: 176 · 2024: 181 · 2023: 233 · 2022: 251 · 2021: 242 · 2020: 245 · 2019: 208 · 2018: 235 · 2017: 198 · 2016: 186 · 2015: 203 · 2014: 199 · 2013: 171 · 2012: 183
FWCI: 7.24
Type: journal article
Language: en
Open access: closed
Licence: onlinelibrary.wiley.com/termsAndConditions#vor (vor, 4937 d)
Locations: Personnel Psychology (publishedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
Health Sciences › Nursing › Leadership and Management › Healthcare Education and Workforce Issues
Keywords: job satisfaction, organizational commitment, turnover intention, turnover, work attitudes, mediation, scale length, Organizational Commitment Questionnaire

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JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS

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