Explaining Turnover Intention in State Government: Examining the Roles of Gender, Life Cycle and Loyalty
35 Pages Posted: 30 Dec 2019
Date Written: January 1, 2008
This paper proposes and tests a detailed model of turnover intention on a large sample of State of Texas employees. The paper focuses attention on three particular theoretical issues. First, the results offer support for a life-cycle stability hypothesis, which suggests that age, experience, and geographic living preferences foster a reluctance to change jobs, a reluctance which is compounded by economic/familial constraints for primary wage earners and members of large households. Second, the results show that females are significantly less likely to state an intention to quit, a finding running counter to previous research. We argue that this finding reflects changing patterns of female labor force participation, and the particular advantages that the public sector offers to female employees. Third, the results allow us to distinguish between the relative contributions of three potentially overlapping concepts: organizational loyalty, voice and empowerment, and find that while organizational loyalty and empowerment reduce intent to quit, voice is not a significant predictor of turnover intention. In addition to these findings, the paper provides a detailed test of different human resource management policies, and provides particular support for diversity policies.
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