Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction

10 Pages Posted: 13 Dec 2004

See all articles by Rolf Van Dick

Rolf Van Dick

Aston Business School

Oliver Christ

University of Marburg - Faculty of Psychology

Jost Stellmacher

University of Marburg - Faculty of Psychology

Ulrich Wagner

University of Marburg - Faculty of Psychology

Oliver Ahlswede

University of Marburg - Faculty of Psychology

Cornelia Grubba

University of Marburg - Faculty of Psychology

Martin Hauptmeier

University of Marburg - Faculty of Psychology

Corinna Höhfeld

University of Marburg - Faculty of Psychology

Kai Moltzen

University of Marburg - Faculty of Psychology

Patrick A. Tissington

University of Marburg - Faculty of Psychology

Abstract

The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self-esteem. In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.

Suggested Citation

van Dick, Rolf and Christ, Oliver and Stellmacher, Jost and Wagner, Ulrich and Ahlswede, Oliver and Grubba, Cornelia and Hauptmeier, Martin and Höhfeld, Corinna and Moltzen, Kai and Tissington, Patrick A., Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction. British Journal of Management, Vol. 15, No. 4, pp. 351-360, December 2004. Available at SSRN: https://ssrn.com/abstract=625754

Rolf Van Dick (Contact Author)

Aston Business School ( email )

Aston Triangle
South Wing 715
Birmingham B4 7ET
United Kingdom
0121 359 3611 Ext. 5451 (Phone)
+44 121 359 2919 (Fax)

Oliver Christ

University of Marburg - Faculty of Psychology ( email )

Gutenbergstr. 18
35032 Marburg
Germany

Jost Stellmacher

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Ulrich Wagner

University of Marburg - Faculty of Psychology ( email )

Gutenbergstr. 18
35032 Marburg
Germany

Oliver Ahlswede

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Cornelia Grubba

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Martin Hauptmeier

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Corinna Höhfeld

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Kai Moltzen

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Patrick A. Tissington

University of Marburg - Faculty of Psychology

Gutenbergstr. 18
35032 Marburg
Germany

Register to save articles to
your library

Register

Paper statistics

Downloads
25
Abstract Views
3,763
PlumX Metrics