Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

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Perceived organizational membership and the retention of older workers (2011, background): “Schmidt and Lee (2008) found that commitment constructs differentially predicted turnover intentions and retirement intentions.”
Towards an integrated model of individual, psychosocial, and organizational predictors of retirement adjustment (2009, background): “Defined as the extent to which work is of primary importance compared with all other life roles (Kanungo, 1982; Parboteeah & Cullen, 2003), work centrality provides an indication of an individual’s affective commitment to his or her work (Schmidt & Lee, 2008).”
Employee Retirement: A Review and Recommendations for Future Investigation (2010, unknown): “A recent study by Schmidt and Lee (2008) demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, whereas affective organizational commitment only predicted turnover intentions.”
The relations between work centrality, psychological contracts, and job attitudes: The influence of age (2011, background): “Similarly, positive associations have been found between work centrality and the intention to remain in the company of older workers (Armstrong-Stassen & Schlosser, 2008; Schmidt & Lee, 2008).”