Explaining Turnover Intention in State Government
By Donald P. Moynihan, Noel Landuyt. 2008
254 citations recorded by the source corpus.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Public Administration
View Paper: https://www.semanticscholar.org/paper/57b116dc6e445872d173879dad3e22b05b8f5ef2
Citations in the corpus
- Determinants of Turnover Intention of Social Workers (2017, unknown): “Voluntary turnover is a substantial burden to organizations when one considers separation costs, recruitment and training costs for new personnel, and lost productivity (Dysvik & Kuvaas, 2013; Moynihan & Landuyt, 2008).”
- Does Turnover Intention Matter? Evaluating the Usefulness of Turnover Intention Rate as a Predictor of Actual Turnover Rate (2016, unknown): “A common socio-psychological explanation for this relationship is that older employees tend to be more risk adverse, less mobile (Moynihan & Landuyt, 2008), and more constrained by family and financial obligations (Ippolito, 1987; O’Reilly, Chatman, & Caldwell, 1991).”
- Transformational Leadership and Turnover Intentions: The Mediating Role of Employee Performance during the COVID-19 Pandemic (2021, unknown): “Control Variables Tenure, marital status, age, and gender were controlled for due to their potential effect on turnover intention of employees, as stated by many studies (e.g., Moynihan and Landuyt 2008; Lu et al. 2007; Kim and Stoner 2008; Chang et al. 2013).”
- Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations (2017, unknown): “A plausible explanation is that it may be more feasible to ask the respondents to report their turnover intention than to track their actual behaviour over time (Moynihan and Landuyt 2008).”
- Satisfaction With Work-Life Benefits and Organizational Commitment/Job Involvement (2013, unknown): “Since research indicates that employees are less likely to leave when they are satisfied with their jobs, empirical support is found for the latter proposition of the theory of work adjustments (e.g., Moynihan & Landuyt, 2008).”
- Turnover Intention and Turnover Behavior (2012, unknown): “The dramatic differences in quit rates at different stages in the life cycle (e.g., Farber, 1999; Moynihan & Landuyt, 2008) suggest that HRM practices and motivation may have varying impacts at different life stages.”