The Power of Momentum: A New Model of Dynamic Relationships between Job Satisfaction Change and Turnover Intentions

By Gilad Chen, Robert E. Ployhart, H. Thomas, Neil Anderson, P. Bliese. 2011

519 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6b5281d174099f00e2e3de5a9c69c798e23ac328

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Socially responsible HR practices and employees’ intention to quit: the mediating role of job satisfaction (2015, background): “Chen et al. (2011) have predicted a dynamic relationship between job satisfaction and employees’ turnover intentions and demonstrate that change in turnover intentions is clearly visible whenever there is a change in job satisfaction of employees over and above average job satisfaction. In a longitu”
Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, background): “In line with this, workplace bullying and harassment have been identified as a precursor of job dissatisfaction (Frank et al., 1999), which in turn has been demonstrated as an antecedent to turnover intention (Chen et al., 2011).”
When passion fades: disentangling the temporal dynamics of entrepreneurial passion for founding (2016, background): “This phenomenon has also been demonstrated to apply to changes in work attitudes (Chen et al., 2011).”
Street-level bureaucrats’ turnover intention: does public service motivation matter? (2017, background): “Recent generic management studies have examined how turnover intentions change according to various antecedents, such as job satisfaction and work exhaustion, using longitudinal data (e.g. Chen et al., 2011; Clausen and Borg, 2010; Tak, 2011; Vandenberghe et al., 2011).”
When Employees Are Out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit-Level Voluntary Turnover (2012, methodology): “At the individual level, the literature reveals that intention to leave (Chen et al., 2011) and job search behavior (Felps et al., 2009) might be the mediators through which multilevel job satisfaction trajectory and its dispersion interact to impact individual turnover.”