The Impact of Multiple Commitments on Intentions to Resign: an Empirical Assessment

By C. Boshoff. 2000

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Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa (2014, background): “Turnover, in essence, is a measure of organisational effectiveness (Boshoff & Mels, 2000), with the implicit assumption being that a stable workforce is required to meet organisational objectives (Kontoghiorghes & Frangou, 2009).”
Multiple Commitments: A Conceptual Framework and Empirical Investigation in a Community Health Service Trust (2002, background): “…(Bamberger, Kluger and Suchard, 1999; Gordon and Ladd, 1990), or on the connection between organizational commitment and occupational commitment (Wallace, 1993), but very little has looked specifically at a set of different workrelated commitments (for an exception see Boshoff and Mels, 2000).”
Unweaving Leaving: The Use of Models in the Management of Employee Turnover (2001, background): “A further limitation in March and Simon’s model is that it only partially helps us address the idea that different forms of commitment may influence turnover, yet there has been consistently strong support for the idea that commitment (in various guises) is important to the assessment of turnover (A”