Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support

By Chris Perryer, C. Jordan, I. Firns, A. Travaglione. 2010

217 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c5d9fc1bab6a2aa4c20b4b0f95da73c833f46c04

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. B. Joo
2. Andrea D. Ellinger
3. R. Beattie
4. R. Hamlin
5. Susann Gjerde
6. Gro Ladegård
7. Toby Marshall Egan
8. Yonjoo Cho

In Organizational Behavior and Human Resource Management

1. B. Joo
2. H. Hahn
3. Shari L. Peterson
4. Suk Bong Choi
5. Thi Bich Hanh Tran
6. Jalal Rajeh Hanaysha

In Sociology and Political Science

1. Shari L. Peterson
2. B. Joo

Citations in the corpus

• Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity (2015, background): “For example, studies have identified the relationship between employee turnover and supervisor support (Maertz et al. 2007), work environment (Perryer et al. 2010), and work culture (Peterson 2009).”