Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction

By Rolf van Dick, Oliver Christ, Jost Stellmacher, U. Wagner, Oliver Ahlswede, Cornelia Grubba, Martin Hauptmeier, Corinna Höhfeld, Kai Moltzen, P. Tissington. 2004

686 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/e4d055858c187253b6b0bf6795c21e8d8c8b93c2

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Linking transformational leadership and work outcomes in temporary organizations: A social identity approach (2017, background): “A great deal of empirical studies support the notion that organizational identification is related to leadership and/or work outcomes (van Dick et al., 2004; van Knippenberg and Sleebos, 2006).”
Employees’ Perceptions of Corporate Social Responsibility and Job Performance: A Sequential Mediation Model (2016, background): “Consistent with this reasoning, prior studies have found that employees being strongly identified toward their organization tend to exhibit constructive attitudes toward their job for improving in-role performance [33,34].”
The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance: a social-exchange perspective (2014, background): “Under such conditions, because of internalization of the organization’s core values and central identity features (Van Dick et al., 2004), employees are likely to incorporate membership of the organization into their social identities (cf. Tajfel, 1981).”
Role of organizational justice in determining work outcomes of national and expatriate academic staff in Malaysia (2011, background): “Turnover is a major problem for many organizations today because it is extremely costly for the employer, especially jobs which offer high education and extensive on-the-job training ( Dick et al. , 2004”
Fusing family and firm: Employee perceptions of perceived homophily, organizational justice, organizational identification, and organizational commitment in family businesses (2010, background): “When employees identify with their family business, they are likely to be committed to the family business as identification has been linked to both work satisfaction and lower turnover rates, and, ultimately, commitment (van Dick et al., 2004).”
Intention to “Leave” or “Stay” – The Role of Internship Organization in the Improvement of Hospitality Students’ Industry Employment Intentions (2013, background): “In a similar vein, leaving is the opposite of staying (Van Dick et al., 2004).”