Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings.

By R. Tett, John P. Meyer. 2006

4,151 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e51443036bdadae33182ce418a15b50b12d03469

How researchers see this paper

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

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Estimating the Effects of No Child Left Behind on Teachers’ Work Environments and Job Attitudes (2014, background): “…construct of job satisfaction, and the second is whether the reform influenced the related construct of intent to remain in the profession, which a large body of management research has linked closely to satisfaction with one’s employment (see Tett & Meyer, 1993, for a meta-analytic review).”
The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam (2020, neutral): “Turnover intention is defined when an individual intends to leave their organization [32,33].”
The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE (2013, background): “Tett and Meyer (1993) defined turnover intentions as conscious wilfulness to to low performance and the intention to leave the job (Applebaum, Fowler, Fiedler, Osinubi, & Robson, 2010).”
Leadership behaviors and follower performance: Deductive and inductive examination of theoretical rationales and underlying mechanisms (2017, neutral): “…models: (i) commitment as a consequence of the satisfaction and role constructs (for rationale, see Gaertner, 1999; Mathieu & Zajac, 1990; Tett & Meyer, 1993); (ii) satisfaction constructs as a consequence of the role constructs (for rationale see Fried, Shirom, Gilboa, & Cooper, 2008);…”
Effects of disposition on hospitality employee job satisfaction and commitment. (2006, background): “Other studies show that organizational commitment is related to a person’s intention to leave and turnover (Shore and Martin, 1989; Tett and Meyer, 1993) as well as theoretically to job performance (Mowday et al.”