Turnover intention and preparedness for change: exploring leader-member exchange and occupational self-efficacy as antecedents of two employability predictors

By B. Schyns, N. Torka, T. Gössling. 2007

168 citations recorded by the source corpus.

Purpose – “Turnover intention” is defined as an employee's intention to voluntarily change jobs or companies. The purpose of this paper is to set “turnover intention” in relation to “preparedness for change”. The former relates to the change of jobs or companies, the latter to employees' willingness to change their current workplace. Both phenomena relate to employability, i.e. an employee's adaptability to changing internal (i.e. the current employer) and external labour market demands. The main aim of this paper is to compare both phenomena and identify antecedents of employability, namely, leader‐member exchange (LMX) and occupational self‐efficacy.Design/methodology/approach – A questionnaire study was conducted in two samples of German and Dutch employees.Findings – Results indicate that the two concepts (turnover intention, preparedness for change) are, to some extent, related and show, to some extent, similar relationships to the antecedents.Research limitations/implications – In both samples, self...

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

View Paper: https://www.semanticscholar.org/paper/f7b2a277afd8219b8bb5396daa49bdb5b618429a

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In Organizational Behavior and Human Resource Management

1. Yunna Rhee
2. Jeong-Nam Kim
3. S. Kim
4. Lisa Tam

Citations in the corpus

• Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality (2017, background): “Previous study suggested that LMX negatively affects turnover intention (Gerstner and Day, 1997; Griffeth et al., 2000; Schyns et al., 2007).”