Employees intent to leave: a comparison of determinants of intent to leave versus intent to stay.

By Seonghee Cho, Misty M. Johanson, Priyanko Guchait. 2009

422 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/fc0de8cab9066d7f89e35436957584f398c92f4d

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, positive): “Nonetheless, as previous research in hospitality contexts has shown the expected inverse relationship between intention to leave and intention to stay is not necessarily manifest (see Cho et al., 2009), hence supporting a retention approach.”
The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees (2018, result): “This finding supports Cho, Johanson, and Guchait (2009) observation that assumptions such as the following—that decreasing the level of a factor influencing TI could influence employees’ intention to remain—are not always true.”
Thriving at work: A meta‐analysis (2019, background): “Employees who experience learning and simultaneously feel vital and energetic at work likely perceive their work environment as supportive for their self ‐ development and goal pursuit, which consequently enhances their intention to remain in this environment (Cho, Johanson, & Guchait, 2009).”
Antecedents and consequences of job satisfaction in the hotel industry (2010, background): “Cho et al. (2009) empirical study demonstrated that perceived organizational support and commitment negatively influenced individual intentions to leave, but only the former positively affected intentions to stay.”
An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. (2010, background): “Cho et al. (2009) argues that in hospitality sector in the US positive employee attitudes such as organizational commitment and perceived organizational support help to reduce the intention to leave.”
The effects of leadership satisfaction on employee engagement, loyalty, and retention in the hospitality industry (2019, background): “The finding that leadership satisfaction influences intention to stay contradicts prior research that suggests the drivers of intention to stay are primarily organizational (Cho et al., 2009).”
Effects of culinary employees’ role stress on burnout and turnover intention in hotel industry: moderating effects on employees’ tenure (2012, background): “Cho, Johanson, and Guchait ( 2009 ) suggested a simple definition of turnover as an intention to quit.”
Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus (2014, background): “Clerides and Pashourtidou (2007) critique the need for Cyprus to rethink its tourism strategies if it is to become a key player in the international arena.”
The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul☆ (2015, background): “Organizational commitment and organization support were also found to be one of the determinants of turnover intention and there was a negative relationship between these aspects and turnover intention (Carbery et al.,, 2003; Cho et al., 2009; Yang, 2008).”
Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India (2015, background): “More importantly, POS has been extensively studied in hospitality research, linking POS with employee performance, attitudes, and behaviors in hotels and restaurants (e.g., Cho et al., 2009; Karatepe, 2012a, 2012b).”