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Not All Leaving Is Created Equal: Differentiating The Antecedents Of Changing Organizations Versus Switching Occupations

Author
Li, Huisi
Abstract
The process of leaving an organization versus an occupation is an important but under-studied approach in turnover research. Drawing from focus-congruence approach and using a sample of 2,382 teachers in rural China, results show that organizational and occupational turnover intentions are distinct constructs and relate differently to antecedents. Specifically, relationships between factors with an organizational focus (i.e., leader support, colleague support, and material support for work) and organizational turnover intentions are significantly stronger than those between these factors and occupational turnover intentions, whereas relationships between factors with an occupational focus (i.e., occupational satisfaction, salary satisfaction, and occupational choice motivations) and occupational turnover intentions are significantly stronger than those between these factors and organizational turnover intentions. Results illuminate the growing teacher shortage in China, emphasize the importance of accurate specification of foci of work attitudes, and show that employee movement varies in a richer fashion than the stay-leave criterion routinely deployed. 3
Date Issued
2015-05-24Subject
turnover intentions; work attitudes; focus-congruence approach
Committee Chair
Hausknecht,John P.
Committee Member
Sturman,Michael Craig
Degree Discipline
Industrial and Labor Relations
Degree Name
M.S., Industrial and Labor Relations
Degree Level
Master of Science
Type
dissertation or thesis