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The how and why of the relationship between job insecurity, subjective career success, and turnover intention

Type of publication Peer-reviewed
Publikationsform Book (peer-reviewed)
Author Tschopp Cécile, Grote Gudela,
Project Schweizer Human-Relations-Barometer
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Book (peer-reviewed)

Publisher Springer Netherlands, Dordrecht
ISBN 978-94-017-8910-3
DOI 10.1007/978-94-017-8911-0

Open Access


Prior research has established a firm link between job insecurity and turnover intention. Using prospective longitudinal data, this article expands the understanding of the relationship between job insecurity and turnover intention in two ways: (1) the direct effects of changes in perceived job insecurity on changes in turnover intentions are studied; (2) subjective career success—measured in terms of career satisfaction—as a possible intervening variable is analyzed. Data collected in three waves of measurement were tested using a diverse sample of 255 employees working across a range of industries and in different occupations. By applying multivariate latent growth analysis, both the relationship between the initial levels as well as the changes in job insecurity and turnover intention were examined. The results reveal both a direct positive effect of job insecurity on turnover intention and an indirect effect through lowering subjective career success. While the direct effect could be established for both the initial levels and the changes in job insecurity and turnover intention, the mediating effect of subjective career success was only found in the links between initial levels. Consequences for research and practice, such as more effective career management, are discussed.