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How career orientation shapes the job satisfaction-turnover intention link
Type of publication
Peer-reviewed
Publikationsform
Original article (peer-reviewed)
Author
Tschopp Cécile, Grote Gudela, Gerber Marius,
Project
Schweizer Human-Relations-Barometer
Show all
Original article (peer-reviewed)
Journal
Journal of Organizational Behavior
Volume (Issue)
35(2)
Page(s)
151 - 171
Title of proceedings
Journal of Organizational Behavior
DOI
10.1002/job.1857
Open Access
URL
https://www.unilu.ch/fileadmin/fakultaeten/wf/institute/hrm/dok/HR-Barometer/Publikationen/6c_Website_2014b_Manuscript_Tschopp_Grote_Gerber.pdf
Type of Open Access
Repository (Green Open Access)
Abstract
This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independent and loyalty‐focused career orientations than for promotion‐focused and disengaged employees. Regarding the dynamic relationship between job satisfaction change and turnover intention change, however, independent and loyalty‐focused employees differed: An increase (decline) in job satisfaction was more strongly related to a decline (increase) in turnover intention for independent employees than for loyalty‐focused employees. These findings provide new insights into the differential dynamics involved in assessing work situations and responding to them based on different career aspirations and interests. Consequences for research and practice regarding more effective human resource management are discussed.
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