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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
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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


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.