Mobley Turnover Model
oblJournal of Applied Psychology 1977, Vol. 62, No. 2, 237-240
Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover
William H. Mobley
University of South Carolina
The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction-turnover relationship. Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction-turnover relationship, is presented. Previous studies relevant to the hypothesized linkages are cited, and possible avenues of research are suggested. A schematic representation of the withdrawal decision process is presented in Figure 1. Block A represents the process of evaluating one's existing job, while Block B represents the resultant emotional state of some degree of satisfaction-dissatisfaction. A number of models have been proposed for the process inherent in Blocks A and B—for example, the value-percept discrepancy model (Locke, 1969, 1976), an instrumentalityvalence model (Vroom, 1964), a met-expectations model (Porter & Steers, 1973), and a contribution/inducement ratio (March & Simon, 1958). Comparative studies -that test the relative effiMuch more emphasis should be placed in the cacy of these and other alternative models of future on the psychology of the withdrawal satisfaction continue to be needed. process. . . . Our understanding of the manner Most studies of turnover examine the direct in which the actual decision is made is far relationship between job satisfaction and turnfrom complete, (p. 173) over. The model presented in Figure 1 suggests The present paper suggests several of the pos- a number of possible mediating steps between sible intermediate steps in the withdrawal decision dissatisfaction and actual quitting.
Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover
William H. Mobley
University of South Carolina
The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction-turnover relationship. Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction-turnover relationship, is presented. Previous studies relevant to the hypothesized linkages are cited, and possible avenues of research are suggested. A schematic representation of the withdrawal decision process is presented in Figure 1. Block A represents the process of evaluating one's existing job, while Block B represents the resultant emotional state of some degree of satisfaction-dissatisfaction. A number of models have been proposed for the process inherent in Blocks A and B—for example, the value-percept discrepancy model (Locke, 1969, 1976), an instrumentalityvalence model (Vroom, 1964), a met-expectations model (Porter & Steers, 1973), and a contribution/inducement ratio (March & Simon, 1958). Comparative studies -that test the relative effiMuch more emphasis should be placed in the cacy of these and other alternative models of future on the psychology of the withdrawal satisfaction continue to be needed. process. . . . Our understanding of the manner Most studies of turnover examine the direct in which the actual decision is made is far relationship between job satisfaction and turnfrom complete, (p. 173) over. The model presented in Figure 1 suggests The present paper suggests several of the pos- a number of possible mediating steps between sible intermediate steps in the withdrawal decision dissatisfaction and actual quitting.
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