Do Employees Leave Just Because They Can? Examining the Perceived Employability-Turnover Intentions Relationship

Date

2016-01-01

Author

AÇIKGÖZ, Yalcin
Sumer, H. Canan
Sümer, Nebi

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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

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The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce

Subject Keywords

Affective commitment, Employability, Management paradox, Turnover intentions

URI

https://hdl.handle.net/11511/52472

Journal

JOURNAL OF PSYCHOLOGY

DOI

https://doi.org/10.1080/00223980.2016.1160023

Collections

Department of Psychology, Article

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Citation Formats

Y. AÇIKGÖZ, H. C. Sumer, and N. Sümer, “Do Employees Leave Just Because They Can? Examining the Perceived Employability-Turnover Intentions Relationship,” JOURNAL OF PSYCHOLOGY, pp. 666–683, 2016, Accessed: 00, 2020. [Online]. Available: https://hdl.handle.net/11511/52472.