Journal of Personnel Psychology | 2019

Not All Leaving Is Created Equal: Differentiating the Factors of Organizational and Occupational Turnover Intentions



Drawing on social cognitive career theory (SCCT) and the focus–congruence approach, this study examines how organizational and occupational turnover is differently influenced by work-related factors. Using a sample of 2,353 teachers in rural China, results first showed that negative relationships between organization-focused predictors (i.e., leader support, colleague support, and physical resources for work) and organizational turnover intentions were significant. Similarly, the negative relationship between occupation-focused predictors (i.e., occupational satisfaction, salary satisfaction, and occupational choice motivations) and occupational turnover intentions was also significant. Moreover, occupation-focused predictors have a stronger relationship with occupational turnover intentions than organizational turnover intentions, and vice versa. Implications for research and practice are discussed.

Volume 18
Pages 10–22
DOI 10.1027/1866-5888/a000216
Language English
Journal Journal of Personnel Psychology

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