Some Unintended Consequences of Intention to Quit.

Abstract

This paper analyzes the situation of employees who intend to quit, but do not, to see if intention to quit can be useful in explaining job behaviors other than quitting. Absenteeism and being fired are suggested as unintended consequences of intention to quit. This relationship between these unintended consequences and job performance is alo examined. The analysis is guided by the theoretical premises of Mobley's models of the employee turnover process (Mobley, 1977; Mobley, Horner & Hollingsworth, 1978) and the author's model of job search as a two-cycle process. (Author)

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Document Details

Document Type
Technical Report
Publication Date
Aug 01, 1981
Accession Number
ADA103893

Entities

People

  • David E. Bowen

Organizations

  • Michigan State University

Tags

Communities of Interest

  • Biomedical
  • Human Systems

DTIC Thesaurus Topics

  • Air Force
  • Applied Psychology
  • Behavioral Sciences
  • Business Administration
  • Governments
  • Health Services
  • Human Resources
  • Management Personnel
  • Military Research
  • Naval Operations
  • New York
  • Organizational Structure
  • Personnel Management
  • Psychology
  • Public Policy
  • United States
  • United States Government

Fields of Study

  • Economics
  • Psychology

Readers

  • Munitions and Ordnance Engineering
  • Organizational Psychology.