A causal model of the antecedents of turnover functionality was developed and tested in a national field study of sales representatives from a Fortune 50 company. Turnover functionality was defined in terms of the difference between the performance levels of leavers and stayers in the host organization. Questionnaire data were collected from 1,732 salespeople, and it was predicted that the hypothesized model would be confirmed by the obtained data. Several forms of supporting evidence for the model were obtained. First, the hypothesized model provided a better, more parsimonious fit to the obtained data than did two plausible alternative models. Second, fit indices indicated acceptable overall fit for the hypothesized model. Third, 10 of 12 hypothesized paths in the model were supported. Fourth, exploratory analyses failed to improve upon the overall model fit. However, the model accounted for little variance in turnover functionality. Several potential explanations for these findings are explored, including the need for future research in this area to reconsider the manner in which turnover functionality is operationalized.
","abstract_html":"<p>A causal model of the antecedents of turnover functionality was developed and tested in a national field study of sales representatives from a Fortune 50 company. Turnover functionality was defined in terms of the difference between the performance levels of leavers and stayers in the host organization. Questionnaire data were collected from 1,732 salespeople, and it was predicted that the hypothesized model would be confirmed by the obtained data. Several forms of supporting evidence for the model were obtained. First, the hypothesized model provided a better, more parsimonious fit to the obtained data than did two plausible alternative models. Second, fit indices indicated acceptable overall fit for the hypothesized model. Third, 10 of 12 hypothesized paths in the model were supported. Fourth, exploratory analyses failed to improve upon the overall model fit. However, the model accounted for little variance in turnover functionality. Several potential explanations for these findings are explored, including the need for future research in this area to reconsider the manner in which turnover functionality is operationalized.</p>","abstract_has_math":false,"creators":["Vanetti, Eric J."],"institution":null,"degree_name":"Doctor of Philosophy (PhD)","degree_level":"Dissertation","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Donald D. Davis","Robert M. McIntyre","Peter J. Mikulka","Thomas M. Ruddy"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":1992,"date_issued":"1992-07-01T07:00:00Z","date_published":"1992-07-01T07:00:00Z","updated_at":"2026-07-24T03:35:23Z","subjects":["Labor turnover","Employment stabilization","Sales personnel","Industrial and Organizational Psychology"],"languages":[],"rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.odu.edu/psychology_etds/323","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Donald D. Davis","Robert M. McIntyre","Peter J. Mikulka","Thomas M. Ruddy"]},{"key":"dc:creator","label":"Author","values":["Vanetti, Eric J."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2019-10-10T07:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Philosophy (PhD)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Labor turnover","Employment stabilization","Sales personnel","Industrial and Organizational Psychology"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.odu.edu/psychology_etds/323"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["A causal model of the antecedents of turnover functionality was developed and tested in a national field study of sales representatives from a Fortune 50 company. Turnover functionality was defined in terms of the difference between the performance levels of leavers and stayers in the host organization. Questionnaire data were collected from 1,732 salespeople, and it was predicted that the hypothesized model would be confirmed by the obtained data. Several forms of supporting evidence for the model were obtained. First, the hypothesized model provided a better, more parsimonious fit to the obtained data than did two plausible alternative models. Second, fit indices indicated acceptable overall fit for the hypothesized model. Third, 10 of 12 hypothesized paths in the model were supported. Fourth, exploratory analyses failed to improve upon the overall model fit. However, the model accounted for little variance in turnover functionality. Several potential explanations for these findings are explored, including the need for future research in this area to reconsider the manner in which turnover functionality is operationalized.
"]},{"key":"dc:title","label":"Title","values":["Causal Analysis of a National Study of Sales Personnel Turnover Functionality"]}]}],"canonical_facts":{"dc:contributor":["Donald D. Davis","Robert M. McIntyre","Peter J. Mikulka","Thomas M. Ruddy"],"dc:creator":["Vanetti, Eric J."],"dc:date.available":["2019-10-10T07:00:00Z"],"dc:description.abstract":["A causal model of the antecedents of turnover functionality was developed and tested in a national field study of sales representatives from a Fortune 50 company. Turnover functionality was defined in terms of the difference between the performance levels of leavers and stayers in the host organization. Questionnaire data were collected from 1,732 salespeople, and it was predicted that the hypothesized model would be confirmed by the obtained data. Several forms of supporting evidence for the model were obtained. First, the hypothesized model provided a better, more parsimonious fit to the obtained data than did two plausible alternative models. Second, fit indices indicated acceptable overall fit for the hypothesized model. Third, 10 of 12 hypothesized paths in the model were supported. Fourth, exploratory analyses failed to improve upon the overall model fit. However, the model accounted for little variance in turnover functionality. Several potential explanations for these findings are explored, including the need for future research in this area to reconsider the manner in which turnover functionality is operationalized.
"],"dc:identifier":["https://digitalcommons.odu.edu/psychology_etds/323"],"dc:rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"dc:subject":["Labor turnover","Employment stabilization","Sales personnel","Industrial and Organizational Psychology"],"dc:title":["Causal Analysis of a National Study of Sales Personnel Turnover Functionality"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Doctor of Philosophy (PhD)"]},"updated_at":"2026-07-24T03:35:23Z"}