{"id":{"repo_id":"ohiolink","oai_identifier":"oai:etd.ohiolink.edu:ohiou1354136778"},"canonical_url":"https://search.dev.ndltd.org/etd/ohiolink/oai:etd.ohiolink.edu:ohiou1354136778","repository":{"repo_id":"ohiolink","name":"OhioLINK","base_url":"https://etd.ohiolink.edu/acprod/odb_etd/ws/oai/oai"},"display":{"title":"The Straw that Breaks the Camel's Back: Do Shocks Moderate the Relationship between Attitudinal Variables and Turnover?","abstract":"The current study was designed to test the relatively new conceptualization provided by Lee and Mitchell (1994)’s unfolding model of voluntary turnover. The unfolding model introduces a novel construct to the turnover literature known as a “shock to the system”. Shocks are theorized to be distinguishable events that lead individuals to re-evaluate their current condition within their organization. The Turnover Events Shocks Scale (TESS) is a measure of negative workplace events. It was hypothesized that such events will moderate the relationship between satisfaction and turnover as well as commitment and turnover, such that the negative relationships will be stronger when an event(s) is present. Results partially support the hypotheses with shocks serving as a marginally significant moderator to satisfaction-turnover relationship. However, nonsignificant results were revealed for organizational commitment.","abstract_html":"The current study was designed to test the relatively new conceptualization provided by Lee and Mitchell (1994)’s unfolding model of voluntary turnover. The unfolding model introduces a novel construct to the turnover literature known as a “shock to the system”. Shocks are theorized to be distinguishable events that lead individuals to re-evaluate their current condition within their organization. The Turnover Events Shocks Scale (TESS) is a measure of negative workplace events. It was hypothesized that such events will moderate the relationship between satisfaction and turnover as well as commitment and turnover, such that the negative relationships will be stronger when an event(s) is present. Results partially support the hypotheses with shocks serving as a marginally significant moderator to satisfaction-turnover relationship. 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It was hypothesized that such events will moderate the relationship between satisfaction and turnover as well as commitment and turnover, such that the negative relationships will be stronger when an event(s) is present. Results partially support the hypotheses with shocks serving as a marginally significant moderator to satisfaction-turnover relationship. However, nonsignificant results were revealed for organizational commitment."]},{"key":"dc:format","label":"Dc Format","values":["application/pdf","p.59","496.9 KB"]},{"key":"dc:title","label":"Title","values":["The Straw that Breaks the Camel's Back: Do Shocks Moderate the Relationship between Attitudinal Variables and Turnover?"]}]}],"canonical_facts":{"dc:contributor":["Griffeth, Rodger"],"dc:creator":["Tenbrink, Allison N."],"dc:date":["2012"],"dc:description":["The current study was designed to test the relatively new conceptualization provided by Lee and Mitchell (1994)’s unfolding model of voluntary turnover. The unfolding model introduces a novel construct to the turnover literature known as a “shock to the system”. Shocks are theorized to be distinguishable events that lead individuals to re-evaluate their current condition within their organization. The Turnover Events Shocks Scale (TESS) is a measure of negative workplace events. It was hypothesized that such events will moderate the relationship between satisfaction and turnover as well as commitment and turnover, such that the negative relationships will be stronger when an event(s) is present. Results partially support the hypotheses with shocks serving as a marginally significant moderator to satisfaction-turnover relationship. 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