Understanding turnover intentions: The role of life course fit
Abstract
The first decade of this millennium has been marked by declines in the labor force participation of women for the first time in 40 years. These declines coupled with skills shortages in key occupations, such as engineering have created concern among scholars, employers and policy makers. This dissertation utilized the recent conceptualization of life course fit to understand voluntary turnover intentions among employees in the United States by examining the predictors of life course fit (Study I) and the association between life course fit and voluntary turnover intentions (Study II). Occupation, sex, sex composition of occupation and workplace social support predicted life course fit. Life course fit significantly predicted turnover intentions accounting for 11% of the variance in turnover intentions. Life course fit partially mediated the association between organizational commitment and turnover intentions, as well as the association between job satisfaction and turnover intentions. Supervisor support and coworker support moderated the association between life course fit and turnover intentions such that higher levels of support weakened the association between fit and turnover intentions for those who experienced a lack of fit. Implications for workplace practice will be discussed.
Degree
Ph.D.
Advisors
Wadsworth, Purdue University.
Subject Area
Social research|Home economics|Individual & family studies|Labor relations|Gender studies
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