How to cite this paper
Gyensare, M., Otoo, E., Asare, J & Twumasi, E. (2015). Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana.Management Science Letters , 5(8), 781-796.
Refrences
Addae, H.M. & Johns, G. (2002). National culture and perceptions of absence legitimacy. In M. Koslowsky & M. Krausz (Eds.), Voluntary employee withdrawal and inattendence: A current perspective (pp.20-50). New York, NY: Springer.
Addae, H.M., Johns, G. & Bois, K. (2013). The legitimacy of absenteeism from work: A nine nation exploratory study. Cross Cultural Management, 20(3), 402-428.
Addae, H.M., Parboteeah, K.P. & Velinor, N. (2008). Role stressors and organizational commitment: Public sector employment in St. Lucia. International Journal of Manpower, 29(6), 567-582.
Agho, A.O., Price, J.L. & Mueller, C.W. (1992). Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity. Journal of Occupational and Organizational Psychology, 65(3), 185-196.
Ajzen, I. & Fishbein, M. (2000). Attitudes and the attitude-behaviour relation: Reasoned and automatic processes. European Review of Social Psychology, 11(1), 1-33.
AlBattat, A.R.S. & Som, A.P. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62-71.
Allen, D.G. (2008). Retaining talent: A guide to analyzing and managing employee turnover. Alexandria, VA: SHRM Foundation.
Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Anderson, J.C. & Gerbing, D.W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Bagozzi, R.P. & Yi, Y. (2012). Specification, evaluation, and interpretation of structural equation models. Journal of Academy of Marketing Science, 40, 8-34.
Baker, W.E. & Sinkula, J.M. (1999). The synergistic effects of market orientation and learning orientation on organizational performance. Journal of the Academy of Marketing Science, 27(4), 411-427.
Baranik, L., Roling, E.A. & Eby, L.T. (2010). Why does mentoring work? The role of perceived organizational support. Journal of Vocational Behaviour, 76(3), 366-373.
Berry, C., Lelchook, A. & Clark, M. (2012). A meta-analysis of the interrelationships between employee lateness, absenteeism, and turnover: Implications for models of withdrawal behaviour. Journal of Organizational Behaviour, 33, 678-699.
Borda, R.G. & Norman, I.J. (1997). Factors influencing turnover and absence of nurses: A research review. International Journal of Nursing Studies, 34, 385-394.
Bouckenooghe, D., Raja, U. & Butt, A.N. (2013). Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions. The Journal of Psychology: Interdisciplinary and Applied, 147(2), 105-123.
Bussing, A., Bissels, T., Fuchs, V. & Perrar, K.M. (1999). A dynamic model of work satisfaction: Qualitative approaches. Human Relations, 52(8), 999-1028.
Bycio, P. (1992). Job performance and absenteeism: A review and meta-analysis. Human Relations, 45, 193-220.
Cadogan, J.W., Cui, C.C., Morgan, R.E. & Story, V.M. (2006). Factors facilitating and impeding the development of export market-oriented behaviour: A study of Hong Kong manufacturing exporters. Industrial Marketing Management, 35, 634-647.
Chang, W-J, A., Wang, Y-S., & Huang, T-C. (2013). Work design-related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52(1), 1-26.
Chiu, S. & Chen, H. (2005). Relationship between job characteristics and organizational citizenship behaviour: The mediational role of job satisfaction. Social Behaviour and Personality, 96(3), 619-632.
Cohen, A. & Golan, R. (2007). Predicting absenteeism and turnover intentions by past absenteeism and work attitudes. Career Development International, 12(5), 416-432.
Colarelli, S.M. (1984). Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology, 69, 633-642.
Fishbein, M. & Ajzen, I. (1975). Belief, attitude, intention, and behaviour: An introduction to theory and research. Reading, MA: Addison-Wesley.
Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with observable variables and measurement error. Journal of Marketing Research, 18, 39-50.
Fuentes, R. (2013). The influence of demographics, organizational commitment and burnout towards the turnover intentions of teachers. Southeast Asian Interdisciplinary Research Journal, 1(1), 145-158.
Guerts, S.A., Schaufeli, W.B. & Rutte, C.G. (1999). Absenteeism, turnover intention and inequity in the employment relationship. Work and Stress, 13(3), 253-267.
Gujarati, D.N. (2004). Basic econometrics (4th ed.). New York: McGraw-Hill.
Guntur, R.M.Y., Haerani, S. & Hasan, M. (2012). The influence of affective, continuance and normative commitments on the turnover intentions of nurses at Makassar’s private hospitals in Indonesia. African Journal of Business Management, 6(38), 10303-10311.
Gyensare, M.A. (2013). Employee turnover intention: Empirical examination of antecedent and outcome variables. A master’s thesis, Department of Organization and Human Resource Management, University of Ghana, Legon, Ghana.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate data analysis: A global perspective (7th ed.). London: Pearson.
Hansung, K. & Stoner, M. (2008). Burnout and turnover among social workers: Effects of role stress, job autonomy and social support. Administration in Social Work, 32(3), 5-25.
Harvey, J. & Nicholson, N. (1999). Minor illness as a legitimate reason for absence. Journal of Organizational Behaviour, 20, 979-993.
Hayday, S. (2006). Managing absence effectively. IES Opinion. Retrieved January 15, 2014, from http://www.employment-studies.co.uk.
Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38,635-672.
Jaros, S., Jermier, J., Koehler, J. & Sincich, T. (1993). Effects of continuance, affective and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 47, 951-995.
Johns, G. & Xie, J.L. (1998). Perceptions of absence from work: People’s Republic of China versus Canada. Journal of Applied Psychology, 83, 515-530.
Johns, G. (2003). How methodological diversity has improved our understanding of absenteeism from work. Human Resource Management Review, 13,157-184.
Johns, G. (2010). Presenteeism in the workplace: A review and research agenda. Journal of Organizational Behaviour, 31, 519-542.
J?reskog, K. G., & S?rbom, D. (2006). LISREL 8.8 for windows. Lincolnwood, IL: Scientific Software International, Inc.
Koslowsky, M. (2009). A multi-level model of withdrawal: Integrating and synthesizing theory and findings. Human Resource Management Review, 19,283-303.
Koslowsky, M., Sagie, A., Krausz, M. & Dolman, A. (1997). Correlates of employee lateness: Some theoretical considerations. Journal of Applied Psychology, 82, 79-88.
Lew, T-Y. & Sarawak, M. (2011). Affective organizational commitment and turnover intention of academics in Malaysia. International Conference on Business and Economic Research, 1, 110-114.
Locke, E.A. (1976). The nature and causes of job satisfaction. In M.D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.1297-1349). Chicago, IL: Rand McNally.
Lockwood, N.R. (2007). Leveraging employee engagement for competitive advantage: HR’s strategic role. HR Magazine, 52(3), 1-11.
Maertz, C.P., Griffith, R.W., Campbell, N.S. & Allen, D.G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behaviour, 28, 1059-1075.
Maqbool, F., Murtaza, G. & Rehman, A.U. (2012). Moderating role of organizational commitment between job satisfaction and turnover intentions. European Journal of Scientific Research, 82(4), 564-571.
Mehdi, R., Zahra, P. & Mahshid, N. (2013). Job satisfaction and organizational commitment among nurses. Life Science Journal, 10(5s), 1-5.
Meyer, J. P. & Allen, N.J. (1997). Commitment in the workplace. Thousand Oaks, CA: Sage Publications, Inc.
Meyer, J.P. & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-98.
Meyer, J.P., Stanley, D.J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behaviour, 61(2), 20-52.
Meyer, J.P., Stanley, D.J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behaviour, 6(2), 20-52.
Mitra, A. Jenkins, G.D. Jr. & Gupta, N. (1992). A meta-analysis review of the relationship between absence and turnover. Journal of Applied Psychology, 77, 879-889.
Moynihan, D.P. & Landuyt, N. (2008). Explaining turnover intention in state government: Examining the roles of gender, life cycle, and loyalty. Review of Public Personnel Administration, 28(2), 120-143.
Onyishi, I.E., Ucho, A., & Mkavga, T. (2012). Job satisfaction, gender, tenure, and turnover intentions among civil servants in Benue State. Interdisciplinary Journal of contemporary Research in Business, 3(11), 378-387.
Oshagbemi, T. (2000). Is length of service related to the level of job satisfaction? International Journal of Social Economics, 30(12), 1210-1232.
Patton, E. (2011). The devil in the details: Judgments of responsibility and absenteeism from work. Journal of Occupational and Organizational Psychology, 84, 759-779.
Podsakoff, P.M., MacKenzie, S.B. & Podsakoff, N.P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539-569.
Rageb, M.A., Abd-El-Salam, E.M., El-Samdicy, A. & Farid, S. (2013). Organizational commitment, job satisfaction and job performance as a mediator between role stressors and turnover intentions: A study from an Egyptian cultural perspective. The Business and Management Review, 3(2), 52-73.
Samad, S. & Yusuf, S.Y.M. (2012). The role of organizational commitment in mediating the relationship between job satisfaction and turnover intention. European Journal of Social Sciences, 30(1), 125-135.
Sangroengrob, T. & Techachaicherdchoo, T. (2010). The impact of employee satisfaction, organization commitment and work commitment to turnover intention: A case study of it outsourcing company in Thailand, BAI Conference.
Saporna, G.C. & Claveria, R.A. (2013). Exploring the satisfaction, commitment and turnover intentions of employees in low cost hotels in Oriental Mindoro, Philippines. Journal of Tourism Research and Hospitality, 2(1), 1-4.
Schalk, R. & van Rijckevorsel, A. (2007). Factors influencing absenteeism and intention to leave in a call centre. New Technology, Work and Employment, 22(3), 260-274.
Sheeran, P. (2002). Intention-behaviour relations: A conceptual and empirical review. European Review of Social Psychology, 12(1), 1-36.
Sheppard, B.J., Harwick, J. & Warshaw, P.R. (1988). The theory of reasoned action: A meta-analysis of past research with recommendations for modifications and future research. Journal of Consumer Research, 15, 324-343.
Staufenbiel, T. & Konig, C.J. (2010). A model for the effects of job insecurity on performance, turnover intention and absenteeism. Journal of Occupational and Organizational Psychology, 83, 101-117.
Tharenou, P. (1993). A test of reciprocal causality for absenteeism. Journal of Organizational Behaviour, 14, 269-287.
The Youth Employment Network (2009). Private sector demand for youth labour in Ghana and Senegal: Study findings. Geneva: International Labour Office.
Vance, R.J. (2006). Employee engagement and commitment: A guide to understanding, measuring and increasing engagement in your organization. Alexandria, VA.: The SHRM Foundation.
Vogelzang, C. (2008). The complexity of absenteeism and turnover intention: Direct, mediation and moderation effects. A master’s thesis, University of Waikato, New Zealand.
Walker, A.S. & Sorce, P.A. (2009). Correlates of job satisfaction of early career employees in printing and publishing occupations. Rochester, N.Y.: Printing Industry Centre.
Yao, X. & Wang, L. (2006). The predictability of normative organizational commitment for turnover in Chinese companies: A cultural perspective. International Journal of Human Resource Management, 17(6), 1058-1075.
Yucel, I. & Bektas, C. (2012). Job satisfaction, organizational commitment and demographic characteristics among teachers in Turkey: Younger is better? Procedia-Social and Behavioural Sciences, 46, 1598-1608.
Addae, H.M., Johns, G. & Bois, K. (2013). The legitimacy of absenteeism from work: A nine nation exploratory study. Cross Cultural Management, 20(3), 402-428.
Addae, H.M., Parboteeah, K.P. & Velinor, N. (2008). Role stressors and organizational commitment: Public sector employment in St. Lucia. International Journal of Manpower, 29(6), 567-582.
Agho, A.O., Price, J.L. & Mueller, C.W. (1992). Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity. Journal of Occupational and Organizational Psychology, 65(3), 185-196.
Ajzen, I. & Fishbein, M. (2000). Attitudes and the attitude-behaviour relation: Reasoned and automatic processes. European Review of Social Psychology, 11(1), 1-33.
AlBattat, A.R.S. & Som, A.P. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62-71.
Allen, D.G. (2008). Retaining talent: A guide to analyzing and managing employee turnover. Alexandria, VA: SHRM Foundation.
Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Anderson, J.C. & Gerbing, D.W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Bagozzi, R.P. & Yi, Y. (2012). Specification, evaluation, and interpretation of structural equation models. Journal of Academy of Marketing Science, 40, 8-34.
Baker, W.E. & Sinkula, J.M. (1999). The synergistic effects of market orientation and learning orientation on organizational performance. Journal of the Academy of Marketing Science, 27(4), 411-427.
Baranik, L., Roling, E.A. & Eby, L.T. (2010). Why does mentoring work? The role of perceived organizational support. Journal of Vocational Behaviour, 76(3), 366-373.
Berry, C., Lelchook, A. & Clark, M. (2012). A meta-analysis of the interrelationships between employee lateness, absenteeism, and turnover: Implications for models of withdrawal behaviour. Journal of Organizational Behaviour, 33, 678-699.
Borda, R.G. & Norman, I.J. (1997). Factors influencing turnover and absence of nurses: A research review. International Journal of Nursing Studies, 34, 385-394.
Bouckenooghe, D., Raja, U. & Butt, A.N. (2013). Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions. The Journal of Psychology: Interdisciplinary and Applied, 147(2), 105-123.
Bussing, A., Bissels, T., Fuchs, V. & Perrar, K.M. (1999). A dynamic model of work satisfaction: Qualitative approaches. Human Relations, 52(8), 999-1028.
Bycio, P. (1992). Job performance and absenteeism: A review and meta-analysis. Human Relations, 45, 193-220.
Cadogan, J.W., Cui, C.C., Morgan, R.E. & Story, V.M. (2006). Factors facilitating and impeding the development of export market-oriented behaviour: A study of Hong Kong manufacturing exporters. Industrial Marketing Management, 35, 634-647.
Chang, W-J, A., Wang, Y-S., & Huang, T-C. (2013). Work design-related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52(1), 1-26.
Chiu, S. & Chen, H. (2005). Relationship between job characteristics and organizational citizenship behaviour: The mediational role of job satisfaction. Social Behaviour and Personality, 96(3), 619-632.
Cohen, A. & Golan, R. (2007). Predicting absenteeism and turnover intentions by past absenteeism and work attitudes. Career Development International, 12(5), 416-432.
Colarelli, S.M. (1984). Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology, 69, 633-642.
Fishbein, M. & Ajzen, I. (1975). Belief, attitude, intention, and behaviour: An introduction to theory and research. Reading, MA: Addison-Wesley.
Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with observable variables and measurement error. Journal of Marketing Research, 18, 39-50.
Fuentes, R. (2013). The influence of demographics, organizational commitment and burnout towards the turnover intentions of teachers. Southeast Asian Interdisciplinary Research Journal, 1(1), 145-158.
Guerts, S.A., Schaufeli, W.B. & Rutte, C.G. (1999). Absenteeism, turnover intention and inequity in the employment relationship. Work and Stress, 13(3), 253-267.
Gujarati, D.N. (2004). Basic econometrics (4th ed.). New York: McGraw-Hill.
Guntur, R.M.Y., Haerani, S. & Hasan, M. (2012). The influence of affective, continuance and normative commitments on the turnover intentions of nurses at Makassar’s private hospitals in Indonesia. African Journal of Business Management, 6(38), 10303-10311.
Gyensare, M.A. (2013). Employee turnover intention: Empirical examination of antecedent and outcome variables. A master’s thesis, Department of Organization and Human Resource Management, University of Ghana, Legon, Ghana.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate data analysis: A global perspective (7th ed.). London: Pearson.
Hansung, K. & Stoner, M. (2008). Burnout and turnover among social workers: Effects of role stress, job autonomy and social support. Administration in Social Work, 32(3), 5-25.
Harvey, J. & Nicholson, N. (1999). Minor illness as a legitimate reason for absence. Journal of Organizational Behaviour, 20, 979-993.
Hayday, S. (2006). Managing absence effectively. IES Opinion. Retrieved January 15, 2014, from http://www.employment-studies.co.uk.
Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38,635-672.
Jaros, S., Jermier, J., Koehler, J. & Sincich, T. (1993). Effects of continuance, affective and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 47, 951-995.
Johns, G. & Xie, J.L. (1998). Perceptions of absence from work: People’s Republic of China versus Canada. Journal of Applied Psychology, 83, 515-530.
Johns, G. (2003). How methodological diversity has improved our understanding of absenteeism from work. Human Resource Management Review, 13,157-184.
Johns, G. (2010). Presenteeism in the workplace: A review and research agenda. Journal of Organizational Behaviour, 31, 519-542.
J?reskog, K. G., & S?rbom, D. (2006). LISREL 8.8 for windows. Lincolnwood, IL: Scientific Software International, Inc.
Koslowsky, M. (2009). A multi-level model of withdrawal: Integrating and synthesizing theory and findings. Human Resource Management Review, 19,283-303.
Koslowsky, M., Sagie, A., Krausz, M. & Dolman, A. (1997). Correlates of employee lateness: Some theoretical considerations. Journal of Applied Psychology, 82, 79-88.
Lew, T-Y. & Sarawak, M. (2011). Affective organizational commitment and turnover intention of academics in Malaysia. International Conference on Business and Economic Research, 1, 110-114.
Locke, E.A. (1976). The nature and causes of job satisfaction. In M.D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.1297-1349). Chicago, IL: Rand McNally.
Lockwood, N.R. (2007). Leveraging employee engagement for competitive advantage: HR’s strategic role. HR Magazine, 52(3), 1-11.
Maertz, C.P., Griffith, R.W., Campbell, N.S. & Allen, D.G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behaviour, 28, 1059-1075.
Maqbool, F., Murtaza, G. & Rehman, A.U. (2012). Moderating role of organizational commitment between job satisfaction and turnover intentions. European Journal of Scientific Research, 82(4), 564-571.
Mehdi, R., Zahra, P. & Mahshid, N. (2013). Job satisfaction and organizational commitment among nurses. Life Science Journal, 10(5s), 1-5.
Meyer, J. P. & Allen, N.J. (1997). Commitment in the workplace. Thousand Oaks, CA: Sage Publications, Inc.
Meyer, J.P. & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-98.
Meyer, J.P., Stanley, D.J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behaviour, 61(2), 20-52.
Meyer, J.P., Stanley, D.J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behaviour, 6(2), 20-52.
Mitra, A. Jenkins, G.D. Jr. & Gupta, N. (1992). A meta-analysis review of the relationship between absence and turnover. Journal of Applied Psychology, 77, 879-889.
Moynihan, D.P. & Landuyt, N. (2008). Explaining turnover intention in state government: Examining the roles of gender, life cycle, and loyalty. Review of Public Personnel Administration, 28(2), 120-143.
Onyishi, I.E., Ucho, A., & Mkavga, T. (2012). Job satisfaction, gender, tenure, and turnover intentions among civil servants in Benue State. Interdisciplinary Journal of contemporary Research in Business, 3(11), 378-387.
Oshagbemi, T. (2000). Is length of service related to the level of job satisfaction? International Journal of Social Economics, 30(12), 1210-1232.
Patton, E. (2011). The devil in the details: Judgments of responsibility and absenteeism from work. Journal of Occupational and Organizational Psychology, 84, 759-779.
Podsakoff, P.M., MacKenzie, S.B. & Podsakoff, N.P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539-569.
Rageb, M.A., Abd-El-Salam, E.M., El-Samdicy, A. & Farid, S. (2013). Organizational commitment, job satisfaction and job performance as a mediator between role stressors and turnover intentions: A study from an Egyptian cultural perspective. The Business and Management Review, 3(2), 52-73.
Samad, S. & Yusuf, S.Y.M. (2012). The role of organizational commitment in mediating the relationship between job satisfaction and turnover intention. European Journal of Social Sciences, 30(1), 125-135.
Sangroengrob, T. & Techachaicherdchoo, T. (2010). The impact of employee satisfaction, organization commitment and work commitment to turnover intention: A case study of it outsourcing company in Thailand, BAI Conference.
Saporna, G.C. & Claveria, R.A. (2013). Exploring the satisfaction, commitment and turnover intentions of employees in low cost hotels in Oriental Mindoro, Philippines. Journal of Tourism Research and Hospitality, 2(1), 1-4.
Schalk, R. & van Rijckevorsel, A. (2007). Factors influencing absenteeism and intention to leave in a call centre. New Technology, Work and Employment, 22(3), 260-274.
Sheeran, P. (2002). Intention-behaviour relations: A conceptual and empirical review. European Review of Social Psychology, 12(1), 1-36.
Sheppard, B.J., Harwick, J. & Warshaw, P.R. (1988). The theory of reasoned action: A meta-analysis of past research with recommendations for modifications and future research. Journal of Consumer Research, 15, 324-343.
Staufenbiel, T. & Konig, C.J. (2010). A model for the effects of job insecurity on performance, turnover intention and absenteeism. Journal of Occupational and Organizational Psychology, 83, 101-117.
Tharenou, P. (1993). A test of reciprocal causality for absenteeism. Journal of Organizational Behaviour, 14, 269-287.
The Youth Employment Network (2009). Private sector demand for youth labour in Ghana and Senegal: Study findings. Geneva: International Labour Office.
Vance, R.J. (2006). Employee engagement and commitment: A guide to understanding, measuring and increasing engagement in your organization. Alexandria, VA.: The SHRM Foundation.
Vogelzang, C. (2008). The complexity of absenteeism and turnover intention: Direct, mediation and moderation effects. A master’s thesis, University of Waikato, New Zealand.
Walker, A.S. & Sorce, P.A. (2009). Correlates of job satisfaction of early career employees in printing and publishing occupations. Rochester, N.Y.: Printing Industry Centre.
Yao, X. & Wang, L. (2006). The predictability of normative organizational commitment for turnover in Chinese companies: A cultural perspective. International Journal of Human Resource Management, 17(6), 1058-1075.
Yucel, I. & Bektas, C. (2012). Job satisfaction, organizational commitment and demographic characteristics among teachers in Turkey: Younger is better? Procedia-Social and Behavioural Sciences, 46, 1598-1608.