Date of Award

1990

Document Type

Thesis

Degree Name

Master of Science (MS)

Department

Psychology

Program/Concentration

Psychology

Committee Director

Albert Glickman

Committee Member

Glynn D. Coates

Committee Member

Raymond H. Kirby

Committee Member

Robert M. McIntyre

Call Number for Print

Special Collections LD4331.P65S419

Abstract

This study seeks to explain how perceptions of turnover rate affect the organizational commitment (OC) of stayers in an organization as a function of their beliefs as to why turnover has occurred. It examined the attributions of classified employees at Old Dominion University (ODU) about the causes of turnover. Participants were asked to indicate whether they perceived ODU's turnover to be high or low and which of three possible reasons was the most likely cause of co-worker's turnover (i.e., "People most often leave because they are dissatisfied with their jobs", "People most often leave to take a more attractive job elsewhere even though they are not dissatisfied", and "Both reasons are equally important"). Attributions about the causes of turnover were examined in relation to employee tenure at ODU. Each respondent completed the Organizational Commitment Questionnaire (OCQ) which measured commitment to ODU. Analysis of variance results indicate that commitment decreased mainly when employees reached tenure of 5 to 9 years and when they perceived the turnover rate to be high, while OC was high when they perceived turnover to be low. current findings support previous studies which have demonstrated that turnover can have positive and negative consequences depending on the moderator variables involved.

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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).

DOI

10.25777/nep4-v539

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