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I'm searching studies about how turnover intention, or perceived likelihood of being fired, or job insecurity, could change one's work-behaviors, especially will they value promotion and learning/development opportunities less or be less proactive? Most of the studies I found are about why people want to quit but haven't found any about the consequences of intention to quit. Any thoughts will be greatly appreciated!     

I am not as sure empirically, but I might recommend Hanisch, Hulin, and colleagues (1990; 1991; 1995) as a good starting point; they conducted some of the more comprehensive work on an overall withdrawal construct (e.g., work withdrawal, 

job withdrawal, voluntary turnover, retirement, etc...). Their work is also recent enough to reflect macro conditions (organization termination policy, macro-economics, post-employment benefits, etc.) that remain relevant today.

Kind regards,

Matt

On Wed, Oct 23, 2013 at 9:41 AM, Zhao, Hailin <hailin-zhao@uiowa.edu> wrote:

Hello all,

I'm searching studies about how turnover intention, or perceived likelihood of being fired, or job insecurity, could change one's work-behaviors, especially will they value promotion and learning/development opportunities less or be less proactive? Most of the studies I found are about why people want to quit but haven't found any about the consequences of intention to quit. Any thoughts will be greatly appreciated!     

Thanks!

Helen Hailin Zhao

Graduate Assistant & Ph.D Student

Department of Management and Organizations

Henry B. Tippie College of Business

W321 Pappajohn Business Bldg
The University of Iowa
Iowa City, IA 52242-1994

hailin-zhao@uiowa.edu

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Matthew Kerry, M.S.
Ph.D. Student
I/O Psychology
Georgia Institute of Technology
654 Cherry St NW
Atlanta, GA 30332-0170
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