The Impact of Job Performance on Employee Turnover Intentions and the Voluntary Turnover Process: A Meta-Analysis and Path Model
By Ryan D. Zimmerman, Todd C. Darnold
2006
Abstract
This study used meta-analysis to aggregate the results from 53 studies with a combined sample size of 7,888 employees to estimate the relationship between job performance and employees’ intentions to quit (ñ = -.14). Separate meta-analyses investigated whether the source of the performance rating moderated the relationship. Supervisor ratings of performance had the strongest relationship with intentions to quit, followed by self-ratings of performance, and objective measures of performance. In conjunction with prior meta-analytic results, path analysis showed that job satisfaction and intentions to quit did not fully mediate the relationship between performance and turnover. Results showed that poor performers are more likely to quit even after controlling for job satisfaction and intentions to leave the organization, indicating that poor performers are more apt to engage in unplanned or impulsive quitting. Results also indicated that good performers were slightly more likely to intend to quit after controlling for job satisfaction.
Keywords
Intent To Quit, Job Performance, Meta-Analysis, Turnover
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