| dc.description.abstract | A substantial shortage of professionals in the healthcare field (e.g., nurses, physicians) places a priority on retention and turnover research. The purpose of the present research is to examine the relationships between various predictors of turnover (i.e., personal characteristics, role states, job characteristics, group/leader relations, organizational/environmental perceptions, attitudinal reactions) and measures of job search intentions and behaviors, turnover cognitions and intentions, and actual turnover in the healthcare field. In addition, meta-analyzed correlations of the data were subjected to a path analysis in order to better explore the relationships among the study variables. Based on 124 primary studies published between 1971-2010, results indicate that attitudinal reactions (e.g., job satisfaction, commitment) are the strongest predictors of turnover, and that a variety of role states also relate to turnover outcomes. Implications for theory and practice are discussed. | |
