{"title":"Antecedents and consequences of intention to quit the organisation and the profession","authors":"N. Uppal","doi":"10.1504/jibed.2015.070795","DOIUrl":null,"url":null,"abstract":"Intention to quit is a widely researched phenomenon. Intention to quit has been here studied in two folds: intention to quit organisation and profession separately. Individual, organisational, external determinants and outcomes for these two are identified from existing literature. It is posited that job satisfaction and organisational commitment have a circular relationship with intention to quit organisation and profession and these two phenomena relate to intention to quit invariably through almost all determinants and outcomes. Hence, it is proposed that by tactically inducing satisfiers and commitment boosters, organisations can benefit by handling if not eliminate such intentions completely that have severe effects on individual as well as organisational performance.","PeriodicalId":133038,"journal":{"name":"J. for International Business and Entrepreneurship Development","volume":"1 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2015-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"J. for International Business and Entrepreneurship Development","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1504/jibed.2015.070795","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
引用次数: 3
Abstract
Intention to quit is a widely researched phenomenon. Intention to quit has been here studied in two folds: intention to quit organisation and profession separately. Individual, organisational, external determinants and outcomes for these two are identified from existing literature. It is posited that job satisfaction and organisational commitment have a circular relationship with intention to quit organisation and profession and these two phenomena relate to intention to quit invariably through almost all determinants and outcomes. Hence, it is proposed that by tactically inducing satisfiers and commitment boosters, organisations can benefit by handling if not eliminate such intentions completely that have severe effects on individual as well as organisational performance.