Date

4-26-2024

Department

School of Behavioral Sciences

Degree

Doctor of Philosophy in Psychology (PhD)

Chair

Wendy Anson

Keywords

agency, preference, affective commitment, needs-supply fit, career satisfaction, turnover intentions

Disciplines

Business | Psychology

Abstract

The study contributed to theoretical and practical implications for retention. Targeting a population of mid-career soldiers in the United States Army, the predictor variable of interest was agency and its relationship with turnover intentions. The Army was a good candidate organization for this study because contemporary recruitment pressures and higher-than-average attrition rates place increasing importance on the effectiveness of organizational retention efforts. Accordingly, this study aligned research questions with a mediation model wherein agency influenced the relationships affective commitment, needs-supply fit, and career satisfaction held with turnover intentions. The hypotheses for this study were: (a) that agency significantly influenced turnover intentions; (b) that agency significantly mediated the relationship between affective commitment and turnover intentions; (c) that agency significantly mediated the relationship between needs-supply fit and turnover intentions; and (d) that agency significantly mediated the relationship between career satisfaction and turnover intentions. Findings enhanced the literature by illuminating the associated relationships and provided the necessary foundation for future causal investigations. Specifically, the findings demonstrated that agency significantly influenced turnover intentions and mediated the relationships affective commitment and needs-supply fit held with turnover intentions. The findings also demonstrated that agency held no mediation effect on the relationship between career satisfaction and turnover intentions.

Download

Share

COinS