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An examination of the antecedents of turnover propensity of engineers: An integrated model
Journal article   Peer reviewed

An examination of the antecedents of turnover propensity of engineers: An integrated model

Magid Igbaria and Sidney R Siegel
Journal of engineering and technology management, v 9(2), pp 101-126
1992
DOI: https://doi.org/10.1016/0923-4748(92)90001-L

Abstract

Job involvement Multivariate analysis Organizational commitment Role stressors Satisfaction Task characteristics Turnover of engineers
A survey response from 107 engineers was used to develop and test an integrated model of turnover intentions incorporating role stressors, task characteristics, job involvement, job satisfaction, and organizational commitment as predictors of intention to leave the organization. Results of this study provide moderate support for the proposed model and the pattern of linkages specified among the variables. Results show that organizational commitment had a direct and negative effect on intention to leave the organization. Indirect effects on the intention to leave were found for job satisfaction, job involvement, task characteristics and role stressors. Results also show that job satisfaction is considered the most important factor directly affecting organizational commitment. In addition, job involvement, challenge and role ambiguity had both direct and indirect effects on organizational commitment. Role stressors were found to be the most dysfunctional variables affecting satisfaction of the engineers. We also found that task characteristics play an important role in predicting job involvement, career satisfaction and intention to leave. Implications for the management of engineering departments and future research are discussed.

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