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Translating Intentions to Behavior: The Interaction of Network Structure and Behavioral Intentions in Understanding Employee Turnover

Author

Listed:
  • James M. Vardaman

    (College of Business, Mississippi State University, Mississippi State, Mississippi 39762)

  • Shannon G. Taylor

    (College of Business Administration, University of Central Florida, Orlando, Florida 32816)

  • David G. Allen

    (University of Memphis, Memphis, Tennessee 38152; and Warwick Business School, West Midlands CV4 7AL, United Kingdom)

  • Maria B. Gondo

    (College of Business, University of Mississippi, University, Mississippi 38677)

  • John M. Amis

    (University of Edinburgh Business School, Edinburgh EH8 9JS, United Kingdom)

Abstract

This paper integrates psychological and sociological perspectives to provide a more complete explanation of the link between intended and actual turnover. Findings from two studies suggest that the translation of intentions to leave one’s job into turnover behavior is attenuated by centrality in organizational advice and friendship networks. Our results demonstrate that psychological and network factors jointly impact employee turnover, and distinguish the effects of different types of networks (friendship, advice), ties (in-degree, out-degree), and levels (dyadic, triadic) in the turnover process. We discuss the implications of these findings for research and practice, and propose a two-stage model of turnover grounded in temporal construal theory that describes how psychological and structural factors variously influence the turnover decision process.

Suggested Citation

  • James M. Vardaman & Shannon G. Taylor & David G. Allen & Maria B. Gondo & John M. Amis, 2015. "Translating Intentions to Behavior: The Interaction of Network Structure and Behavioral Intentions in Understanding Employee Turnover," Organization Science, INFORMS, vol. 26(4), pages 1177-1191, August.
    • Handle: RePEc:inm:ororsc:v:26:y:2015:i:4:p:1177-1191
    DOI: 10.1287/orsc.2015.0982
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    References listed on IDEAS

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    Citations

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    Cited by:

    1. Yuan Chen & Hsing Kenneth Cheng & Yang Liu & Jingchuan Pu & Liangfei Qiu & Ning Wang, 2022. "Knowledge‐sharing ties and equivalence in corporate online communities: A novel source to understand voluntary turnover," Production and Operations Management, Production and Operations Management Society, vol. 31(10), pages 3896-3913, October.
    2. Gottschalck, Nicole & Guenther, Christina & Kellermanns, Franz, 2020. "For whom are family-owned firms good employers? An exploratory study of the turnover intentions of blue- and white-collar workers in family-owned and non-family-owned firms," Journal of Family Business Strategy, Elsevier, vol. 11(3).
    3. James M. Vardaman & David G. Allen & Bryan L. Rogers, 2018. "We Are Friends but Are We Family? Organizational Identification and Nonfamily Employee Turnover," Entrepreneurship Theory and Practice, , vol. 42(2), pages 290-309, March.
    4. Tiziana Casciaro & Sigal G. Barsade & Amy C. Edmondson & Cristina B. Gibson & David Krackhardt & Giuseppe (Joe) Labianca, 2015. "The Integration of Psychological and Network Perspectives in Organizational Scholarship," Organization Science, INFORMS, vol. 26(4), pages 1162-1176, August.
    5. Oliver Rossmannek, 2022. "When do service suppliers leave their platform?—The role of friendships," Review of Managerial Science, Springer, vol. 16(5), pages 1311-1334, July.
    6. Kin Fai Ellick Wong & Cecilia Cheng, 2020. "The Turnover Intention–Behaviour Link: A Culture‐Moderated Meta‐Analysis," Journal of Management Studies, Wiley Blackwell, vol. 57(6), pages 1174-1216, September.
    7. Çınar, Esra & Basım, H. Nejat, 2022. "Who desires to stay? The role of relational job crafting on the intention to stay with the mediating role of workplace friendship," Journal of East European Management Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 27(4), pages 583-611.
    8. Bruning, Patrick F. & Alge, Bradley J. & Lin, Hsin-Chen, 2018. "The embedding forces of network commitment: An examination of the psychological processes linking advice centrality and susceptibility to social influence," Organizational Behavior and Human Decision Processes, Elsevier, vol. 148(C), pages 54-69.

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