A longitudinal analysis of the turnover process.

A repeated-measures longitudinal design was used to analyze the turnover process among a cohort of 1,445 US Marine Corps enlistees. Behavioral intentions, expected utility for both military and civilian roles, and satisfaction (Job Diagnostic Survey) were tracked over a 4-yr period. Significant predictors of early turnover were found at the time of organizational entry and were indicative of individual and anticipatory socialization differences. Differences predicting subsequent turnover and reenlistment emerged over time, as evidenced by significant Time Group?×?Time effects. Results demonstrate the temporal process underlying the turnover phenomena. (22 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of realistic job previews: A comparison using an enhancement and a reduction preview.

Evaluated job previews on subsequent turnover and clarified the processes responsible for any such effects. One, enhancement preview, was constructed to enhance overly pessimistic expectations, whereas the other, reduction preview, was designed to reduce overly optimistic expectations. Subjects, 533 male and female trainees in the U.S. Army, were given either preview, both previews combined, or no preview. Pretest, posttest, and follow-up (5 weeks later) perceptual and attitudinal measures were collected, in addition to demographic and turnover data. Results indicated (a) that trainees exposed to the combined previews had significantly (p?p?p?