AN INVESTIGATION OF THE ANTECEDENTS OF TURNOVER INTENTION FOR MANUFACTURING PLANT MANAGERS

Shows how a survey of 216 plant managers is used to develop and test a n integrated model of their turnover intentions. The model incorporate s role stressors, task characteristics, job involvement, job satisfact ion, and organizational commitment as predictors of intention to stay in the organization. The results provide moderate support for the prop osed model and show that organizational commitment had a direct and po sitive effect on plant managers' intention to stay with their organiza tion. Indirect effects on intention to slay were found for job satisfa ction, job involvement, task characteristics and role stressors. Resul ts show that job satisfaction is considered the most important factor directly affecting organizational commitment, while job involvement al so had a direct effect on organizational commitment. Role stressors we re found to be the most disfunctional variables affecting satisfaction of the plant managers. The results also indicated that task character istics play an important role in predicting job satisfaction, organiza tional commitment, and intention to stay. Presents implications for to p management to improve job satisfaction, organization commitment and retention of plant managers.