TURNOVER OF COMPUTER SPECIALISTS - A FOLL OW-UP-STUDY

The analysis of a further wave of the turnover study reported by Baill od and Semmer (1994) shows a remarkable similarity in predictors. Job satisfaction, commitment, and normative beliefs are most predictive in both cases, as is the more specific ''satisfaction with leadership cl imate''. Vocational changes bring quire diverse, voluntary turnover is reduced, as are scores on relevant predictors. This corresponds to th e deterioration of the economic context. Among the reasons for quittin g, leaving an unsatisfactory job situation is dominant. Job satisfacti on is lowest shortly before quitting, followed by a raise which is nor short-lived only. Similar bur weaker patterns are found with regard t o changes within one's company. Even though percentage of variance exp lained is small, the relationships found correspond to drastic changes in the odds of quitting. Results underscore the importance of develop ment over time, they illustrate voluntary quitting as one of the mecha nisms of vocational (self-) selection and socialization that lead to a better fit between people and work, anti they show that the developme nt of various aspects of job satisfaction is quite a sensitive indicat or of the turnover process - a finding which has clear implications fo r possible interventions.