Some Unintended Consequences of Intention to Quit

With the use of a two-cycle model of job search, the situation of employees who intend to quit, but do not, is analyzed to see if intention to quit can be useful in explaining job behaviors other than quitting. Absenteeism and being fired are suggested as unintended consequences of intention to quit. The relationship between these unintended consequences and job performance also is examined. The analysis is guided by the theoretical premises of Mobley's models of the employee turnover process.