Toward a greater understanding of how dissatisfaction drives employee turnover

This study generalized a leading portrayal of how job dissatisfaction progr esses into turnover (Hom & Griffeth, 1991) and more rigorously tested this model using structural equations modeling and survival analysis. We further integrated job avoidance, interrole conflict, and employment conditions in to this framework. Using a national survey of retail store personnel, we fo und that interrole conflict and job avoidance influence turnover indirectly , as the Hom-Griffeth model specifies, and that unemployment rates directly affect turnover.