Iterative development of readiness to turnover: Voluntary turnover as identity, work role, and life integration
Date of this version
Turnover, identity, qualitative
Analysis of data from in-depth interviews using grounded theory methods reveals an iterative, cumulative model of developing voluntary turnover readiness. Job-identity incongruence leads to psychophysiology-related strains, which in turn lead to fantasies of leaving and building social support for leaving. Based on this model, we propose psychophysiological strain caused by job-identity incongruence as predictors of turnover readiness. Failure to visualize leaving successfully or to build social support for leaving may result in dysfunctional retention. Implications for research on turnover, identity, psychophysiology in organizations, and readiness, as well as practical implications for organizations, are discussed.
Under review (revision of original submission) at the Academy of Management Journal