Article: Extending the 8 Forces Framework of Attachment and Voluntary Turnover Journal: Journal of Business and Management (JBM) 2012 Vol.18 No.1 pp.7 - 30 Abstract: Studies in business research have begun to utilize a framework of the '8 forces' of attachment and turnover (i.e., Maertz & Griffeth, 2004) categories that purportedly capture all of the distinct motives causing voluntary turnover decisions. This model's claim of comprehensiveness will be tested through incremental validity tests on four possible value-added turnover antecedents established in the literature, in two samples of hourly factory workers. The relevant 8 forces fully-mediate the effects of organizational identification, work satisfaction, and pay satisfaction on turnover intentions. However, location attachment demonstrates incremental validity beyond relevant 8 forces variables. Thus, the findings generally support the 8 forces model as a framework to understand why people stay or quit, with one notable need for extension. In order to fulfill the model's promise of comprehensiveness, with all attendant benefits to empirical and practical turnover research, a 9th force of location attachment including community embeddedness should be added. Inderscience Publishers - linking academia, business and industry through research

Title: Extending the 8 Forces Framework of Attachment and Voluntary Turnover

Authors: Carl P. Maertz; Scott L. Boyar; Allison W. Pearson

Addresses: Author address listing can be found in the "About the Authors" section at the end of the article.

Abstract: Studies in business research have begun to utilize a framework of the '8 forces' of attachment and turnover (i.e., Maertz & Griffeth, 2004) categories that purportedly capture all of the distinct motives causing voluntary turnover decisions. This model's claim of comprehensiveness will be tested through incremental validity tests on four possible value-added turnover antecedents established in the literature, in two samples of hourly factory workers. The relevant 8 forces fully-mediate the effects of organizational identification, work satisfaction, and pay satisfaction on turnover intentions. However, location attachment demonstrates incremental validity beyond relevant 8 forces variables. Thus, the findings generally support the 8 forces model as a framework to understand why people stay or quit, with one notable need for extension. In order to fulfill the model's promise of comprehensiveness, with all attendant benefits to empirical and practical turnover research, a 9th force of location attachment including community embeddedness should be added.

Keywords: Attachment; voluntary turnover; 8 forces framework; work satisfaction; organizational identification.

DOI: 10.1504/JBM.2012.141196

Journal of Business and Management, 2012 Vol.18 No.1, pp.7 - 30

Published online: 05 Sep 2024 *

Title: Extending the 8 Forces Framework of Attachment and Voluntary Turnover

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