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The present study examined the causal attributions for turnover of employees by supervisory and non-supervisory employees. It was hypothesized that only among non-supervisors but not among supervisors, causes of turnover will be related to the respondents' own job attitudes. One hundred and seven supervisors and 155 non supervisors rated the extent of their agreement which each of the following two reasons for employee turnover: Employees leave because they were dissatisfied with their work. 2. Employees leave because of external causes such as family matters. In addition, participants' attitudes and commitment toward their organization were measured. Contrary to expectations, causal attributions of both supervisory and non-supervisory respondents were found to be related to their job attitudes: Those who were less satisfied tended more to attribute turnover to dissatisfaction of the leaver. The findings were discussed and compared to those of Mowday (1981), and implications for supervisory management in organizations were suggested.

Document Type: Research Article


Publication date: January 1, 1989

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