Abstract

This study addresses the causal linkages between attitudinal determinants of employees' turnover. Using data from a survey of 408 public sector engineers working in sixteen organizations in Thailand, this study examines the relationships of job satisfaction, organizational satisfaction, and organizational commitment with turnover intention. Impacts of various factors, particularly the effect of self-efficacy expectation and pension, are also analyzed on turnover intention. Pearson correlation and path analysis through multiple regressions are conducted for the data analysis. The results are: (1) turnover intention is significantly inversely associated with both job and organizational satisfaction, and organizational commitment: (2) path analysis partially supports that job and organizational attitudes relate differently to job and organizational behavioral intention: organizational commitment is more strongly linked with turnover intention than is job satisfaction: (3) multiple regressions do not confirm the importance of self-efficacy expectation as an independent factor of job satisfaction or the importance of pension as a predicted antecedent of turnover intention.