Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.

Topics: Employment, Employee benefit, Job satisfaction Pages: 95 (31405 words) Published: February 7, 2012
University of Tennessee, Knoxville

Trace: Tennessee Research and Creative Exchange
Doctoral Dissertations Graduate School

5-2010

Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age. Mary L. Berry
University of Tennessee - Knoxville, mlberry2@aol.com

Recommended Citation
Berry, Mary L., "Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.. " PhD diss., University of Tennessee, 2010. http://trace.tennessee.edu/utk_graddiss/678

This Dissertation is brought to you for free and open access by the Graduate School at Trace: Tennessee Research and Creative Exchange. It has been accepted for inclusion in Doctoral Dissertations by an authorized administrator of Trace: Tennessee Research and Creative Exchange. For more information, please contact trace@utk.edu.

To the Graduate Council: I am submitting herewith a dissertation written by Mary L. Berry entitled "Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.." I have examined the final electronic copy of this dissertation for form and content and recommend that it be accepted in partial fulfillment of the requirements for the degree of Doctor of Philosophy, with a major in Business Administration. Michael L. Morris, Major Professor We have read this dissertation and recommend its acceptance: Robert T. Ladd, Donde A. Plowman, Thomas R. Crook, Alan P. Chesney Accepted for the Council: Carolyn R. Hodges Vice Provost and Dean of the Graduate School (Original signatures are on file with official student records.)

To the Graduate Council:

I am submitting herewith a dissertation written by Mary Lynn Berry entitled “Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.” I have examined the final paper copy of this dissertation for form and content and recommend that it be accepted in partial fulfillment of the requirements for the degree of Doctor of Philosophy, with a major in Business Administration.

Michael Lane Morris _______________________________ Major Professor

We have read this dissertation and recommend its acceptance: Robert T. Ladd ________________________________ Donde Plowman ________________________________ T. Russell Crook ________________________________ Alan Chesney ________________________________

Accepted for the Council: _________________________________ Carolyn R. Hodges, Vice Provost and Dean of the Graduate School

Original signatures are on file with official student records.

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Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.

A Dissertation Presented for The Doctor of Philosophy Degree The University of Tennessee, Knoxville

Mary Lynn Berry May 2010

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Copyright © 2010 by Mary Lynn Berry All rights reserved.

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DEDICATION To Lauren, Jacob, and Caroline. And Jeff.

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ACKNOWLEDGEMENTS

I would like to extend my deepest appreciation to my graduate committee for their support and encouragement--Dr. Lane Morris, Dr. Tom Ladd, Dr. Donde Plowman, Dr. Russell Crook, and Dr. Alan Chesney. In addition, a special thank you to Dr. Sharon Jeffcoat Bartley, Dr. Virginia Kupritz, and Dr. Vicky Johnson Stout for your encouragement over the years. Next, a thank you is extended to Angie White, Anita Van De Vate, and Callie Blount for proofreading. A special thank you is also extended to Jim Atchley, fellow teacher, for his continued encouragement and support. Finally, a special thank you to Drs. Hazel and Bob Spitze and Lynn and Marilyn Slayton.

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ABSTRACT

The current study assessed the moderating effects of Age and the mediating effects of Job Satisfaction on the relationship between antecedents Employee Engagement and Compensation Fairness and...

References: CHAPTER 1 Introduction “The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives” (Lockwood, 2007, p. 1).
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Nominal Definitions Employee Engagement Employee engagement is the act of an employee being involved in, enthusiastic about, and satisfied with his or her work (Seijts et al., 2006; Harter, Schmidt, & Hayes, 2002; Harrison, 2007; Gubman, 2004)
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behavior (Sheppard, Harwick, & Warshaw, 1988; Prestholdt, Lane, & Mathews, 1987)
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turnover intent) (i.e., Mobley, 1977; Mobley, Horner, Hollingsworth, 1978; Mobley, Griffeth, Hand, and Meglino, 1979; Muchinsky & Morrow, 1980)
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