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Related Experiment Videos

Work orientations and turnover.

Milena Nikolova1,2,3,4, Juliette de Wit1,2

  • 1University of Groningen, Faculty of Economics and Business, Nettelbosje 2, 9742AE Groningen, The Netherlands.

Journal of Population Economics
|June 9, 2026
PubMed
Summary
This summary is machine-generated.

Worker orientations toward work significantly predict turnover intentions and job search behavior. Career-focused individuals show higher intentions to quit, while calling-oriented individuals exhibit lower intentions, influencing mobility decisions.

Keywords:
Job searchQuit intentionsTurnoverWork orientations

Related Experiment Videos

Area of Science:

  • Organizational Behavior
  • Human Resource Management
  • Sociology of Work

Background:

  • Voluntary turnover incurs significant organizational costs.
  • Limited understanding exists regarding how fundamental worker orientations influence mobility decisions.
  • Work orientations represent long-term beliefs about the role of work in an individual's life.

Purpose of the Study:

  • To investigate the impact of distinct work orientations (job, career, calling) on turnover intentions and on-the-job search behavior.
  • To determine if work orientations predict actual job quits over time.
  • To identify work orientations as a determinant of turnover beyond traditional economic factors.

Main Methods:

  • Utilized original survey data from the Dutch LISS panel.
  • Employed regression analyses controlling for socio-demographics, personality, job characteristics, and job satisfaction.
  • Examined associations between work orientations and quit intentions, on-the-job search, and actual job quits at one and two-year follow-ups.

Main Results:

  • Work orientations strongly predict quit intentions and on-the-job search.
  • Career-oriented individuals display higher quit intentions and search activity, especially with limited promotion opportunities.
  • Calling-oriented individuals demonstrate significantly lower quit intentions and search activity.
  • Job orientation showed no systematic association with turnover outcomes.
  • Associations with actual job quits were weaker than with intentions, suggesting work conditions are stronger predictors of mobility.

Conclusions:

  • Work orientations are novel, important predictors of turnover intentions and preparatory search behavior.
  • Individual motivations and underlying beliefs about work play a crucial role in shaping mobility decisions.
  • Findings highlight the significance of psychological factors in understanding employee turnover beyond economic incentives.