Do Employees Leave Just Because They Can? Examining the Perceived Employability-Turnover Intentions Relationship

AÇIKGÖZ Y., Sumer H. C., Sumer N.

JOURNAL OF PSYCHOLOGY, vol.150, no.5, pp.666-683, 2016 (SSCI) identifier identifier identifier

  • Publication Type: Article / Article
  • Volume: 150 Issue: 5
  • Publication Date: 2016
  • Doi Number: 10.1080/00223980.2016.1160023
  • Journal Indexes: Social Sciences Citation Index (SSCI), Scopus
  • Page Numbers: pp.666-683
  • Keywords: affective commitment, employability, management paradox, turnover intentions, JOB-SATISFACTION, METAANALYSIS, ANTECEDENTS, INSECURITY, COMMITMENT, RESOURCES
  • Middle East Technical University Affiliated: Yes


The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce.