Abstract
Occupational preferences and subsequent turnover behaviour are part of a complex relationship between employees and their occupational and organizational labour markets. Both markets contribute to matching skills and jobs. Differences in individual and occupational attributes can predict the direction and intensity of preferences for alternative organizations, occupations and job locations. Occupational preferences, which reflect the attractiveness of alternative positions within and outside the employing organization, are examined as central antecedents of occupation-specific turnover behaviour. The results of a logistic regression analysis, based on a cross-sectional occupational representative data set of 700 medical sector employees and a follow-up sample of 81 "quitters" suggest that turnover behaviour is influenced by organizational and occupational employment opportunities and occupational preferences.
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