Job Search, Intentions, and Turnover: The Mismatched Trilogy

Abstract

Job search and intention to leave a job form an important link in the decision process associated with actual labor turnover. A theoretical model is proposed emphasizing the development of a search process as linked to perceived labor market opportunities and actual turnover, dependent upon matching occupational skills to actual market opportunities. The model design suggests a causal path in which "passive" search occurs before the crystalization of a turnover intent, and after an intent has emerged, an "active" search begins. When an active search brings about a coalescence between perceived and actual opportunities, a job change may occur. A combined cross-sectional and longitudinal design based on a representative sample of blue-collar employees was utilized. The results of a series of alternative logistic regression models suggest that when controlling for the basic independent work-related and biodemographic variables, neither intent to leave nor actual job search added significantly to explain actual turnover. The lack of concrete job opportunities in the labor market probably, when encountered during the actual search, accounts for these results. Job search and intent, however, are found to be positively and significantly related.