Abstract
This study investigates the efficacy of several variables used to predict voluntary, organizationally avoidable turnover even before the student becomes enrolled in a college. Analyses conducted on student applicant data collected in 2 separate colleges confirmed that bio-data, clear-purpose attitudes and intentions, and disguised-purpose dispositional retention scales predicted voluntary, avoidable turnover.Results also revealed that bio-data scales and disguised-purpose retention scales added incremental validity, whereas clear-purpose retention scales did not explain significant incremental variance in turnover beyond what was explained by bio-data and the disguised-purpose scales. Furthermore, disparate impact was consistently small.
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