Abstract
This study proposed a theoretical model for examining the process of turnover intentions and organizational commitment (OC) using career stage as a moderator. In the model, turnover intentions are influenced directly by OC and procedural justice, while procedural justice and leader-member exchange (LMX) influence turnover intentions indirectly through the mediation of OC. The relationships of the proposed model are moderated by a career stage moderator, which combines age and employee tenure. The moderating effects were simultaneously examined using data from staff in Taiwanese hospitals. The influences of OC and procedural justice on turnover intentions are found to be similar for the initial and mature stage groups, while the influence of procedural justice on OC is stronger for the initial stage group than the mature stage group. Finally, LMX exerts a stronger influence on OC for the mature stage group than for the initial stage group. The implications of the above findings are discussed.
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