The Impact of Subjective Career Success on Organizational and Occupational Turnover Intentions

Abstract

Despite a plethora of research on turnover intentions, we know little about the impact of subjective career aspects (e.g., authenticity, recognition, and meaningful work) on turnover intentions. Drawing upon turnover theory, we argue that subjective career success negatively influences organizational and occupational turnover intentions. This negative effect will be stronger in the presence of career competencies and high perceived employability. To test these relationships, we conducted two field studies using a time-lagged research design. We collected data from a sample of full-time working professionals in different organizations located in India (T1: N = 303; T2: N = 235) and a sample of working professionals with occupational investments in a new profession (T1: N = 260; T2: N = 221). Results of both studies indicated that the negative impact of subjective career success on turnover intentions was strongest when the perceived employability and career competencies were high. In Study 1, we found these relationships significant for organizational turnover intentions. Through Study 2, we found significant results for occupational turnover intentions due to their occupational investments in a new profession. We discuss the contributions of the findings to the turnover theory with career-related antecedents.