The role of worker and job characteristics on turnover intentions

Abstract

This article is concerned with the influence of worker characteristics and work attitudes on turnover intentions among blue collar workers (n = 199) at a continuous process manufacturing plant. The effect of a multiskilling program, introduced to part of the plant, is evaluated for its effect on work attitudes and subsequent turnover intentions by comparing three different path analytic models. Some worker characteristics (e.g., marital status, age) were found to have a direct effect on intention to quit whereas others (e.g., age and skill level) exerted an indirect influence through work attitudes (satisfaction and commitment). While job satisfaction did not have a direct link to turnover intentions, it exerted a strong effect on organizational commitment, which in turn had the largest single influence on intention to quit. The multiskilling program had both positive and negative effects. On the positive side, those who were being multiskilled were more job satisfied. The impact of extrinsic job attributes, that were viewed unfavorably, was also reduced for this group. On the negative side, workers whose job skills were being taught to others showed an elevated turnover expectation. It is argued that job-enhancement programs, rather than targeted selection, would be most likely to improve retention rates. © 1996 John Wiley & Sons, Inc.