Turnover Intentions and Voluntary Turnover: The Moderating Role of Network Centrality

Abstract

The intention to leave a job has been shown to be the best predictor of turnover, but rarely explains more than 20% of this behavior. This article explores how centrality in social networks moderates the relationship between turnover intentions and turnover behavior, and provides insight into why some employees translate turnover intentions into turnover behavior, while others do not. Results indicate that higher levels of centrality in friendship and advice networks weaken the intentions-turnover relationship, while lower levels of centrality strengthen this linkage. These findings extend the theory of planned behavior by showing that attachment and obligation may prevent the translation of intentions into behavior. This paper also contributes to the turnover literature by re-positioning social network centrality in the decision process. Practical implications are also discussed.