Mobley's Model Research Articles

“Boss, I am gonna to quit!!!” The resignation experiences of hotel employees in Vietnam

The hospitality industry has been confronted with the problem of attracting and retaining high quality employees while employee turnover is a continuous challenge. The purpose of this study is to explore the experiences of hotel employees in the resignation process in Vietnam. This study also adds on to the steps in the Mobley Model. A qualitative approach, 16 in-depth interviews were conducted, and data were analyzed. This study findings supported the Mobley Model and extended the model by furnishing a comprehensive picture of hotel employees’ resignation experiences in Vietnam. A study that explored the experiences of the resignation of Vietnamese hotel employees to understand the whole process as well as to identify the possible actual reasons affecting their resignation decision throughout their experiences.

An application of Mobley's intermediate linkages turnover model to a full-time employee group typology

Recent research has supported the heterogeneity of full-time employees based upon demographics and outside of work roles. These factors are also related to many employee and organizational outcomes, specifically the constructs found within Mobley's intermediate linkages model of turnover. The current study hypothesizes and tests, using structural equation modelling, differences between full-time groups in the relationships within Mobley's model. The results generally support Mobley's model, as well as differences in the strength of the relationships for different full-time groups.

Overcoming Staff Turnover in the Hospitality Industry using Mobley's Model

The turnover crisis has been one of the major problems in the hospitality industry. Regardless of the considerable amount of studies on employee turnover, it is still ambiguous and requires further investigation because of its dependency on human resource in the hospitality industry as part of a service product. This paper provides a theoretical overview of Mobley’s model on employees’ retention or turnover. The primary purpose of this study is to explain that the applications of the Mobley model can either determine job dissatisfaction leading to job turnover or job satisfaction leading to job retention. This application is an attempt to reduce the effects of such a crisis in local hospitality industry; and findings from literature review indicate that deprived working conditions will lead to dissatisfied employees and they eventually quit employment. The practical implications of Mobley’s model guide various organizations in the industry to mitigate the effects of employee turnover and increase employee retention.

Employee Dissatisfaction and Turnover Crises in the Malaysian Hospitality Industry

Turnover crises have had great impacts on the hospitality industry. Many studies have been done on employee turnover, but further investigation is needed as labor intensive employees are part of the hospitality product. This study reviews the literature relevant to turn over crises and provides a theoretical review of the Mobley model (1977). The purpose of this study is to give an overview of the causes of job dissatisfaction which force an employee to quit from their current job and consider other job opportunities. This is to clarify the steps of the Mobley model from the feeling of job dissatisfaction to an actual turnover crisis. This study highlights the turnover crises not only on an international level but also the national crises in Malaysia which may not be far away. Furthermore, the findings from the literature review indicates that an international perspective on a turnover crisis begins when an employee faces the case of dissatisfaction from a poor working environment and considers leaving his current job. The Mobley model could be used to predict the case of dissatisfaction and better understand how to retain the employee. Further studies could be useful to shed light on turnover crises.

An exploratory cross‐cultural study on psychological turnover behavior: A comparison of American and Korean hotel employees

This research investigates the psychological turnover theory, which is developed based on the Mobley's model, and compares the hotel employees of two culturally different countries: U.S.A. and South Korea. It takes the controversy of transferability of management theories in different cultures into consideration. This study also compares the influencing factors in the particular behavior between the two groups. For both samples, the path analyses using a series of multiple regression analyses have shown the existence of a particular linkage among the four psychological construct variables studied: job satisfaction, organizational commitment, thinking of quitting, and withdrawal intentions, thus supporting the model. Given the possible problems of collinearity between the predicting variables and thereby instability of the regression coefficients, stepwise regression analyses have been employed to serve the second objective of this study, resulting in significant differences between the two samples. In addition, a dummy variable has been created to examine the role of nationality in predicting the turnover behavior, with the nationality turning out to be an important predictor, however, its influence is indirect through organizational or psychological factors.

How job dissatisfaction leads to employee turnover

This study replicated a test of Mobley's (1977) model of how job dissatisfaction leads to employee turnover when all of the theory's components were included in the analysis. This study extended the Mobley model by examining whether the theory also applies to organizational commitment and job involvement when substituted for job satisfaction. Results generally supported the model and the extensions to organizational commitment and job involvement. Theoretical and business implications are discussed.

A Longitudinal Study of Mobley's (1977) Turnover Model.

This study evaluated the validity of Mobley's (1977) theory. Using a longitudinal design, 126 nurses were surveyed on three occasions which assessed all model constructs. Structural equation methodology failed to confirm Mobley's model. Instead, another model specifying alternative causal pathways better accounted for the data.

The validity of mobley's (1977) model of employee turnover

Unlike earlier tests of an oversimplified version of this model, the validity of W. Mobley's (1977, Journal of Applied Psychology, 62, 237–240) original turnover model was fully investigated. Constructs that were neglected in prior studies were assessed and previously examined constructs were operationalized with more reliable measures. Measures of all constructs in Mobley's model were obtained from a survey of 192 hospital employees. Turnover data were collected a year following survey administration. Following the theoretical causal ordering of Mobley's constructs, each construct was regressed on all causally prior constructs. In general, each construct was accurately predicted by the linear combination of predictors representing its causal determinants. In the majority of instances, the best predictor of a model construct was the construct's immediate causal antecedent. Further, an alternative model was evaluated and compared with Mobley's model using path analysis.

An empirical test of the inclusion of job search linkages into Mobley's model of the turnover decision process

Utilizing a sample of classified university employees, a partial replication of Mobley, Horner, and Hollingsworth's turnover model was initially undertaken. Intermediate linkages of the employee withdrawal decision process studied were job satisfaction, age, tenure, perception of job opportunities, thoughts of quitting, and intention to search. Results were in substantial agreement with the findings of Mobley et al. (1978) and double cross‐validated well with their data on hospital employees. Extension of the turnover model was then undertaken by measuring two linkages in the employee withdrawal decision suggested by Mobley (1977): (1) extent of employee search for alternatives; and (2) results of employee search for alternatives. Results of the extension indicated that the two additional intermediate linkages did not fully integrate into the model as hypothesized by Mobley (1977).