The role of job performance in the turnover process has
been a problematic issue for researchers and managers
alike. The present study provides a preliminary test of two
key predictions derived from a conceptual model refining
the role of job performance as a direct impact on turnover,
and a moderator of the job satisfaction-turnover relation
ship. The results support differing roles for intrinsic and
extrinsic satisfaction components in their relationship with
turnover for retail store managers performing at low, aver
age and high levels.
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