A model of organizational turnover is expanded from previously reported models to include an extra organizational antecedent and comparison across two different hierarchical levels of management. Role ambiguity, role conflict, and work-family conflict were used as antecedents of job satisfaction, organizational commitment, intent to leave, and actual turnover The basic model of turnover was supported in both levels of management. In addition, several additional relationships that have been found in previous studies were tested. Implications of these results for retail managers are discussed.
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