Using Job Involvement and Organizational Commitment Interactively to Predict Turnover

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Abstract
Recently Blau and Boal (1987) have proposed a conceptual model describing how an interaction of job involvement and organizational commitment can be usefulfor predicting employee turnover and absenteeism. This study partially tested their conceptual model. The study sample consisted of 129field office employees from an insurance company. The results showed that an interaction ofjob involvement and organizational commitment accounted for significant turnover variance beyond three relevant demographic variables (sex, marital status, tenure), job withdrawal cognitions, and the job involvement and organizational commitment main effects. Results and limitations of the study are discussed, including implications for managers.