Using Job Involvement and Organizational Commitment Interactively to Predict Turnover
研究检验了工作投入与组织承诺的交互作用对员工离职的预测效果，发现其能解释超出人口变量和离职认知的额外离职变异，对管理者有参考价值。
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.