A comparison of different conceptualizations of perceived alternatives in turnover research
比较了离职模型中感知替代的不同概念化形式对离职预测效力的差异，基于244名护士样本发现离职意向和离职行为能被前因显著预测，但结果不完全支持Mobley理论。
Abstract The present study compared the relative predictive validity of different formulations of perceived alternatives in turnover models. These formulations varied according to different levels of specificity and proximity to turnover criteria and were examined within the framework of the Mobley turnover theory (1977; Mobley, Griffeth, Hand and Meglino, 1979). A sample of 244 nurses was administered a survey assessing determinants of turnover. Six months later voluntary turnover data were collected. While intention to quit and turnover were significantly predicted by their antecedents, the results were not entirely supportive of Mobley's theory. Methodological and theoretical reasons were advanced for the inconsistent findings.