Theory‐driven development of a comprehensive turnover‐attachment motive survey
基于八力理论框架开发了包含18个量表的离职-依附动机调查问卷，首次验证了行为惯性、心理失调成本、主管和同事持续依附对离职行为的预测作用，为研究者和管理者提供了系统诊断离职原因的工具。
Abstract Recent studies propose a theoretical framework of “eight forces” that purportedly captures all the distinct motives causing voluntary turnover decisions. Based on this framework, we develop the Turnover‐Attachment Motive Survey (TAMS) consisting of 18 scales, the most comprehensive model‐based turnover antecedent survey to date, facilitating more fully specified research models and more systematic diagnoses of turnover causes. Moreover, findings support behavioral inertia against quitting, psychological dissonance costs of quitting, supervisor continuance attachment, and coworker continuance attachment as significant predictors of turnover behavior for the first time in the literature. Overall, findings do suggest that our 18‐scale survey demonstrated adequate psychometric properties to justify its further use and development. We finally discuss the many uses of the TAMS for both turnover researchers and practitioners. © 2012 Wiley Periodicals, Inc.