Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction*
基于社会认同理论，研究组织认同如何通过工作满意度影响离职意向，在四个样本中验证了组织认同先提升工作满意度、进而降低离职意向的路径。
The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self‐esteem. In the organizational world, social identity and self‐categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.