A meta-analysis of perceived job alternatives and employee turnover: addressing the availability versus quality distinction
通过元分析区分感知工作替代的可用性与质量两个维度，发现替代质量对离职的预测力是可用性的近三倍，为理论和实践提供清晰指引。
Purpose Perceived job alternatives (PJAs) play a central role in most theoretical models of employee turnover. However, the state of the empirical literature remains confused. The present study brings clarity to the literature via a meta-analytic review, delineating the key theoretical and empirical differences between perceived alternative availability (PAA) and perceived alternative quality (PAQ). Design/methodology/approach Using meta-analysis, we estimate correlations for PAA and PAQ and turnover behavior, as well as with each other, allowing us to examine their joint and unique predictive validity. Findings Although PAA (r = 0.15) and PAQ (r = 0.22) exhibited somewhat similar correlations with turnover, relative weight analysis revealed that the effect of PJA on turnover was nearly three times stronger for PAQ than for PAA. Originality/value Our work is the first systematic attempt to disentangle the relative contributions of alternative availability versus alternative quality in predicting turnover, offering implications for theory, empirical research and practice.