Antecedents to turnover intention : examining organizational learning culture and leader member exchange.


Access rights

Worldwide access.
Access changed 8/16/21.

Journal Title

Journal ISSN

Volume Title



Turnover intention is an important variable for organizations seeking to retain employees and reduce costs associated with hiring and training new employees. While variables such as organizational commitment, job satisfaction, and to a lesser extent, leader member exchange, have been studied in conjunction with turnover intention, organizational learning culture has not been a prominent within the human resources management literature. I found an existing model of turnover intention which examined organizational learning culture, leader member exchange, and organizational commitment. The extant model had been created and previously validated with populations from Korea and Malaysia. Using path analysis, I sought to determine whether the model would fit a sample (n= 192) from the United States. The model fit was not acceptable and results were interpreted with caution. Next, I extended the model by adding the variable of job satisfaction. The Parker model of turnover intention was tested with the same sample. LMX quality and organizational learning culture explained 18% of the variance in organizational commitment and 32% of the variance in job satisfaction. Overall, 54% of the variance of turnover intention was explained by this model of turnover intention and the overall model fit was deemed acceptable. I discuss the implications of the results and conclude with a discussion on the cultural considerations of the models of turnover intention, limitations on the study, and ideas for future research.



Turnover intention. Job satisfaction. Human resources. Organizational commitment. Organizational learning culture. Leader member exchange. Path analysis.