Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.
University of Tennessee, Knoxville
Trace: Tennessee Research and Creative Exchange
Doctoral Dissertations Graduate School
5-2010
Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.
Mary L. Berry
University of Tennessee - Knoxville, mlberry2@aol.com
Recommended Citation
Berry, Mary L., "Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.. " PhD diss., University of Tennessee, 2010. http://trace.tennessee.edu/utk_graddiss/678
This Dissertation is brought to you for free and open access by the Graduate School at Trace: Tennessee Research and Creative Exchange. It has been accepted for inclusion in Doctoral Dissertations by an authorized administrator of Trace: Tennessee Research and Creative Exchange. For more information, please contact trace@utk.edu.
To the Graduate Council: I am submitting herewith a dissertation written by Mary L. Berry entitled "Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.." I have examined the final electronic copy of this dissertation for form and content and recommend that it be accepted in partial fulfillment of the requirements for the degree of Doctor of Philosophy, with a major in Business Administration. Michael L. Morris, Major Professor We have read this dissertation and recommend its acceptance: Robert T. Ladd, Donde A. Plowman, Thomas R. Crook, Alan P. Chesney Accepted for the Council: Carolyn R. Hodges Vice Provost and Dean of the Graduate School (Original signatures are on file with official student records.)
To the Graduate Council:
I am submitting herewith a dissertation written by Mary Lynn Berry entitled “Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.” I have examined the final paper copy of this
Trace: Tennessee Research and Creative Exchange
Doctoral Dissertations Graduate School
5-2010
Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.
Mary L. Berry
University of Tennessee - Knoxville, mlberry2@aol.com
Recommended Citation
Berry, Mary L., "Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.. " PhD diss., University of Tennessee, 2010. http://trace.tennessee.edu/utk_graddiss/678
This Dissertation is brought to you for free and open access by the Graduate School at Trace: Tennessee Research and Creative Exchange. It has been accepted for inclusion in Doctoral Dissertations by an authorized administrator of Trace: Tennessee Research and Creative Exchange. For more information, please contact trace@utk.edu.
To the Graduate Council: I am submitting herewith a dissertation written by Mary L. Berry entitled "Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.." I have examined the final electronic copy of this dissertation for form and content and recommend that it be accepted in partial fulfillment of the requirements for the degree of Doctor of Philosophy, with a major in Business Administration. Michael L. Morris, Major Professor We have read this dissertation and recommend its acceptance: Robert T. Ladd, Donde A. Plowman, Thomas R. Crook, Alan P. Chesney Accepted for the Council: Carolyn R. Hodges Vice Provost and Dean of the Graduate School (Original signatures are on file with official student records.)
To the Graduate Council:
I am submitting herewith a dissertation written by Mary Lynn Berry entitled “Predicting Turnover Intent: Examining the Effects of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.” I have examined the final paper copy of this
References: CHAPTER 1 Introduction “The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives” (Lockwood, 2007, p. 1). 12 Nominal Definitions Employee Engagement Employee engagement is the act of an employee being involved in, enthusiastic about, and satisfied with his or her work (Seijts et al., 2006; Harter, Schmidt, & Hayes, 2002; Harrison, 2007; Gubman, 2004) 15 behavior (Sheppard, Harwick, & Warshaw, 1988; Prestholdt, Lane, & Mathews, 1987) 16 turnover intent) (i.e., Mobley, 1977; Mobley, Horner, Hollingsworth, 1978; Mobley, Griffeth, Hand, and Meglino, 1979; Muchinsky & Morrow, 1980)