The present study examined growth coping, work performance, work satisfaction and organizational tenure as predictors of voluntary organizational turnover for 93 human services supervisory personnel. This study represents a further theoretical development and empirical test of the role played by employee growth coping on whether an employee stays (No Turnover) or leaves (Turnover) their organization. Additionally, clarification of the relationship between work performance and withdrawal is provided. Future research directions are introduced.
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Wright et al. (1993) studied this question.
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