Original Research

The validation of the turnover intention scale

Chris F.C. Bothma, Gert Roodt
SA Journal of Human Resource Management | Vol 11, No 1 | a507 | DOI: https://doi.org/10.4102/sajhrm.v11i1.507 | © 2013 Chris F.C. Bothma, Gert Roodt | This work is licensed under CC Attribution 4.0
Submitted: 01 November 2012 | Published: 15 April 2013

About the author(s)

Chris F.C. Bothma, Department of Industrial Psychology and People Management, University of Johannesburg, South Africa
Gert Roodt, Department of Industrial Psychology and People Management, University of Johannesburg, South Africa

Abstract

Orientation: Turnover intention as a construct has attracted increased research attention in the recent past, but there are seemingly not many valid and reliable scales around to measure turnover intention.

Research purpose: This study focused on the validation of a shortened, six-item version of the turnover intention scale (TIS-6).

Motivation for the study: The research question of whether the TIS-6 is a reliable and a valid scale for measuring turnover intention and for predicting actual turnover was addressed in this study.

Research design, approach and method: The study was based on a census-based sample (n= 2429) of employees in an information, communication and technology (ICT) sector company (N= 23 134) where the TIS-6 was used as one of the criterion variables. The leavers (those who left the company) in this sample were compared with the stayers (those who remained in the employ of the company) in this sample in respect of different variables used in the study.

Main findings: It was established that the TIS-6 could measure turnover intentions reliably (α= 0.80). The TIS-6 could significantly distinguish between leavers and stayers (actual turnover), thereby confirming its criterion-predictive validity. The scale also established statistically significant differences between leavers and stayers in respect of a number of the remaining theoretical variables used in the study, thereby also confirming its differential validity. These comparisons were conducted for both the 4-month and the 4-year period after the survey was conducted.

Practical/managerial implications: Turnover intention is related to a number of variables in the study which necessitates a reappraisal and a reconceptualisation of existing turnover intention models.

Contribution/value-add: The TIS-6 can be used as a reliable and valid scale to assess turnover intentions and can therefore be used in research to validly and reliably assess turnover intentions or to predict actual turnover.

Keywords

Burnout; helping behaviour; personal alienation; task performance; turnover; work engagement; work-based identity

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