Furthermore, Ferreyra [ 37] argued that this widespread and unequivalent translational component reprogramming can have a "turnover" effect on related mRNAs while inducing the translation of specific mRNAs in adaptation to environmental stress.
Job satisfaction was found to have only an indirect effect on turnover in a model exploring the causal pathways between pay satisfaction, job satisfaction, organizational commitment and turnover intent [ 7].
All in all, the conclusions drawn from the analyses in Mueller (2013a, c) are somewhat more skeptical in terms of whether there is a causal effect of turnover on training.
Indeed, it makes sense to control for these aspects, because they may capture common variance in turnover and CVT that does not indicate a negative effect of turnover on training, but merely hints at training going along with an HR policy aimed at employee retention.
Specifically, when work relationship closeness is low, psychological ownership has an indirect effect on turnover intention via territoriality (b = –.06, boot SE =.02, 95% bias corrected CI= [ .11, –.03]) and a 95% bias corrected confidence interval around the bootstrapped indirect, which does not contain zero.
Some have found that job satisfaction only has an indirect effect on turnover [ 7] often because the effect of intentions is far stronger or because models have included variables such as organisational commitment which is a more global measure.
Aronsson and Göransson [ 18] found that employees who wanted to change jobs but did not put their intentions into practice reported more symptoms such as headache, slight depression and fatigue than other employees i.e. an interaction effect between turnover intentions and job mobility due to their effect on health.
Overall, these findings do not serve to reinforce the notion of a generally detrimental effect of turnover on CVT.
