Intermediate linkages in the relationship between job satisfaction and employee turnover.

TL;DR: A survey of 330 management accountants was analyzed to examine potential predictors of intended responses to organizational wrongdoing and indicated that intent to leave increased with seriousness of wrongdoing and expected retaliation for whistleblowing and decreased with expected effectiveness of whistleblowing.

TL;DR: In this paper, the authors determined whether job satisfaction, both intrinsic and extrinsic; as well as organizational commitment, both affective, continuance and normative, would predict the turnover intention of certified public accountant working in Big 3 auditing firms in the Philippines.

TL;DR: In this paper, the authors considered the graduates' expectations for corporate responsibility and employee responsibility as virtual psychological contract (PC), and considered the differences between responsibility expectation (RE) and responsibility fulfillment (RF) as psychological contract breach (PCB), for exploring empirically the differences in graduates' perception about PC before and after entering into the workplace, and discussed thoroughly the influence path that PCB acts on job satisfaction (JS) and turnover intention (TI).

TL;DR: Using Rand's theory of emotions as a starting point, the concepts of satisfaction, dissatisfaction, value, emotion, and appraisal, and their interrelationships are discussed, and the present theory of job satisfaction is contrasted with previous theories.