Exchange variables as predictors of job satisfaction, job commitment, and turnover: The impact of rewards, costs, alternatives, and investments.

Abstract Two studies were designed to explore the ability of the investment model to predict job satisfaction, job commitment, and job turnover. The first study was a controlled laboratory analog of a work setting, and the second study was a cross-sectional survey of industrial workers. The results of the two studies were consistent. Job satisfaction was best predicted by the reward and cost values of the job, and job commitment was best predicted by a combination of reward and cost values, alternative value, and investment size. Both satisfaction and commitment were correlated with job turnover, but job commitment was more strongly related to turnover than was satisfaction. These results are in complete agreement with the investment model.

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