HR & organizational behavior
Turnover intention scale: what it is and how to measure it
- Concept
- Turnover Intention
- Field
- HR & organizational behavior
- Scales in the library
- 1
- Items
- 3
Turnover intention is the degree to which an employee thinks about and plans to leave the current organization in the near future. It is a common dependent variable in HR research because actual turnover is hard to observe, while intention is its closest predictor. The concept appears in Mobley's model, social exchange theory and the job demands-resources model. Common topics in Vietnam: turnover intention of bank staff, nurses, IT employees and teachers, and the roles of satisfaction, stress and leadership.
Comparing the scales
| Scale | Author (year) | Items | Response format | When to use it |
|---|---|---|---|---|
| Intention to Turnover (TI) Turnover intention (MOAQ) | Cammann, Fichman, Jenkins & Klesh (1979) | 3 | 7-point | Choose this for most studies; 3 concise items measuring both thoughts and plans to look for a new job in the coming year. |
Items of each scale
Original English wording from the published source. Replace placeholders such as [system] or
[brand] with what your study is about, and pilot the questionnaire with 20 to 30 respondents first.
Intention to Turnover (TI) · Turnover intention (MOAQ)
| Code | Item |
|---|---|
| TI1 | How likely is it that you will actively look for a new job in the next year? |
| TI2 | I often think about quitting. |
| TI3 | I will probably look for a new job in the next year. |
Source: Cammann, Fichman, Jenkins & Klesh (1979). Response scale, licence and APA reference: Turnover intention (MOAQ).
Tips
- The 1975 MOAQ uses two kinds of scales: TI1 asks about likelihood, TI2 and TI3 ask about agreement. You can unify to agree-disagree Likert and rewrite TI1 as a statement, noting the adjustment.
- There are no reverse-worded items; a high score means high turnover intention.
- Respondents may hesitate to answer honestly in company-run surveys. Stress anonymity and do not collect names or employee IDs.
- For short-term contract groups, replace 'in the coming year' with a suitable time frame such as the next 6 months.
Once you have a scale, put the concept in the research model drawer to state your hypotheses, work out the minimum sample size, and after data collection check reliability with the Cronbach's alpha calculator.
Frequently asked questions
Is the 3-item turnover intention scale enough for PLS-SEM?
Yes. Three items is the minimum to assess reliability and convergent validity, and the Cammann et al. scale is widely used in HR research. Re-check alpha and loadings on your own data.
Which factors are often included in a turnover intention model?
Commonly: job satisfaction, organizational commitment, stress or burnout, pay and rewards, leadership style, promotion opportunities, work-life balance. Satisfaction and commitment are often mediators.
Are turnover intention and intention to stay measured with the same scale?
You should not reverse the turnover scale to measure intention to stay. The two concepts differ theoretically; if your topic is retention, use a separate intention-to-stay scale.