Work-Related Identity Discrepancy and Employee Turnover Intention: The Mediation Effect of Job Satisfaction
Shengxian Yu Chang-e Liu, Hui Yang Xiao Yuan Jianxin Ren

Abstract
As for the competition of a contemporary enterprise, talents are the core resources, and how to retain talents becomes the hot topic. However, research to date has not yet made it clear that there may exist a relationship between work-related identity discrepancy and employee turnover intention. Drawing on Social Cognitive Theory, we hypothesize a mediating model in which work-related identity discrepancy is associated with employee turnover intention via job satisfaction. With data collected from 510 employees in China, we show that work-related identity discrepancy is associated with employee turnover intention. Moreover, we find job satisfaction mediates the main effect. Implications for theory and practice are discussed.

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