ABSTRACT
The data with which to analyze turnover derive from a survey of almost 3000 employees of a state level Human Services Agency (HSA). Locus of Control (LOC) theory describes how personality types might perceive work conditions and figures prominently in recent work on employee turnover. Theory that explains how LOC and exchange ideology affect work conditions and job attitudes suggests that employees view work conditions as exchange resources and that job satisfaction, rewards, and costs reflect their evaluation of these resources. Analyses of response bias and multicollinearity attest to the good quality of the study data. The data does contain minor response bias with respect to race, region, and occupation, suggesting that caution should be exercised when using these variables to model turnover. That is, there is little consensus or precedent for understanding how these variables affect turnover decisions. Eighteen job-related personalities, attitudinal and demographic variables that constitute several important models of turnover are examined in this analysis of turnover.
