Self-monitoring, organizational commitment, and relationships to intention to quit

This study evaluated the effects of self-monitoring on the relationships between value congruence, organizational commitment, and intent to turnover. Theory and research from both human psychology, and organizational theory formed the bases of the study. The study proposed that the degree of self-monitoring an individual exhibits alters the process of intending to quit an organization. The study presented self-monitoring as a construct that moderates the established relationships particularly between the components of organizational commitment and intention to quit. First, a discussion of the existing models of turnover established the conceptual framework. Next, the project presented an examination of the connections between value congruence and the components of organizational commitment in the literature. Finally, the study presented the evolution of self-monitoring as a construct in order to explain the connections hypothesized. The study found that self-monitoring did have some of the expected effects while suggesting that the relationships are far more complex. Recommendations for future study were included.