Dear Rita,

Check these papers out:

Nurse perceptions of workplace environment: differences across shifts.Teclaw R, Osatuke K. J Nurs Manag. 2014 Dec 10.

Should I stay or should I go? The impact of working time and wages on retention in the health workforce. Steinmetz S, de Vries DH, Tijdens KG. Hum Resour Health. 2014

The relationship between South Korean clinical nurses' attitudes toward organizations and voluntary turnover intention: A path analysis. Kim JK, Chang SJ. Int J Nurs Pract. 2014 Mar 26

What makes staff consider leaving the health service in Malawi? Chimwaza W, Chipeta E, Ngwira A, Kamwendo F, Taulo F, Bradley S, McAuliffe E. Hum Resour Health. 2014 Mar 19;12:17.

Thank you Béatrice, really interesting suggestions!! Best wishes,

Rita

As far as I know, in the AET intention to quit should be considered as an example of judgement driven behavior. So it is already an attitude.

Thanks for your comment José. My doubt comes from the model, as it is designed in Weiss & Cropanzano (1996).

Apparently, turnover intentions are part of judgement driven behaviors which come after work attitudes (e.g., job satisfaction). However, as I see it, turnover intention should be placed in work attitudes and not in judgement driven behavior because they are intentions, not a behavior per se (yet). Right?

Be carefull with this; in the general framework of the AET any behavior can be considered as driven by judgements or driven by affect. In my opinion, if you have followed classic measure of intention to quit (analyse please the items that you used) you have used it as an exampe of a classic attitude (an in the recent OB literature attitude are considered as judgment forgeting possible affective components).