Behavioral intentions as predictors of job attitudes: The role of economic choice

Abstract

Hypotheses regarding behavioral intentions as antecedents of job attitudes were tested longitudinally with a sample of 126 retail salespeople. Hierarchical regression analysis revealed that workers' intentions to leave at organizational entry predicted subsequent job satisfaction on 19 of 21 satisfaction scales. In general, these relationships were moderated by perceived choice, construed here as the absence of externally imposed financial requirements or economic pressures to stay on the job. Consistent with cognitive dissonance theory, the intent-to-leave–job-satisfaction relationships were stronger when economic choice was higher (i.e., financial requirements were lower). The practical and theoretical implications of these findings for existing models of organizational behavior are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved)