The Role of Social-Desirability Response Bias in Turnover Research

Abstract

In this article the authors discuss research they conducted that examined social-desirability response bias in labor turnover research. They explain how they expected to find higher scores in areas where they believed social-desirability would distort self-report data such as organizational commitment, job satisfaction and attitude. Their reasoning for these beliefs were based in the notion that individuals who remained at their jobs most likely held beliefs such as good individuals make good career choices and therefore enjoy their jobs.