Guilt or apathy? A dual-path curvilinear model of turnover intention and voice

Introduction

Turnover intention is widely examined as a predictor of employee exit, but its impact on the behavior of those who remain in the organization is rarely examined. Understanding how remaining employees behave when they consider leaving is crucial for maintaining organizational functioning.

Objectives

This study explores how turnover intention influences employee voice behavior, focusing on the underlying emotional mechanisms and their nonlinear effects.

Method

A three-wave, multi-source survey was conducted with 271 employees and 95 direct supervisors in Chinese enterprises. Turnover intention was measured at Time 1, emotional responses (guilt and apathy) at Time 2, and supervisor-rated voice behavior at Time 3. Structural equation modeling was used to test the dual-path, curvilinear mediation model.

Results

Results reveal that turnover intention affects voice behavior through two distinct curvilinear paths. At low-to-moderate levels, turnover intention increases guilt, which promotes voice. At moderate-to-high levels, it increases apathy, which suppresses voice. The mediation effects of guilt and apathy were both supported.

Conclusion

This study highlights the complex, nonlinear impact of turnover intention on voice behavior through distinct emotional pathways. These findings emphasize the importance of recognizing and managing emotional reactions in employees with varying levels of turnover intention. Organizations should not automatically assume silence or voice reflects disengagement or commitment, respectively; instead, they should provide emotional support and meaningful communication channels to guide employees through their intention to leave while sustaining their capacity for constructive contributions.