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Resumo

The basic argument of the article is that actual promotion, which is an essential part of the variety of rewards distributed by organizations, affects the quitting behavior of individual employees. This effect is contingent on the type of occupational group to which the employee belongs. To test the basic argument, the authors looked at the longitudinal records of a single organization, examining data on actual promotion and turnover. The findings reveal that, regardless of occupational affiliation, past promotions reduced the likelihood of leaving the organization. However, they also showed that professionals (accountants, engineers, lawyers, and computer scientists) were promoted at higher rates than managers and administrators were but had similar quitting rates. These combined findings do not lend direct support for a moderating role of occupational group affiliation. However, they suggest that by differentially affecting promotion opportunities, occupational group affiliation does affect the promotion-quit relationship.

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