Shrift, Alison G2018-02-052018-02-052016-05https://hdl.handle.net/11299/193215A Plan B Research Project submitted to the Faculty of University of Minnesota by Alison Green Shrift in Partial Fulfillment of the requirements for the Degree of Master of Arts. May 2016. 1 computer file (PDF); v, appendices A-J, tablesJob hopping motives were compared to the components of the unfolding model of voluntary turnover (Lee & Mitchell, 1994). The advancement and escape job hopping motives of 708 people were examined, and incorporated into the current model paths. Image violation was related to advancement motives but unrelated to escape motives (r = -.13, p < .01). Scripts were related to escape motives but not related to advancement motives (r = .18, p < .01). Six scales were created based on questions used by Lee and Mitchell (1994) in the creation of the model. Prediction of future quitting intentions (R2 = .086, R Square Change = .035, F Change = 13.440, Sig. F Change = .000), and past quitting behaviors (R2 = .066, R Square Change = .017, F Change = 6.375, Sig. F Change = .002) was improved using the original model components and job hopping motives. Two additional paths were proposed to describe advancement and escape job hopping profiles. Structural equation modeling was used to compare path fit compared to participants with high and low job hopping motives. Further research is needed to better understand how job hoppers fit into traditional turnover models.enJob hoppingEmployment trendsVoluntary separationEmployee turnoverUnfolding modelMaster of ArtsPlan Bs (project-based master's degrees)University of Minnesota DuluthCollege of Education and Human Service ProfessionsMaster of Arts in Psychological ScienceDepartment of PsychologyIndustrial-Organizational trackScholarly Text or Essay