Joutnal of Management 1988, \fol. 14, No. 3 Job Performance and Turnover Decisions: Two Fieid Studies Kevin W Mossholder Auburn University Arthur G. Bedeian Louisiana State University Dwight R. Norris William F, Giles Huberts. Feild Auburn University Hypotheses involving relationships between job performance and turnover decisions were tested in two settings within the context of an integrated model. In an initial test with a sample cf manufacturing op- eratives, support wasfoundfor (a) a curvilinear relationship between performance and turnover intentions, and (b) a satisfaction X perfor- mance interaction in predicting such intentions. A second test cf the same hypotheses, using actual turnover as a criterion, was conducted for first-line manufacturing supervisors. Only the curvilinear hypoth- esis received support. Though job performance is a focal variable in several integrative models of or- ganizational behavior, its relationship with turnover has yet to be fully considered (Wells & Muchinsky, 1985). This is surprising since turnover is recognized as having functional as well as dysfunctional consequences (Dalton, Todor, & Krackhardt, 1982; Hollenbeck& Williams, 1986). Of importance in determining the gravity of turnover is the performance of employees remaining in an organi- zation as opposed to that of those leaving. An organization losing top performers would be more negatively affected, whereas one losing poor performers could po- tentially experience positive effects, assuming better performing individuals were available as replacements. Research concerning job performance and turnover relationships has yielded mixed results. Several studies have reported a positive association between job performance and turnover. These studies have been conducted largely in profes- sional contexts. For example, Allison (1974) found that in a sample of over 2000 university scientists, higher productivity was associated with a higher prdjability of individual turnover. A similar conclusion was reached by Lazarfield and Thie- Address all conespondence to Kevin W. Mossholder, Department of Management, Aubum University, Au- bom, AL 36849. Copyiigbt 1988 by the Southern Management Association 0l49-2063/88/$2.00. 403