Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

对于工会而言，员工流失和士气低落可能代价高昂。在本文中，作者通过对三个澳大利亚工会的 160 名员工进行在线调查，调查了影响工会员工预期自愿离职（即离职意向 (ITL)）的因素。适度多元回归分析显示，在控制倦怠、劳动力市场流动性和内在动机后，感知到的组织支持、培训不足和未满足的内在需求预测了 ITL。至关重要的是，结果表明在某些情况下涉及培训的交互效应。培训缓冲了对 ITL 支持率低的影响，但是组织未能满足工作人员对成员服务的期望对 ITL 的不利影响仍然存在，与培训无关。讨论了对理论和实践的影响，