Turnover intention of subsidised lawyers An examination of the antecedents of turnover intention of subsidised lawyers in the Netherlands

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This is a study about the antecedents of turnover intention of subsidised lawyers in the Netherlands. These subsidised lawyers struggle with high turnover and turnover intention (SP, 2019). A political party and two committees of the House of Representatives conducted practical research, which showed that the turnover of subsidised lawyers in the Netherlands is increasing (SP, 2019; Commissie Van der Meer, 2017; Commissie Wolfsen, 2015). High turnover of these lawyers is a problem with regard to the fundamental right of access to justice. If there are not enough subsidised lawyers, not everyone can get the legal help they need. There is no scientific based research to all the possible reasons of the high turnover intention of these lawyers. As turnover intention is an important predictor of turnover, this research aimed find out the possible antecedents of the turnover intention of subsidised lawyers in the Netherlands. The goal of this research was to offer tools to counteract the turnover intention of the subsidised lawyers in the Netherlands. In the literature study, the COR Theory (Hobfoll, 1989) and the JD-R model (Bakker and Demerouti, 2007) were used as a starting point to search for possible antecedents of turnover intention. The literature study and an interview study with four semi-structured interviews (Study 1), confirmed the following antecedents of turnover intention to be applicable to subsidised lawyers in the Netherlands: emotional exhaustion, distributive justice, procedural justice, interactional justice, job satisfaction, workload and intrinsic motivation. The conceptual model based on these results was tested with a quantitative study, with a questionnaire derived from existing questionnaires (Study 2). The sample consisted of 64 valid responses. Unfortunately, a lot of expected relationships turned out to be insignificant, possibly because of the small sample size. The most remarkable finding was the significant effect between job resources and job satisfaction, which was negative instead of positive like the literature predicted. Furthermore, the results showed that higher levels of organizational justice lead to higher levels of job satisfaction, and higher levels of job demands lead to higher levels of emotional exhaustion. In the discussion of these results, a link was made with the Two-Factor Motivation-Hygiene Theory (Herzberg, 1966). This research adds to existing knowledge by extending it to the subsidised lawyers in the Netherlands, or by contradicting it. Future research is recommended to further analyse the antecedents of turnover intention, to explore the possibility of the contradictory findings and to investigate the findings in line with Herzberg's (1966) theory.
Faculteit der Managementwetenschappen