Why employees stay: the roles of psychological ownership, territoriality and work relationship closeness in affecting employee turnover intention

Frontiers of Business Research in China

Table 2 Means, Standard Deviations, and Correlations

Variables	Mean	SD	1	2	3	4	5	6	7	8
1. Age	2.05	.98
2. Educational level	3.29	.88	.36^**
3. Gender	1.25	.41	.08	.06
4. Job level	1.13	.35	.17^**	.03	.05
5. Psychological ownership (T₁)	3.25	.83	-.07	-.27^**	-.12^*	.15^**	(.81)
6. Territoriality (T₂)	3.08	.59	-.10	-.20^**	.05	.15^**	.27^**	(.87)
7. Work relationship closeness (T₂)	3.60	.49	.09	-.01	.05	.17^**	.13^*	.27^**	(.84)
8. Turnover intention (T₃)	2.59	.66	-.10	-.08	.08	-.20^**	-.17^**	-.25^**	-.16^**	(.77)

Notes: N = 341. Age: “1” under 26, “2” between 26 and 30, “3” between 31 and 35, “4” between 36 and 40, “5” between 41 and 45, “6” between 46 and 50, “7” above 50. Educational level: Education was coded as “1” secondary education, “2” senior high school, “3” junior college education, “4” bachelor’s degree, “5” postgraduate degree, “6” PhD degree. Gender: “0” female, “1” male. Job level: “1” grassroots employee, “2” first-line manager, “3” middle manager
^* p < .05, ^** P < .01, Two-tailed tests