Quit Your Job? Test (TIS-6)

The Turnover Intention Scale (TIS-6) was developed by organizational psychology researchers Chris Bothma and Gert Roodt in 2013 as an efficient, reliable, and psychometrically sound measure of an employee's conscious intention to leave their current organization. In organizational scholarship, understanding the psychological mechanisms that lead individuals to contemplate resignation is essential for improving organizational culture, employee retention, and overall workplace well-being. The TIS-6 adapts and shortens broader turnover assessment models into a practical six-item instrument that reliably captures the critical cognitive and emotional stages that precede an actual decision to resign.

Turnover intention represents the conscious, deliberate cognitive process wherein an employee evaluates their current role and actively considers withdrawing from the organization. Rather than reflecting an impulsive reaction to a single stressful afternoon or a temporary challenge, the intention to quit typically develops gradually over extended periods. It encompasses recurring thoughts about seeking alternative employment, evaluating whether the current position fulfills personal, financial, and professional needs, and experiencing persistent frustration when work-related goals or advancement opportunities are consistently blocked or unacknowledged.

In everyday professional life, an elevated intention to quit manifests across several recognizable behavioral and emotional patterns. Employees experiencing high turnover intentions often find themselves daydreaming about alternative career paths, actively imagining how other job opportunities might provide greater fulfillment, and feeling indifferent or disengaged when facing daily responsibilities. When daily tasks no longer provide a genuine sense of purpose, or when the workplace environment repeatedly conflicts with personal values and expectations, the psychological connection to the employer weakens, making the prospect of finding a new position increasingly appealing.

Extensive empirical research in industrial and organizational behavior demonstrates that turnover intention is the single strongest and most direct cognitive precursor to voluntary employee turnover. Studies validating the TIS-6 have demonstrated that elevated scores effectively distinguish employees who eventually resign from those who remain with their employers over time. Nonetheless, researchers emphasize that a strong intention to quit does not automatically guarantee an immediate departure. Broader economic conditions, personal financial responsibilities, family commitments, and the availability of suitable alternative roles all play crucial roles in determining whether mental intentions translate into actual career changes.

The population comparison markers displayed on your results chart are approximate orientation estimates derived from published academic samples rather than standardized population percentiles or definitive norming groups. These visual reference points provide helpful context by illustrating how your self-reported responses compare to average score distributions observed in organizational research studies. However, they are intended solely for general comparison and self-reflection, as individual workplace cultures, specific occupational fields, and economic environments can significantly influence baseline turnover attitudes across different populations.

This online assessment is provided strictly for educational, informational, and personal reflection purposes. It does not constitute professional career counseling, human resources consulting, a psychological evaluation, or formal financial advice, nor does it make a definitive recommendation regarding whether you should leave your current position. Deciding whether to change jobs requires careful consideration of numerous practical factors, including financial security, career trajectory, mental well-being, and personal obligations. This test is based on the published Turnover Intention Scale (TIS-6) and is not affiliated with or endorsed by its original authors or their academic institutions.

References

• Bothma, C. F. & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1).