Final answer:
Low role conflict does not have a significant relationship with voluntary job loss when compared to other factors like low job satisfaction, low organizational commitment, and low role clarity. Research emphasizes that aspects such as work content and autonomy are more predictive of job satisfaction and by extension, voluntary job loss.
Step-by-step explanation:
The question is asking which individual-level variable does not have a statistically significant relationship with voluntary job loss. Based on available research, low role conflict does not have a significant relationship with voluntary job loss compared to other factors. Studies have shown that low overall job satisfaction, low organizational commitment, and low role clarity coupled with low tenure are each associated with a higher likelihood for an employee to leave their job voluntarily. Role conflict typically refers to the stress that arises when an individual faces incompatible demands at work, but it is not the strongest predictor of whether an employee will choose to leave their job on their own accord.
Extensive research, including studies by Saari & Judge (2004) and Judge et al. (2010), has indicated that job satisfaction is more intricately linked to the nature of the work itself, such as the variety and difficulty level, rather than just the financial rewards or benefit packages. A greater amount of stress and perceived risk in the job consistently predicted lower job satisfaction, which can lead to voluntary job loss. Therefore, factors such as work content, autonomy, and other aspects of the job that fulfill an employee's intrinsic motivations tend to have a stronger relationship with voluntary job loss instead of role conflict.