The findings of the present study should be considered in light of several limitations, each of which should be addressed by future
research. First, our study sample consisted of employees working in one call center of a single telecommunication company, and the
majority of the employment population in the call center industry is young and female, with a relatively low tenure. This could have
introduced gender, age and tenure biases into our findings. For example, if older longer tenured male employees had a high turnover
rate, failing to include an equal number of older longer tenured male employees may have affected the hypothesized relationships.
Thus, the findings may have been different if there had been more older, male and longer tenured employees included in our sample.
Although failing to include a sufficient number of older, male and longer tenured employees in this study may have led to higher or
lower means within the study variables, it is arguable that this may have affected only the mean values. However, the associations
between the variables would have been of similar magnitude, regardless of means. To clarify this sampling issue, we include gender,
age, and tenure as control variables to test their effects on turnover behavior, and the results show that gender, age, and tenurewere not
found to be related to turnover intention (Time 1) or turnover behavior (Time 2), and only tenure was somewhat associated with
turnover behavior (Time 3). The results suggest that imbalanced data for gender, age, and tenure did not have a strong negative impact
on the findings of this study. Nevertheless, further research should be conducted to replicate this study using a sample more balanced in
terms of gender, age, and tenure in different organizational settings in order to improve confidence in the findings and their
generalizability.