The first path that Lee and Mitchell (1994) present describes that an employee quits their job as a result of some predetermined script. A predetermined script is a behavioral response an employee responds automatically with because they already have previous experience with that particular situation (Lee & Mitchell, 1994). This implies an employee may quit their job because they have previous experience with a similar situation that allows for the employee to quit with little examination. Unlike Mobley’s Model (1977) this path has nothing to do with whether the employee is satisfied or dissatisfied with their job, rather the employee quits their job as a result of an automatic response pre-programmed to that situation (Lee & Mitchell, 1994).
The next path described in the Unfolding Model, involves “push factors.” In this path employees have no pre-programmed responses like path one entails. Instead of pre-programmed responses, employees have to evaluate whether they fit the image they hold of themselves, their work, and the future. Basically employees evaluate whether they are doing what they envisioned themselves to be doing personally, in their career, and where they are going in the future. Unlike the previous path this path ties in the concept of dissatisfaction found from the employee's cognitive evaluations. The dissatisfaction an employee experiences under this path is associated with the shock that caused the employee to evaluate their life and in turn quit their job. (Lee & Mitchell, 1994). Lee and Mitchell (1994) claim the shocks under this path are usually negative and potent. This path is comprised of "Push Factors", because the negative shocks employees experience in this path "push" them toward the decision of quitting their job.
The next path deals with what the model refers to as “Pull factors.” As a result of some shock an employee begins to compare their current job to another job. These type of shocks are ones such as unexpected job offers. The unique aspect of this stage is even satisfied employees can leave an organization when presented with an opportunity like a new job offer that has attractive benefits. This presents the idea that employees can leave regardless of whether they are satisfied or unsatisfied (Lee & Mitchell, 1994). In comparison to path two's "push factors," the pull factors in path three seem to be more positive. These positive factors such as, unexpected job offers, "pull" or entice an employee to quit their job.
The next two paths are both considered the fourth path however they separate into Four A or Four B because they differ slightly in the way an employee responds to the shock or triggering event. In path Four A the employee continually experiences job dissatisfaction which results in them resigning from their job on the spot. Whereas, in Path Four B the employee also experiences job dissatisfaction but instead of impulsively quitting the employee conducts a job search first (Lee & Mitchell, 1994). Path Four A and Four B are the paths that resemble what Mobley (1977) was trying to describe with his model the most. They are similar around the idea that when employees are longer satisfied with their job they will either quit on the spot or the dissatisfaction will influence their decision to look for other alternatives.