An overview of employee turnover models
DOI:
https://doi.org/10.5937/bizinfo2001041MKeywords:
employee turnover, voluntary employee turnover, employee turnover models, employee attitudesAbstract
Analysis of voluntary turnover, ie leaving the job is of special importance for efficient management of the outflow of employees and control of its costs in the long run. Although involuntary fluctuation is also an important aspect of overall fluctuation, it is most often not included in various research models. Willing to leave work is especially important for organizations because employees who achieve good results have more opportunities for employment outside the organization and are more likely to leave it, which is why high rates of voluntary turnover can have detrimental effects on organizational performance. Voluntary fluctuation has long captured the attention of a large number of researchers in the field of human resource management in order to identify the process that those who leave the organization go through and analyze the reasons and motives that affect employees when deciding to leave the organization. The paper will present models of fluctuation in which the basic causes of leaving the job are discovered at the individual level of analysis.
Downloads
References
Allen, D. G. (2006). Do organizational socialization tactics influence newcomer embeddedness and turnover?. Journal of management, 32(2), 237-256. https://doi.org/10.1177/0149206305280103
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of management Perspectives, 24(2), 48-64. https://doi.org/10.5465/amp.2010.51827775
Allen, D. G., & Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34(3), 350-369. https://doi.org/10.1002/job.1805
Bogićević Milikić, B. (2010). Fluktuacija zaposlenih: uzroci, posledice i kontrola. Ekonomske teme, (48)1, 131-144.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488. https://doi.org/10.1016/S0149-2063(00)00043-X
Hulin, C. (1991). Adaptation, persistence, and commitment in organizations. In Dunnette, M. Hough, L.M. (eds.), Handbook of industrial and organizational psychology, 2nd ed., vol. 2, (pp. 445-505). Consulting Psychologists Press
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). Turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. Academy of Management annals, 2(1), 231-274. https://doi.org/10.5465/19416520802211552
Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley's (1977) model of employee turnover. Organizational behavior and human performance, 34(2), 141-174. https://doi.org/10.1016/0030-5073(84)90001-1
Hom, P. W., Caranikas-Walker, F., Prussia, G. E., & Griffeth, R. W. (1992). A meta-analytical structural equations analysis of a model of employee turnover. Journal of applied psychology, 77(6), 890-909. https://doi.org/10.1037/0021-9010.77.6.890
Lee, T. W., & Mitchell, T. R. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of management review, 19(1), 51-89. https://doi.org/10.5465/amr.1994.9410122008
March, J. G., Simon, H. A. (1958). Organizations. Wiley.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237-240. https://doi.org/10.1037/0021-9010.62.2.237
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological bulletin, 86(3), 493-522. https://doi.org/10.1037/0033-2909.86.3.493
Polsky, D. (1999). Changing consequences of job separation in the United States. Industrial and Labor Relations Review, 52(4), 565-580. https://doi.org/10.1177/001979399905200404
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological bulletin, 80(2), 151-176. https://doi.org/10.1037/h0034829
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of management journal, 24(3), 543-565. https://doi.org/10.5465/255574
Sheridan, J. E., & Abelson, M. A. (1983). Cusp catastrophe model of employee turnover. Academy of Management Journal, 26(3), 418-436. https://doi.org/10.5465/256254
Steers, R.M, Mowday. R.T. (1981). Employee turnover and postdecision accommodation processes. In L.L. Cummings, B.M. Staw (Eds.), Research in organizational behavior, Vol. 3 (pp. 235-282). JAI Press.