Correcting Turnover Correlations: A Critique

Williams, Charles R.; Peters, Lawrence H.

doi:10.1177/109442819800100105

Cited by 4 publications

(3 citation statements)

References 35 publications

(41 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…When studies did not report internal consistency reliability, we used the mean of reliability estimates of other primary studies (see Table 1). No corrections were applied to address variable base rates for employment status, because this is a truly dichotomous variable (e.g., Williams & Peters, 1998). Based on previous research (Frazier, Fainshmidt, Klinger, Pezeshkan, & Vracheva, 2017; Oh et al, 2014), we set the cutoff for the minimum number of primary studies to warrant interpretation of the meta-analytic correlations at three in the main analyses and two in the moderator analyses.…”

Section: Methodsmentioning

confidence: 99%

Job search and employment success: A quantitative review and future research agenda.

Hooft

Kammeyer‐Mueller

Wanberg

et al. 2021

Journal of Applied Psychology

112

161

View full text Add to dashboard Cite

Job search is an important activity that people engage in during various phases across the life span (e.g., school-to-work transition, job loss, job change, career transition). Based on our definition of job search as a goal-directed, motivational, and self-regulatory process, we present a framework to organize the multitude of variables examined in the literature on job seeking and employment success. We conducted a quantitative synthesis of the literature to test relationships between job-search self-regulation, jobsearch behavior, and employment success outcomes. We also quantitatively review key antecedents (i.e., personality, attitudinal factors, and contextual variables) of job-search self-regulation, job-search behavior, and employment success. We included studies that examined relationships with job-search or employment success variables among job seekers (e.g., new labor market entrants, unemployed individuals, employed individuals), resulting in 378 independent samples (N ϭ 165,933). Most samples (74.3%, k ϭ 281) came from articles published in 2001 or later. Findings from our meta-analyses support the role of job-search intensity in predicting quantitative employment success outcomes (i.e., r c ϭ .23 for number of interviews, r c ϭ .14 for number of job offers, and r c ϭ .19 for employment status). Overall job-search intensity failed to predict employment quality. Our findings identify job-search self-regulation and job-search quality as promising constructs for future research, as these predicted both quantitative employment success outcomes and employment quality. Based on the results of the theoretical and quantitative synthesis, we map out an agenda for future research.

show abstract

Section: Methodsmentioning

confidence: 99%

Job search and employment success: A quantitative review and future research agenda.

Hooft

Kammeyer‐Mueller

Wanberg

et al. 2021

Journal of Applied Psychology

112

161

View full text Add to dashboard Cite

show abstract

“…Within the conversion process, one must pay close attention to the proportions of the groups involved (e.g., Blacks and Whites). This is because d is not influenced by the proportion of individuals in different groups, but r is influenced by such proportions (see Williams, 1990, and Williams & Peters, 1998, for discussions of this issue). Given that the correction formulas are written for r , it is important to either compute the point-biserial r directly or to “embed” the correct information in the conversion process if one is converting an observed d to an observed r (see Hunter & Schmidt, 1990, p. 273, or Bobko et al, 2001).…”

Section: Issues In Correcting Standardized Ethnic Group Differencesmentioning

confidence: 99%

Corrections for range restriction in structured interview ethnic group differences: The values may be larger than researchers thought.

Roth¹,

Iddekinge²,

Huffcutt³

et al. 2002

Journal of Applied Psychology

View full text Add to dashboard Cite

Previous studies of standardized ethnic group differences in the employment interview have shown differences to be relatively small. Unfortunately, many researchers conducting interview studies have not considered the issue of range restriction in research design. This omission is likely to lead to underestimates of standardized ethnic group differences (d) when the interview is considered as an initial screening device or used in combination with other initial screening devices. The authors found that 2 forms of a behavioral interview were associated with standardized ethnic group differences of .36 and .56 when corrected for range restriction. These differences are substantially larger than previously thought and demonstrate the importance of considering a variety of study design characteristics in obtaining the appropriate parameter estimates.

show abstract

“…(2014), this review of methodological approaches shows increased use of highly sophisticated measurement and data analysis techniques in studying turnover. This sophistication was evident from early discussions on the use of survival analysis (Van der Merwe & Miller, 1971), to correcting turnover correlations (Williams & Peters, 1998) and increased use of model‐testing techniques such as structural equation modelling and path analysis (Allen et al., 2014). However, such approaches focus on prediction and control rather than more nuanced understanding, and separate the employee from the employment context, thereby leaving out important details of the ‘realities of the employment relation[ship]’ (Godard, 2014, p. 10).…”

Section: Discussionmentioning

confidence: 99%

A century of labour turnover research: A systematic literature review

Bolt

Winterton

Cafferkey

2022

Int J Management Reviews

View full text Add to dashboard Cite

Labour turnover has been an important research topic in social science over the past century, involving disciplines such as human resource management, industrial relations, organizational behaviour, individual and organizational psychology, economics and health sciences. This paper presents a systematic literature review of voluntary labour turnover, providing an in-depth analysis of 1375 labour turnover studies published up to July 2019 in 142 academic journals listed in the Chartered Association of Business Schools Academic Journal Guide 2018. The analysis of theoretical and empirical labour turnover studies reveals:(1) distinctive foci in the development of labour turnover research over the past hundred years; (2) relative lack of attention to testing specific labour turnover theories; (3) a prevailing quantitative approach to identifying antecedents of labour turnover; (4) increased reliance on turnover intention as a proxy for actual turnover. This paper highlights these trends over time, providing insight into problematic areas from theoretical, methodological and empirical points of view.We suggest avenues for a more productive route to coherent theoretical, methodological and empirical development of labour turnover research.

show abstract

Correcting Turnover Correlations: A Critique

Cited by 4 publications

References 35 publications

Job search and employment success: A quantitative review and future research agenda.

Job search and employment success: A quantitative review and future research agenda.

Corrections for range restriction in structured interview ethnic group differences: The values may be larger than researchers thought.

A century of labour turnover research: A systematic literature review

Contact Info

Product

Resources

About