What Is Wrong With Turnover Research? Commentary on Russell's Critique

Hom, Peter W.; Griffeth, Rodger W.

doi:10.1111/iops.12029

Cited by 5 publications

(2 citation statements)

References 63 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The net result is a large body of empirical support for a somewhat modest relationship between job dissatisfaction, perceived alternatives, turnover intentions, and turnover (Griffeth, Hom, & Gaertner, 2000). Much of the criterion variance remains unexplained by existing turnover models with most models explaining between 15 -20 per cent of the variance in turnover (Hom & Griffeth, 2013;Russell, 2013).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Shocks, tipping points and last straws: Turnover decision making in a post-disaster context

Nilakant¹,

Wordsworth²

2017

Proceedings

View full text Add to dashboard Cite

This paper presents a leaver-centric theory of employee turnover decision making following a significant external shock. Data was collected from in-depth interviews with 31 leavers in four organisations in a region that was hit by a major natural disaster. What was distinctive about the context was that the major shock was followed by a series of smaller shocks that shaped individuals' decision to leave. Using grounded theory methods the study identifies engaging in critical reflection as a core category that differentiated the decision-making processes of participants. The paper presents a new typology of leaving consisting of four distinct decision paths. The choice of path was shaped by four factors which emerged from the data: (1) preshock motivational state; (2) decision difficulty; (3) experienced shock magnitude; and (4) the availability of resources. The paper addresses several shortcomings in the extant literature on employee turnover. The four paths together with the four contextual influences represent a grounded theory of turnover and are a significant contribution to this literature.

show abstract

Section: Theoretical Backgroundmentioning

confidence: 99%

Shocks, tipping points and last straws: Turnover decision making in a post-disaster context

Nilakant¹,

Wordsworth²

2017

Proceedings

View full text Add to dashboard Cite

show abstract

“…Additionally, when combined with other instruments, the EOI has been shown to be capable of clarifying what aspects relate to, and result from, perceived employment alternatives. Indeed, as Hom and Griffeth () suggest in their response to Russell (), one has to consider the multidimensional nature of the voluntary turnover process, and although there are clear deficiencies with single predictor models (exasperated perhaps by the use of single‐item measures), the EOI has strong potential for enhancing our understanding of individual turnover decisions and the role of perceived employment alternatives in recruiting and staffing.…”

Section: Introductionmentioning

confidence: 99%

Cross‐cultural Measurement Invariance of the Employment Opportunity Index (EOI) in Mexican and Brazilian Professionals

Morse

Weinhardt

Griffeth

et al. 2014

Int J Selection Assessment

Self Cite

View full text Add to dashboard Cite

Perceived employment alternatives have been shown to add incremental variance in understanding voluntary turnover as well as factors related to recruiting and staffing. The Employment Opportunity Index (EOI) is a multidimensional assessment of perceived employment alternatives that has exhibited predictive validity across multiple job types and populations. This study assessed the measurement invariance of the EOI in American, Mexican, and Brazilian professionals. We found support for configural and metric invariance in all five dimensions of the EOI with these populations, and support for scalar invariance three of the five EOI dimensions. The construct validity of the EOI appears to be relatively robust in Latin American populations, although cultural and macroeconomic factors may impose some response bias in these groups.

show abstract

Örgütsel Stresin İşten Ayrılma Niyetine Etkisi

Günday¹,

Keleş²

2017

Uluslararası İktisadi Ve İdari İncelemeler Dergisi

View full text Add to dashboard Cite

Bu çalışmanın temel amacı, örgütsel stresin işten ayrılma niyetine etkisini araştırmaktır. Araştırmada ayrıca örgütsel stres ve işten ayrılma niyeti değişkenlerinin cinsiyet, yaş ve medeni durum değişkenlerine göre farklılık gösterip göstermediği incelenmiştir. Araştırmanın verileri İstanbul ilinde farklı sektörlerde görev yapan 227 beyaz yakalı çalışandan toplanmıştır. Elde edilen veriler SPSS 20.0 (Sosyal Bilimler İçin İstatistik) paket programıyla analiz edilmiştir. Araştırmanın amaçları doğrultusunda; araştırmada kullanılan demografik özellikler için frekans tabloları ve diğer değişkenler için ise güvenilirlik analizi, korelasyon analizi ve regresyon analizinden yararlanılmış ve araştırma hipotezleri test edilmiştir. Araştırma bulguları sonucunda örgütsel stresin işten ayrılma niyetine etkisinin istatistiksel olarak anlamlı olduğu belirlenmiştir.

show abstract

What Is Wrong With Turnover Research? Commentary on Russell's Critique

Cited by 5 publications

References 63 publications

Shocks, tipping points and last straws: Turnover decision making in a post-disaster context

Shocks, tipping points and last straws: Turnover decision making in a post-disaster context

Cross‐cultural Measurement Invariance of the Employment Opportunity Index (EOI) in Mexican and Brazilian Professionals

Örgütsel Stresin İşten Ayrılma Niyetine Etkisi

Contact Info

Product

Resources

About