The unfolding model of voluntary turnover: a replication and extension

Article Abstract:

A study aimed at extending and replicating the unfolding voluntary turnover model developed in 1994 was conducted. The model is a description of the psychological path that employees take when quitting from an organization. The study was able to identify the ambiguities in the earlier model and put forward a number of hypotheses aimed at solving those ambiguities. The hypotheses were successfully tested on a 229-member sample of former employees from the top six public accounting firms in the US.

Psychological aspects, Unemployment, Workers, Unemployed workers

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Why People Stay: Using Job Embeddedness To Predict Voluntary Turnonver

Article Abstract:

This paper introduces a new construct, entitled "job embeddedness," which includes employees who know their links to people, groups, how they fit into their jobs, organizations and communities and the sacrifices they say they would give up for leaving their jobs. Job embeddedness can predict key outcomes both of intent to leave and voluntary turnovers.

Statistical Data Included, Job hunting, Job satisfaction, Employee morale, Employee retention, Employee turnover

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The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover

Article Abstract:

The theory and research on job embeddedness, which was disaggregated into its two major subdimensions, on-the-job and off-the-job embeddedness, is presented. Regression analyses revealed that off-the-job embeddedness was significantly predictive of subsequent 'voluntary turnover' and volitional absences, whereas on-the-job embeddedness was not.

Employee performance, Organizational structure

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