New Directions for Theories for Why Employees Stay or Leave
Datos Bibliográficos
| ID | 15735549 |
|---|---|
| Autores | Peter W Hom (0000-0001-8296-4652, Arizona State University, autor de correspondencia), Kohyar Kiazad (0000-0002-0238-3143, Monash University) |
| Año | 2024 |
| Volumen | 12 |
| Número | 1 |
| Páginas | 185-213 |
| Fecha de publicación | 2024-08-19 |
| Peer Reviewed | Sí |
| Open Access | Sí |
| Tipo | ARTICLE |
| Revista | Annual Review of Organizational Psychology and Organizational Behavior (JOURNAL) |
| Identificadores de la revista | ISSN: 2327-0608 • E-ISSN: 2327-0616 |
| Editorial | Annual Reviews (PUBLISHER • US) |
| DOI | 10.1146/annurev-orgpsych-110622-033733 |
| OpenAlex | W4401687238 |
| Idioma | EN |
| Citas recibidas | 3 |
| Referencias citadas | 148 |
We critically review classic and contemporary theory and research on employee turnover and retention and frame a future research agenda that generates new directions for these theories. We first review first- and second-generation turnover models that shaped conventional understanding of why employees voluntarily quit, classifying reasons as representing perceived desirability of movement or ease of movement. We next review the more contemporary unfolding model and its derivatives (i.e., shocks research, leader-departure effect, turnover event theory) that upended traditional explanations of how and why employees quit. After reviewing classic and contemporary turnover models, we shift our focus to job embeddedness, which over the past 20-plus years has taught us a great deal about why employees stay. We synthesize original job embeddedness research before appraising its extensions and recent developments. We conclude with a discussion of how organizations can cultivate the “right” kind of staying
Employment and Welfare Studies · Psychology · Social Psychology
Organizational commitment, job satisfaction, and turnover among psychiatric technicians.
Antecedents and outcomes of organizational support for development
Turnover and Retention Research
The Effects of Job Embeddedness on Organizational Citizenship, Job Performance, Volitional Absences, and Voluntary Turnover.
An evaluation of precursors of hospital employee turnover.
Alternative Approaches to the Employee-Organization Relationship
Job crafting
Turnover rates and organizational performance
Causes of employee turnover
An Alternative Approach
The snowball effect
A longitudinal test of the investment model
Social Networks and the Performance of Individuals and Groups.
One hundred years of employee turnover theory and research.
Impact of Exchange Variables on Exit, Voice, Loyalty, and Neglect
Voluntarily Leaving an Organization
A Causal Model of Turnover for Nurses.
Is there Such a thing as “Evidence-Based Management”?
Job crafting
Surveying the forest
The Story of Why We Stay
The Power of Momentum
Job crafting and its relationships with person–job fit and meaningfulness
Job attitudes and organizational withdrawal
Crafting a Job
Intermediate linkages in the relationship between job satisfaction and employee turnover.
A Meta-Analysis of Antecedents and Correlates of Employee Turnover
Person‐organization Fit
Turnover Contagion
Unemployment, job satisfaction, and employee turnover
A meta-analytical structural equations analysis of a model of employee turnover.
A three-component conceptualization of organizational commitment
Affective, Continuance, and Normative Commitment to the Organization
The Social Identity Theory of Intergroup Behavior
A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment
Discharges, Poor-Performer Quits, and Layoffs as Valued Exits
Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover
Analytical mindsets in turnover research
STEMming the tide
Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees
Job embeddedness and voluntary turnover in the face of job insecurity
Occupational embeddedness and job performance
Reorienting job crafting research
The turnover contagion process
Double‐conscious professional self‐expression of racial minority scientists‐in‐training
When leaders are forced to stay
The Great Resignation in the United States
Am I a peasant or a worker? An identity strain perspective on turnover among developing-world migrants
Fun and friends
The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover
Playful work design
Community embeddedness and work outcomes
A Theory of Social Comparison Processes
Alternative opportunities and withdrawal decisions
Employee Voice, Intention to Quit, and Conflict Resolution
Predicting Employee Turnover From Communication Networks
| Obras citantes distintas | 3 |
|---|---|
| Citas por año | 3 |
| Intervalo de citas | 2025 - 2026 (2) |
| Velocidad de citación | current |
| Altamente citado | No |
| Tipos de cita | Neutras: 3 |