Absenteeism as Predictor of Voluntary Turnover

2021 ◽  
Vol 10 (1) ◽  
Keyword(s):  
Voluntary Turnover

The Ties that Bind: Perceived Job Embeddedness and Voluntary Turnover

2006 ◽  
Author(s):  
Craig D. Crossley ◽  
Jennifer L. Burnfield ◽  
Joseph Mazzola ◽  
Steve M. Jex ◽  
Rebecca J. Bennett
Keyword(s):  
Voluntary Turnover ◽  
Job Embeddedness

Affective Experiences as a Meditational Variable in Voluntary Turnover Intentions of Nurses

2009 ◽  
Author(s):  
Stephanie E. Granda ◽  
David C. Munz ◽  
Larissa K. Barber ◽  
Matthew J. Grawitch
Keyword(s):  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Affective Experiences

A Review on Employee’s Voluntary Turnover: A Psychological Perspective

2020 ◽  
Vol 5 (2) ◽  
pp. 107-112
Author(s):  
Yan Zhen ◽  
Zuraina Dato Mansor
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Voluntary Turnover ◽  
Work Conditions ◽  
Jel Classification ◽  
Mediating Effect ◽  
Psychological Perspective ◽  
The Individual

Objective – High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique – Past studies are concerned mostly with employees’ external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees’ internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings – This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty – The arguments are presented to emphasize the needs to carry out this study. Type of Paper: Review. Keywords: Psychological Capital; Person-organization Fit; Job Satisfaction; Turnover Intention. Reference to this paper should be made as follows: Zhen, Y; Mansor, Z.D. 2020. A Review on Employee’s Voluntary Turnover: A Psychological Perspective, J. Mgt. Mkt. Review 5(2) 107 – 112 https://doi.org/10.35609/jmmr.2020.5.2(3) JEL Classification: M54, Z32.

scholarly journals Determinants of voluntary turnover: A data-driven analysis for blue and white collar workers

Work ◽  
2021 ◽  
pp. 1-19
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Turnover Intentions ◽  
Voluntary Turnover ◽  
White Collar ◽  
Interview Data ◽  
Data Driven ◽  
Employee Behavior ◽  
Number Of Children ◽  
White Collar Workers ◽  
Specific Factors ◽  
Actual Turnover

BACKGROUND: There is a growing interest in HR-analytics because of its ability to analyze employee behavior based on HR data. Predicting voluntary turnover of employees is an important topic of study, both in academia and industry. OBJECTIVE: The current study analyzes determinants for turnover, distinguishing between blue and white collar workers. The turnover analyses are based on a dataset from a payroll company, in contrary to previous turnover studies that used survey and interview data. METHODS: The studied dataset contains demographic and work specific factors for more than 380000 employees in 15692 Belgian corporations. Logistic regression is used to estimate individual turnover probabilities, the goodness of the model is tested with the AUC method. RESULTS: The study confirms turnover determinants and differences between blue and white collar workers that were described in previous work based on survey and interview data. Additionally, the study exposes so far unstudied turnover determinants and differences between blue and white collar workers. Confirmed determinants are among others age, seniority, pay and work distance. New determinants are company car, meal vouchers, night work and sickness. Different relationships to turnover are revealed for blue and white collar workers based on gender, number of children, nationality and pay. CONCLUSIONS: The presented dataset-based approach has its merit in analyzing turnover: it enables to study actual turnover instead of turnover intentions, and reveals new turnover determinants and differences between blue and white collar workers.

scholarly journals Psychological contract breach and voluntary turnover among newcomers: the role of supervisor trustworthiness and negative affectivity

2021 ◽  
pp. 1-21
Author(s):  
Émilie Lapointe ◽  
Christian Vandenberghe
Keyword(s):  
Psychological Contract ◽  
Negative Affectivity ◽  
Voluntary Turnover ◽  
Three Dimensions ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Abstract This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

scholarly journals Turnover intentions, training and motivations among Australian union staff

2021 ◽  
pp. 0143831X2110172
Author(s):  
Nick Brander-Peetz ◽  
David Peetz ◽  
Paula Brough
Keyword(s):  
Online Survey ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Intention To Leave ◽  
Theory And Practice ◽  
Organisational Support ◽  
Intrinsic Motivations ◽  
Perceived Organisational Support ◽  
The Impact ◽  
Labour Market Mobility

Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

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