Employee Retention and Turnover

Name: Employee Retention and Turnover | Why Employees Stay or Leave
Brand: Routledge
Price: 61.99 EUR
Availability: OnlineOnly

Why Employees Stay or Leave

Peter W. Hom David G. Allen Rodger W. Griffeth(Autor*in)

Routledge (Verlag)

1. Auflage

Erschienen am 28. August 2019

352 Seiten

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978-1-351-38223-6 (ISBN)

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Beschreibung

This exploration of what employee turnover is, why it happens, and what it means for companies and employees draws together contemporary and classic theories and research to present a well-rounded perspective on employee retention and turnover. The book uses models such as job embeddedness theory, proximal withdrawal states, and context-emergent turnover theory, as well as highlights cultural differences affecting global differences in turnover.

Employee Retention and Turnover contextualises the issue of turnover, its causes and its consequences, before discussing underrepresented antecedents of turnover, key aspects of retention and methods for regulating turnover, and future research directions.

Ideal for both academics and advanced students of industrial/organizational psychology, Employee Retention and Turnover is essential for understanding the past, present, and future of turnover and related research.

Rezensionen / Stimmen

"This book is outstanding in so many ways. First it lays out developmentally how the complexity of this topic has evolved over time. This picture includes how theory has changed, how our results and understanding have expanded over time and how extensions now deal with a much broader phenomenon including the international implications of the findings. Second, it is simply the best scholarly treatment of the turnover topic. The authors are exceptionally well versed in the literature and constructs being tested as well as the complex methods being used to study this phenomenon over time, contexts and samples and the practical implications of these findings. It will serve as the "go to" book for years to come." - Terence Mitchell, University of Washington

"This timely book by a team of preeminent scholars in the area of employee turnover will be of benefit to both researchers and managers. Decades of research have demonstrated the high cost of turnover to organizations. Grounded in the accumulated wisdom of thousands of empirical studies, coupled with the latest in practice, this book will guide efforts to develop state-of-the-art retention policies. It also will guide future research on the topic in an era of increasingly smart machines and dynamic labor markets." - Brooks Holtom, Senior Associate Dean, McDonough School of Business, Georgetown University

Weitere Details

Weitere Ausgaben

Personen

Inhalt

Table of Contents

List of Illustrations

Biographies

Series Foreword

Preface

Chapter 1: What Is Turnover, Why Is It Important, and How Is It Measured?

Turnover Significance

Voluntary vs. Involuntary Turnover;

Avoidable vs. Unavoidable Turnover

Functional vs. Dysfunctional Turnover

Withdrawal Behavioral Family

Turnover Destinations

Collective Turnover

Chapter 2: Turnover Consequences

Turnover Effects on Leavers

Turnover Effects on Stayers

Turnover Effects on Organizations

Collective Turnover

Determining Optimal Turnover Rates

Chapter 3: Causes and Correlates of Turnover

Summarize Empirical Findings on Predictors of Individual Turnover from Past and Current Broad-Based Meta-Analyses

Chapter 4: Complex Theories of Employee Turnover

Describe and Review Classic Models

Describe and Review Contemporary Theories, notably, the Unfolding Model

Chapter 5: The Psychology of Staying: Job Embeddedness

Review Original 2001 Model of Job Embeddedness and Its Refinement

Extension of Basic Model to Explain Other Forms of Work Embeddedness

Multifocal Model of Job Embeddedness

Proximal Withdrawal State Theory

Dark Side of Job Embeddedness

Chapter 6: New Perspectives on Classic Turnover Antecedents

Organizational Commitment - Commitment Profiles

Job-Satisfaction - Trajectories Over Time

Job Performance - Complex Dynamics

Movement Ease and the Employment Opportunity Index

Chapter 7: Research Streams on Understudied Turnover Antecedents

Intervening Role of Job Search in Turnover Process

Cybernetic Theory about Job search and Turnover

Leadership Influences on Subordinate Turnover

Leadership Style and Personality

Managerial Attempts to Predict and Prevent Turnover

Leader Departure Effects

Social Networks - Structural Features

Snow Ball Effect

Network Centrality

Network Closure

Personality Influences

Personality Traits

Cognitive-Affective Processing System Theory

Chapter 8: Methodological Approaches in Turnover Research

Standard Research Practice: Critique of Static Cohort Research Design

New Statistical Methods for Predicting Turnover

Modern-Day Statistical Methods for Testing Turnover Theories

Chapter 9: Controlling Employee Turnover

Realistic Job Previews (RJP)

Recruitment Source - Employee Referrals

Hiring Based on Biodata

Hiring Based on Personality

Hiring for Fit

Socializing Newcomers

Work Design

Compensation & Reward Practices

Promising New Approaches

Pre-Quitting Behaviors

Stay Interviews

Predictive Analytics

Chapter 10: Diversity and Global Research on Turnover

Women Corporate Flight

Sexual Harassment

Racial Minority Turnover

Intersectional Discrimination

Double Jeopardy

Subordinate Male Target Hypothesis

International Diversity and Turnover

Expatriate Withdrawal

Turnover among Assembly Workers in Export-Oriented Processing Zones in Emerging Economies

Chapter 11: Future Research Directions

Investigating Change Trajectories of Turnover Predictors

Person-Centered Analyses

Construct Validation

More Research on Shocks, Link Defections and Turnover Destinations

Generalization vs. Contextualization of Theories

Understanding Collective Turnover

Empirical Validation of Methods for Controlling or Predicting Turnover

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