Skip to content
Journal article

Review and conceptual analysis of the employee turnover process

Mobley W, Griffeth R, Hand H, Meglino B ...see all

Psychological Bulletin, vol. 86, issue 3 (1979) pp. 493-522

  • 1

    Readers

    Mendeley users who have this article in their library.
  • N/A

    Citations

    Citations of this article.
  • N/A

    Views

    ScienceDirect users who have downloaded this article.
Sign in to save reference

Abstract

Researcn on employee turnover since the Porter and Steeers analysis of the literature reveals that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment are consistently and negatively related to turnover. Generally, however, less than 20% of the variance in turnover is explained. Lack of a clear conceptual model, failure to consider available job alternatives, insufficient multivariate research and infrequent longitudinal studies are identified as factors precluding a better understanding of the psychology of the employee turnover process. A conceptual model is presented that suggests a need to distinguish between satisfaction (present oriented) and attraction/expected utility (future oriented) for both the present role and alternative roles, a need to consider nonwork values and nonwork consequences of turnover behavior as well as contractual constraints, and a potential mechanism for integrating aggregate-level research findings into an individual-level model of the turnover process.

Author-supplied keywords

  • dissertation
  • pay promotion
  • satisfaction
  • supervisor
  • turnover
  • voluntary turnover

Get free article suggestions today

Mendeley saves you time finding and organizing research

Sign up here
Already have an account ?Sign in

Find this document

There are no full text links

Authors

  • W H.; Mobley

  • R.W.; Griffeth

  • H H.; Hand

  • B M Meglino

Cite this document

Choose a citation style from the tabs below