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Turnover Processes in a Temporal Context: It's About Time

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  • John D. Kammeyer-Mueller

    ()

  • Connie R. Wanberg

    ()

  • Theresa M. Glomb

    ()

  • Dennis Ahlburg

    ()

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    Abstract

    To better understand the process of organizational withdrawal, a turnover model incorporating dynamic predictors measured at five distinct points in time was examined by following a large, occupationally diverse sample over a two-year period. Results demonstrated that turnover can be predicted by perceived costs of turnover, organizational commitment, and critical events measured soon after entry into the organization, and unemployment rates, job satisfaction, and search for alternative jobs also become significant predictors when measured over time. Critical events also predicted turnover in a manner distinct from the operation of attitudes, consistent with the unfolding model (Lee & Mitchell, 1994). The path to turnover was marked by consistently low perceived costs of turnover and satisfaction, decreases in commitment, and increases in job search over time.

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    File URL: http://www.legacy-irc.csom.umn.edu/RePEC/hrr/papers/0303.pdf
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    Paper provided by Human Resources and Labor Studies, University of Minnesota (Twin Cities Campus) in its series Working Papers with number 0303.

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    Handle: RePEc:hrr:papers:0303

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    1. Judge, Timothy A. & Larsen, Randy J., 2001. "Dispositional Affect and Job Satisfaction: A Review and Theoretical Extension," Organizational Behavior and Human Decision Processes, Elsevier, vol. 86(1), pages 67-98, September.
    2. Jovanovic, Boyan, 1979. "Job Matching and the Theory of Turnover," Journal of Political Economy, University of Chicago Press, vol. 87(5), pages 972-90, October.
    3. Brian P. McCall, 1988. "Occupational Matching: A Test of Sorts," Working Papers 617, Princeton University, Department of Economics, Industrial Relations Section..
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