SEARCHING FOR THE OPTIMAL LEVEL OF EMPLOYEE TURNOVER: A STUDY OF A LARGE U.K. RETAIL ORGANIZATION

By W. Siebert, Nikolay Zubanov. 2009

168 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/1b5912838ad5283a9c3b6e7e65212c27ff49f6ef

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Public Administration

Citations in the corpus

Membership Turnover and Collaboration Success in Online Communities: Explaining Rises (2011, background): “Some research also suggests that moderate levels of turnover may benefit organizations that lack the time or resources to screen and select employees carefully (Siebert and Zubanov 2009).”
Meta-Analytic Review of Employee Turnover as a Predictor of Firm Performance (2013, background): “Siebert and Zubanov (2009) reported evidence for an inverted U-shaped relationship in a sample of part-time workers, suggesting that moderate levels of turnover are more functional.”
To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention (2013, background): “It has been widely recognized that an employee’s decision to leave an organization carries with it high costs for the organization (Wright and Bonett, 2007) such as replacement costs and the loss of firm-specific human capital (Siebert and Zubanov, 2009).”
Turnover rates and organizational performance (2011, methodology): “When researchers operationalize turnover rates using a combination of quits and discharges (e.g., Glebbeek & Bax, 2004; Meier & Hicklin, 2007; Siebert & Zubanov, 2009), inverted-U or optimal turnover level effects are more commonly found.”
Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications (2011, background): “For example, Siebert and Zubanov (2009) reasoned that headcount measures can miss important temporal dynamics (e.g., losing a valuable employee near the end of a period is less damaging than losing the same employee at the beginning), and therefore, they developed a measure based on hours lost to…”
The Magnitude, Destinations, and Determinants of Mathematics and Science Teacher Turnover (2010, unknown): “…for organizations, for the larger economy, and across a range of industries and occupations (e.g., Abelson & Baysinger, 1984; Becker, 1993; Dalton, Todor, & Krackhardt, 1982; Hom & Griffeth, 1995; Jovanovic, 1979a, 1979b; Mobley, 1982; Oi, 1962; Price, 1977, 1989; Siebert & Zubanov, 2009).”
The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “To the contrary, evidence continues to accumulate that turnover—the corollary of such hiring—has damaging effects on business performance (Glebbeek & Bax, 2004; Morrow & McElroy, 2007; Shaw, 2011; Shaw, Gupta, & Delery, 2005; Siebert & Zubanov, 2009; Ton & Huckman, 2008).”
Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination (2012, methodology): “Given that the constructs in our theoretical model were subject to change over time and the high turnover rate in the retailing industry (Siebert & Zubanov, 2009), we distributed the questionnaires to the same individuals six weeks later (Time 2), thereby increasing correspondence between the…”