The Role of Shocks in Employee Turnover

112 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Using job embeddedness factors to explain voluntary turnover in four European countries (2008, methodology): “The tangible costs would be the cost of training new employees, the recruitment and selection costs, adjustment time, possible product and/or service quality problems, costs of agency workers/ temporary staff (Morrell, Loan-Clarke, and Wilkinson, 2004a).”
Mapping the Decision to Quit: A Refinement and Test of the Unfolding Model of Voluntary Turnover (2008, unknown): “Second revised version, September 2006 26 where, given current shortages, they are able to leave a specific Trust and find work quickly with another Trust (Morrell et al. , 2004a).”
Tales of the unexpected: Integrating career shocks in the contemporary careers literature (2018, unknown): “Fifth and finally, we argue that the locus or source of the shock is an important attribute (cf. Morrell et al., 2004).”
Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study (2013, background): “In addition, turnover may have an effect on the organisational culture or employee morale (Morrell et al., 2004).”