Turnover theory at the empirical interface: Problems of fit and function.

By Robert P. Steel. 2002

357 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Management Science and Operations Research, Safety Research

View Paper: https://www.semanticscholar.org/paper/3955c300a2331f2b8d67e84c57ca11673f91d41d

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Citations in the corpus

Exploring turnover intentions among three professional groups of employees (2006, background): “These core models have ‘consistently made affect, expressed in the form of job satisfaction or organizational commitment, a centerpiece of turnover theory’ (Steel, 2002, p. 346).”
What HR managers do versus what employees value: Exploring both parties' views on retention management from a psychological contract perspective (2008, methodology): “Academic research has proposed turnover models in which the key mechanisms of the turnover process are defined, including affective factors, behavioral intentions and job search mechanisms (Bluedorn, 1982; Steel, 2002).”
PREDICTORS OF JOB SEARCH BEHAVIOR AMONG EMPLOYED AND UNEMPLOYED PEOPLE (2004, unknown): “A possible explanation for the lack of support for the hypothesized full mediation may relate to the research design used in the current study and the dynamic nature of the job search process (cf. Steel, 2002).”
Employee Job Search (2012, unknown): “Although job search is a cornerstone in a number of turnover theories and models (Steel, 2002), prior empirical work shows a modest relationship between search and turnover (rc = .31; see the meta-analysis by Griffeth, Hom, & Gaertner, 2000).”
The role of leader-member exchange in high turnover work environments (2005, background): “better pay, hours) would not be reluctant to assume the risk of quitting (Steel, 2002).”
Turnover of Information Technology Professionals: A Narrative Review, Meta-Analytic Structural Equation Modeling, and Model Development (2007, methodology): “This design necessitates several important methodological considerations, such as deciding on a suitable time-lag between assessment of self-reports and actual turnover, taking into account effects of the turnover base rate (Steel 2002), and using appropriate data analytical techniques such as survi”
The Effect of Work/Family Conflict on Intention to Quit: The Mediating Roles of Job and Life Satisfaction (2007, background): “We included this measure because the perception of readily available job alternatives has consistently been shown to be a significant predictor of intent to quit (c.f., Lance 1991; Lee et al. 1999; Steel 2002 ).”
When Employees Are Out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit-Level Voluntary Turnover (2012, background): “First, this study answers recent calls for integrating temporal elements into turnover research, given the fact that employees’ attitudes and behaviors evolve over time (Pitariu & Ployhart, 2010) and, when taking a dynamic view, researchers may generate predictions distinct from the traditional stat”
Is This How I Will Be Treated? Reducing Uncertainty through Recruitment Interactions (2013, background): “Doing so has prevented scholars from developing dynamic models of recruitment phenomenon to explain why and how recruitment activities influence job seekers’ reactions over time (cf. Steel, 2002; Wanberg, Zhu, Kanfer, & Zhang, 2012).”
Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies (2010, background): “Evidence has also shown that many turnover decisions involve a process in which individuals evaluate their current job against possible alternatives, develop intentions about what to do, and engage in various types of job search behavior (Hom & Griffeth, 1991; Mobley, 1977; Steel, 2002).”
Prior Occupational Experience, Anticipatory Socialization, and Employee Retention (2006, methodology): “The use of these techniques has been called for with respect to new theoretical arguments in turnover research (Steel, 2002) as well as empirical research that has expanded or challenged existing turnover research conclusions, which in the past have been based on more traditional statistical…”
Organizational career growth, affective occupational commitment and turnover intentions (2012, methodology): “With actual turnover data unavailable, we used Kelloway, Gottlieb, and Barham's (1999) 4-item measure to assess respondents' turnover intentions at time 2, three months after the initial survey.”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, methodology): “First, researchers have expressed concern about the overwhelming emphasis on the desirability portion of the equation (Lee et al., 2008; Steel, 2002), with Griffeth et al.”