Voluntary employee turnover: combining variables from the ‘traditional’ turnover literature with the theory of planned behavior

By W. Breukelen, R. V. D. Vlist, H. Steensma. 2004

326 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology, Statistics and Probability

View Paper: https://www.semanticscholar.org/paper/3ed4e2a427f76eaad11ffce453e874c999d97f0f

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In Organizational Behavior and Human Resource Management

In Radiological and Ultrasound Technology

In Statistics and Probability

Citations in the corpus

The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors (2013, background): “Consequently, employees who work in the same job category but in different business units may be managed with different HR Kehoe, Wright / Impact of High-Performance Human Resource Practices 375 practices, as may those who are working in different job categories in the same business unit.”
The Effects of Perceived Management Concern for Frontline Employees and Customers on Turnover Intentions (2007, result): “These results are contradictory to the attractionselection-attrition hypothesis (Schneider and Reichers 1983) and recent empirical evidence (Van Breukelen et al. 2004) that people with longer tenure are expected to be more satisfied, committed, and comfortable with the psychological climate and…”
How well can the theory of planned behavior account for occupational intentions (2006, unknown): “Van Hooft et al (2004) found that instrumental and affective attitudes, SN and PBC increased the explained variance in intention to search for jobs from .32 (explained by control variables) to .60, though PBC (in the form of self-efficacy) did not make a unique contribution.”
Transformational leadership and turnover (2017, methodology): “A longitudinal study using the TPB shows that behavioral intentions are the best predictors of turnover, in which the effects of all the variables such as job satisfaction, organization commitment, age, and tenure were accounted for (Van Breukelen et al., 2004).”
To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention (2013, background): “In addition, voluntary employee turnover has been found to be detrimental to team interaction processes (Van der Vegt et al., 2010).”