Is High Employee Turnover Really Harmful? An Empirical Test Using Company Records

By A. Glebbeek, E. H. Bax. 2004

469 citations recorded by the source corpus.

Subfields: Economics and Econometrics, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/54c21f9a1e583fd91837a14b8bb8e07b87ad6677

How researchers see this paper

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

In Economics and Econometrics

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications (2011, background): “Other work shows that turnover is positively related to rates of absenteeism (Dittrich & Carrell, 1979; Glebbeek & Bax, 2004; Richardson & Vandenberg, 2005), suggesting that withdrawal behaviors may follow a pattern of progression or may be susceptible to common causes.”
Individual and organizational determinants of turnover intent (2013, background): “Indeed, it has been discovered that although labor market conditions do significantly impact turnover rates (Schervish, 1983; Terborg and Lee, 1984), high rates of voluntary turnover are often found to be harmful to firm performance (Glebbeek and Bax, 2004).”
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “…empirical studies have consistently demonstrated the existence of a negative relationship between voluntary turnover and financial performance (e.g., Batt, 2002; Glebbeek & Bax, 2004; Huselid, 1995; Kacmar, Andrews, Van Rooy, Steilberg, & Cerrone, 2006; Morrow & McElroy, 2007; Shaw et al., 2005).”
5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008, background): “…sector only, not seasonally adjusted; Source: US Department of Labor, Bureau of Labor Statistics, Job Openings and Labor Turnover Survey. and, thus, are more likely to leave (Trevor, 2001), high rates of voluntary turnover are often found to be harmful to firm performance (Glebbeek & Bax, 2004).”
Meta-Analytic Review of Employee Turnover as a Predictor of Firm Performance (2013, background): “The logic underlying a curvilinear relationship is that an appropriate balance of costs and human and social capital may result in an optimal level of turnover in some contexts (e.g., Glebbeek & Bax, 2004).”
SEARCHING FOR THE OPTIMAL LEVEL OF EMPLOYEE TURNOVER: A STUDY OF A LARGE U.K. RETAIL ORGANIZATION (2009, methodology): “Thus, like Glebbeek and Bax (2004), we concluded that turnover indeed influences labor productivity, and not the other way around.”
Psychological capital, Big Five traits, and employee outcomes (2014, unknown): “low morale and loss of organizational memory) (Glebbeek and Bax, 2004).”
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).”
Does Turnover Intention Matter? Evaluating the Usefulness of Turnover Intention Rate as a Predictor of Actual Turnover Rate (2016, unknown): “…with turnover both at the individual level (e.g., Blau & Kahn, 1981; Lewis, 1991) and organization level (e.g., Bennett, Blum, Long, & Roman, 1993; Glebbeek & Bax, 2004; Hausknecht, Trevor, & Howard, 2009; Spell & Blum, 2005; Terborg & Lee, 1984; Trevor & Nyberg, 2008; Wiersema & Bird, 1993;…”
Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers. (2008, background): “…voluntary turnover is associated with high replacement costs (Cascio, 2000), the loss of star performers (Trevor, Gerhart, & Boudreau, 1997), and organization-level financial outcomes (e.g., Glebbeek & Bax, 2004; Kacmar, Andrews, Van Rooy, Steilberg, & Cerrone, 2006; Shaw, Gupta, & Delery, 2005).”
On passion and heavy work investment: personal and organizational outcomes (2013, background): “Although we can argue that a certain proportion of turnover is functional and thus desired, excessive turnover is detrimental to organizational performance (Abelson and Baysinger, 1984; Glebbeek and Hax, 2004).”
PAY SYSTEM CHARACTERISTICS AND QUIT PATTERNS OF GOOD, AVERAGE, AND POOR PERFORMERS (2007, unknown): “…the studies, differential patterns of relationships have been observed between turnover and performance including attenuated negative (Shaw et al., 2005), inverted-U (Glebeek & Bax, 2004), negative linear (Kacmar, Andrews, Van Rooy, Steilberg, & Cerrone, 2006), and nonsignificant (Koys, 2001).”