Reflections on the determinants of voluntary turnover

By J. L. Price. 2001

1,033 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/565680ef035b0781f525021f755d068a4212b933

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In Education

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Determinants of Academic Staff Retention in Public Universities in Kenya: Empirical Review (2012, neutral): “According to Price (2001) distributive justice is the extent to which rewards and punishments are related to job performance.”
Determining the Probability That an Employee Will Stay or Leave the Organization: A Mathematical and Theoretical Model for Organizations (2007, background): “Most voluntary turnover models (Michaels & Spector, 1982; Arnold & Feldman, 1982; Bluedorn, 1982a; Lee & Mowday, 1987; Gerhart, 1990; Hom & Griffeth, 1995; Price, 2001) are designed to illustrate direct and/or indirect linkages of work-related antecedents and determinants to work outcomes such as tu”
Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization (2006, background): “Turnover intention refers to an individual’s perceived probability of staying or leaving an employing organization (Cotton and Tuttle 1986), while actual turnover is the movement of organizational members across the boundary of an organization (Price 2001).”
The effect of work environment, stress, and job satisfaction on employee turnover intention (2019, background): “In fact, the level of employees who decide to leave and move to another company has been increased recently (Price, 2001).”
The relationship between employee satisfaction and organisational performance : evidence from a South African government department : original research (2013, background): “Price (2001) defines employee satisfaction as the effective orientation that an employee has towards his or her work.”
Employee development and turnover intention: theory validation (2013, background): “This has attracted the attention of researcher to focus more on employee leaving an organization rather than entering it (Price, 2001).”
Job Satisfaction and Motivation of Teachers of Public Educational Institutions (2012, background): “Job satisfaction refers to the individual matching of personal needs to the perceived potential of the occupation for satisfying those needs (Kuhlen, 1963) while Price (2001) defined it in terms of the affective orientation that an employee has towards his or her work (Price, 2001).”
Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values (2013, background): “For example, Price (1977, 2001) and Price &Mueller (1981) argued that low opportunity for promotion, low autonomy, and a high degree of routinization negatively impact satisfaction and commitment, which ultimately drive search behaviour.”
Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model (2019, background): “Employees often compare the costs and benefits between current and alternative jobs (Mobley, 1977; Price, 2001).”
Job satisfaction among hospital nurses revisited: a systematic review. (2012, background): “(1996) and Price (2001) 6 variables had significant impact job satisfaction:”
Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement (2014, neutral): “Turnover intention, which is the individual’s willingness or perceived probability of voluntary permanent withdrawal from an organization (Price, 2001), has widely been found to be positively linked with actual turnover (Bluedorn, 1982).”
Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study (2013, background): “…probability that an individual will change his or her job within a certain time period’ (Sousa-Poza & Henneberger, 2002, p.1), whereas turnover is a voluntary occurrence or event which is defined as the ‘individual movement across the membership boundary of an organisation’ (Price, 2001, p. 600).”