Turnover: The Real Bottom Line

By S. Abbasi, Kenneth W. Hollman. 2000

706 citations recorded by the source corpus.

Subfields: Economics and Econometrics, General Health Professions, Public Administration

View Paper: https://www.semanticscholar.org/paper/5aa0c0526afeb0c82fd60513305a9f1cb06fb198

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Citations in the corpus

Employee retention and turnover: Using motivational variables as a panacea (2009, background): “tion for the latter (Abassi and Hollman, 2000). Empirical studies such as Stovel and Bontis (2002) have shown that employees, on average switch employers every six years. This situation demands that management should identify the reason/s for this frequent change of employment by employees. Once thi”
Employee development and turnover intention: theory validation (2013, background): “According to Abbasi and Hollman (2000) the hidden and visible costs of The current issue and full text archive of this journal is available at”
Beyond family-friendly: The construct and measurement of singles-friendly work culture (2007, background): “…workers comprise a signiWcant portion of the workforce (American Association for Single People, 2001) and turnover is costly to organizations (Abbasi & Hollman, 2000; Mobley, 1982), organizations that ensure career opportunities are equally available to single workers may beneWt from savings…”
Reducing turnover intent: supervisor and co-worker incivility and socialization-related learning (2013, background): “For instance, it is estimated that American industries incur a cost of $11 billion annually as a result of turnover, about $1 million for every 10 managerial employees deciding to quit their jobs (Abbasi and Hollman 2000).”
Intellectual capital ROI: a causal map of human capital antecedents and consequents (2002, background): “Turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment (Abassi and Hollman, 2000).”
The Effect of Islamic Work Ethics on Work Outcomes (2010, background): “fi/ is, a growing lack of loyalty has caused higher rates of turnover among employees seeking out new opportunities and larger career part (Abbasi and Hollman, 2000). The link between work ethics and job satisfaction, organizational commitment and turnover intention can be explained by the organizat”
Integrating the Unfolding Model and Job Embeddedness Model to Better Understand Voluntary Turnover (2006, background): “Another study calculated the aggregate impact of turnover on American business to be as high as $11 billion annually (Abbasi and Hollman, 2000). Caseio (1991) has shown that the costs of turnover for”
WHEN COWORKERS AND MANAGERS QUIT: THE EFFECTS OF TURNOVER AND SHARED VALUES ON PERFORMANCE (2006, background): “Abbasi and Hollman (2000) go so far as to state that turnover is "one of the most significant causes of declining productivity and sagging morale in both the public and private sectors" (p.”
Turnover intentions: Do leadership behaviors and satisfaction with the leader matter? (2011, background): “Besides the financial costs of organizational turnover (Abbasi & Hollman, 2000), organizations must also consider the effects on customer relations, job efficiency, and employee morale (Abbasi & Hollman, 2000).”
Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention (2015, background): “Abassi and Hollman (2000) explain turnover of employee as the rotation of workers between the condition of employment and unemployment, jobs and occupations and around the labor market and firms.”
Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context (2011, background): “Scholars in this field correctly defined it as the rotation of employees around the market; between the firms, jobs, and occupations; and between the states of employment and unemployment (Abbasi & Hollman, 2000).”
The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “, 1979), which are linked to customer satisfaction, loyalty, profitability, productivity, lower employee turnover, and higher employee engagement and performance (Abbasi and Hollman, 2000; Harter et al., 2002; Mathieu and Zajac, 1990; Morrison et al., 2007).”
How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators † (2014, background): “In fact, Abbasi and Hollman (2000) argued that turnover is “one of the most significant causes of declining productivity and sagging morale in both the public and private sectors” (p.”
Motivational Factors of Employee Retention and Engagement in Organizations (2018, background): “But the problem is, when the employees move they not only take skills and knowledge but also trade secrets with the competitors’ organization [16].”