A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium

By R. W. Griffeth, P. Hom, S. Gaertner. 2000

4,556 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/69d737be9a25e9174343ce9e8b6123fce2d1f0f9

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In Applied Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Should I stay or should I go? Examining longitudinal relations among job resources and work engagement for stayers versus movers (2008, methodology): “We therefore tested the following hypotheses: Hypothesis 1a: In line with the meta-analysis of Griffeth et al. (2000), we expect that low work engagement and limited job resources will be predictive for changing to another company.”
Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization (2006, background): “Therefore, intentions to turnover are used in majority of turnover studies, as these intentions are the only antecedent that has been consistently found to be a direct antecedent to actual turnover (Griffeth et al. 2000; Hom and Griffeth 1995).”
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, background): “However, meta-analytic findings have demonstrated a strong link between turnover intention and actual turnover (Griffeth et al. 2000) and even single item measures of self-reported work effort have been found to predict performance in laboratory studies (e.g., Yeo and Neal 2004).”
Do Social Stressors Impact Everyone Equally? An Examination of the Moderating Impact of Core Self-evaluations (2009, background): “Our study investigated turnover intentions, an important consideration given that these intentions and the associated workplace attitudes can potentially ‘‘infect’’ coworkers, and because managers can take proactive steps to prevent turnover if they can identify predictors of turnover intentions ( G”
Research Note - The Impact of Community Commitment on Participation in Online Communities (2011, background): “They tend to identify strongly with the employing firm (Rousseau 1998), share its goals and values (Griffeth et al. 2000), and feel as though they belong in the firm (Porter et al. 1974).”
Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion (2010, result): “More recent models associated with the withdrawal process have differentiated distal and proximal precursors, with meta-analytic evidence indicating that organizational commitment is among the best proximal predictors of turnover intentions (Griffeth et al., 2000).”
Job Satisfaction and Psychological Well-Being as Nonadditive Predictors of Workplace Turnover (2007, background): “In fact, PWB does not even appear in the Griffeth et al. (2000) meta-analysis.”
The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study (2008, background): “That work has shown that pay satisfaction significantly reduces turnover intent (Dailey and Kirk 1992; DeConinck and Stilwell 2004; Motowidlo 1983) but that its impact on actual turnover is generally weak ( Griffeth et al. 2000 ).”