5. The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment

By Terence R. Mitchell, T. W. Lee. 2001

411 citations recorded by the source corpus.

Subfields: Management of Technology and Innovation, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/819e0b508e18e0d658ff7c98e249a52023ff5845

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In Management of Technology and Innovation

In Organizational Behavior and Human Resource Management

Citations in the corpus

Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, neutral): “As noted, many studies have created a single composite score for the entire job embeddedness scale rather than factor scores for each subdimension (e.g. Karatepe & Ngeche, 2012, Mitchell & Lee, 2001; Mitchell et al., 2001) or limited sample sizes have prevented their testing (Jiang et al., 2012).”
The Essential Impact of Context on Organizational Behavior (2006, background): “…(e.g., the newly dissatisfied versus those holding a written offer from another firm) are lumped together, despite the fact that they should be differentially conversant with the external labor market and other contextual stimuli (Mitchell & Lee, 2001) that impinge upon the decision to quit.”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “…embeddedness minimizes the influence of environmental forces (Holtom & Inderrieden, 2006), job search effort (Swider et al., in press), and unsolicited-job-offer shocks (Mitchell & Lee, 2001) on turnover, we suggest that embeddedness minimizes the impact of employability on psychological mobility.”
PROFILES IN QUITTING: INTEGRATING PROCESS AND CONTENT TURNOVER THEORY (2004, background): “Second, Lee and Mitchell (1994) held that negative affect is not applicable to the decisions in paths 1 and 2, but later variations of the unfolding model suggest that negative affect may be a part of path 2 (Lee et al., 1999; Mitchell & Lee, 2001).”
Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study (2013, background): “Mitchell and Lee (2001) highlight the fact that highly embedded and satisfied employees are less likely to search for alternative employment opportunities.”
How, When, and Why Bad Apples Spoil the Barrel: Negative Group Members and Dysfunctional Groups (2006, background): “Moreover, since the best employees have greater job mobility, they are often the most likely to leave (Mitchell & Lee, 2001).”
You Paid for the Skills, Now Keep Them: Tuition Reimbursement and Voluntary Turnover (2004, background): “Many of our findings are consistent with aspects of the unfolding model of turnover, including its conceptualization of turnover as a process in which the likelihood that an employee will quit a company varies over time depending on critical events (Lee, Mitchell, Holtom, McDaniel, & Hill, 1999; Mi”
A meta‐analysis of emotional intelligence and work attitudes (2017, background): “…intelligent individuals are able to regulate their emotions,meaning they are less likely to leave an organization due to emotional shocks and so may have reduced turnover intentions and greater organizational embeddedness (Mitchell, Holtom, Lee, Sablynski, & Erez, 2001; Mitchell & Lee, 2001).”