Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers.

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Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, methodology): “First, researchers have expressed concern about the overwhelming emphasis on the desirability portion of the equation (Lee et al., 2008; Steel, 2002), with Griffeth et al.”
Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “Not everyone who experiences dissatisfaction and shocks leaves, and to the extent key shocks have been identified—for example, T. H. Lee et al. (2008) identified unsolicited job offers, promotions, changes in marital status, transfers, firm mergers, and downsizing—not everyone who experiences them…”
The Resource-Based View of the Firm, Human Resources, and Human Capital: Progress and Prospects (2021, background): “Second, one third of the 80% never searched for another job, instead receiving an unsolicited job opportunity via a “cold call” (Lee et al., 2008).”
Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa (2014, background): “Lee et al. (2008) propose that different types of turnover require different strategies; retention strategies are applicable to avoidable, voluntary turnover.”