Meta-Analytic Review of Employee Turnover as a Predictor of Firm Performance

By J. Hancock, David G. Allen, Frank Bosco, Karen R. McDaniel, C. Pierce. 2013

619 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/dc5895f675a6980338c0b39df16f33670759b7a8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Mayowa T. Babalola
2. Herman H. M. Tse
3. M. Euwema
4. R. Rodrigues
5. J. Lamelas
6. M. Abadi
7. W. Lam
8. Luis F. Martinez

In Strategy and Management

1. Mayowa T. Babalola
2. W. Lam
3. Herman H. M. Tse
4. Xu Huang

Citations in the corpus

• Why does transformational leadership matter for employee turnover? A multi-foci social exchange perspective☆ (2013, background): “We contribute to the transformational leadership and turnover research by addressing the repeated calls for exploring the underlying mechanisms throughwhich transformational leadership is effective inmanaging turnover processes (Griffeth et al., 2000; Hancock et al., 2013; Park & Shaw, 2013).”
• Frequent Change and Turnover Intention: The Moderating Role of Ethical Leadership (2016, background): “over, such as costs of losing organization-specific human capital, recruiting and training substitute employees, reduced service quality, and other related costs (Allen et al. 2010; Glebbeck and Bax 2004; Hancock et al. 2013; Mitchell et al. 2001; Wright and Bonett 2007).”
• Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover: A multilevel study in Portuguese hotels (2017, background): “The mediator role of job satisfaction on turnover intention Job satisfaction is another predominant predictor of turnover, reflecting how content employees are with their current job (Hancock et al., 2013; Lee, 2016).”