Turnover rates and organizational performance

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A social network perspective on turnover intentions: The role of distributive justice and social support (2013, background): “Our understanding of what leads to employee turnover and the impacts of that turnover on the organization has increased considerably after decades of research (see Holtom, Mitchell, Lee, & Eberly, 2008; Shaw, 2011, for recent reviews).”
Third Party Employment Branding: Human Capital Inflows and Outflows Following “Best Places to Work” Certifications (2016, background): “We shift this focus to consider that current employees may also be signaling targets by examining turnover rates, an approach that potentially advances the burgeoning literature on collective turnover, or “aggregate levels of employee departures” (Hausknecht & Trevor, 2011: 353; see also, Heavey, Ho”
The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “To the contrary, evidence continues to accumulate that turnover—the corollary of such hiring—has damaging effects on business performance (Glebbeek & Bax, 2004; Morrow & McElroy, 2007; Shaw, 2011; Shaw, Gupta, & Delery, 2005; Siebert & Zubanov, 2009; Ton & Huckman, 2008).”