Predicting Employee Turnover from Friendship Networks

By Thomas Hugh Feeley, Jennie M. Hwang, G. Barnett. 2008

114 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f7efd7b42ebed6179fcf941cf0f80d94b228bdfa

How researchers see this paper

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

In Communication

1. Jenna R. Pieper
2. Hyuntak Roh
3. O. Richard
4. Yi-Cheng Zhang
5. Linyuan Lu
6. Tao Zhou
7. Duanbing Chen

In Organizational Behavior and Human Resource Management

1. Jenna R. Pieper
2. Hyuntak Roh
3. O. Richard
4. C. Robert
5. J. Wilbanks
6. D. van Knippenberg

In Social Psychology

1. C. Robert
2. Jenna R. Pieper
3. Hyuntak Roh
4. O. Richard
5. J. Wilbanks
6. D. van Knippenberg

Citations in the corpus

• The Wheel Model of humor: Humor events and affect in organizations (2012, background): “Humor events might also influence absenteeism and turnover by aiding in the development of strong friendship networks at work, which have been associated with lower turnover rates (Feely et al., 2008).”
• Vital nodes identification in complex networks (2016, background): “[368] constructed another social network according to a survey during which employees were requested to report their friendships and peer relationship.”
• The Link Between Diversityand Equality ManagementPractice Bundles and RacialDiversity in the ManagerialRanks: Does Firm Size Matter? (2013, methodology): “We calculated industry growth (munificence) as the percentage change in industry revenues from the previous year (Ferrier, 2001).”