Time frames for leaving

Abstract

Purpose This study seeks to investigate the time frames that employees use when considering leaving the organization, and aims to establish how employees with specific time frames differ from one another with respect to turnover predictors. Design/methodology/approach Based on the results of a pilot study, five groups were distinguished, i.e. urgent leavers, determined leavers, undetermined leavers, long‐term leavers, and stayers. A total of 556 employees (57 percent response rate) returned the questionnaire. The groups were compared using analysis of variance (ANOVA) with Tukey's comparisons. Findings The findings provide evidence for meaningful differences (e.g. satisfaction, commitment, perceived job alternatives, outcome expectations, turnover attitude, and subjective norm) between these groups of potential leavers. Originality/value The findings suggest that established turnover models are useful for understanding employees' consideration of external job transitions in both the near and distant future. Organizations might use tailor‐made interventions to manage the careers and turnover of specific groups.

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