Realistic Expectations as an Aid in Reducing Voluntary Resignations

Daniel R. Ilgen · William Seely

75 citations0/0 files storedPalgrave Macmillan UK eBooks

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Abstract

Realistic information about a situation into which new organisational members were about to enter was presented to the new members after they had decided to join the organisation, but before they reported to the organisation. When compared to a control group which received no such information, the experimental group showed significantly lower turnover. The results are discussed in reference to the functions served by realistic job information available to new members after they have accepted a position with an organisation.

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1956Job expectancy and survival.

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1979Review and conceptual analysis of the employee turnover process.1986Employee Turnover: A Meta-Analysis and Review with Implications for Research 1979Superior-subordinate communication: The state of the art.1984Methods of communication and mediating processes in realistic job previews.1980A multidisciplinary model of voluntary employee turnover 1985Strategies for reducing employee turnover: A meta-analysis.1979Employee turnover: An empirical and methodological assessment 1977Organizational entry: Newcomers moving from outside to inside.

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