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Optimal and Dysfunctional Turnover: Toward an Organizational Level Model

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References

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484 cited

Cited by

2006Social Capital and Organizational Performance: Evidence from Urban Public Schools680 cited
2011An Employment Systems Approach to Turnover: Human Resources Practices, Quits, Dismissals, and Performance356 cited
2012The Magnitude, Destinations, and Determinants of Mathematics and Science Teacher Turnover343 cited
1996STRATEGIC HUMAN RESOURCE MANAGEMENT WITHIN A RESOURCE‐CAPABILITY VIEW OF THE FIRM*331 cited
2009Employee-Organization Exchange Relationships, HRM Practices, and Quit Rates of Good and Poor Performers329 cited
2008Gone but Not Lost: The Different Performance Impacts of Employee Mobility Between Cooperators Versus Competitors328 cited
1987DO GOOD OR POOR PERFORMERS LEAVE? A META-ANALYSIS OF THE RELATIONSHIP BETWEEN PERFORMANCE AND TURNOVER.303 cited
2011Recruitment, Retention, and the Minority Teacher Shortage295 cited
2012A resource‐based perspective on human capital losses, HRM investments, and organizational performance277 cited
1991Meaning and measurement of turnover: Comparison of alternative measures and recommendations for research.277 cited
2012Stepping stones: Principal career paths and school outcomes272 cited
2011So Hard to Say Goodbye? Turnover Intention among U.S. Federal Employees252 cited
1986Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness.234 cited
2007Human capital and organizational performance: a study of Egyptian software companies225 cited
1990The Impact of Flexible Scheduling on Employee Attendance and Turnover214 cited
2012When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, and Collective Performance203 cited