IS HIGH EMPLOYEE TURNOVER REALLY HARMFUL? AN EMPIRICAL TEST USING COMPANY RECORDS.

Arie C. Glebbeek · Erik H. Bax

419 citations0/0 files storedAcademy of Management Journal

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Human Resource and Talent Management Employee Performance and Management Job Satisfaction and Organizational Behavior

Abstract

We tested the hypothesis that employee turnover and firm performance have an inverted U-shaped relationship: overly high or low turnover is harmful. Our analysis was based on economic performance data from 110 offices of a temporary employment agency. These offices had high variation in turnover but were otherwise similar, allowing control for important intervening variables. Regression analysis revealed a curvilinear relationship; high turnover was harmful, but the inverted U-shape was not observed with certainty.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 419 citations exist upstream.

References

1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.2000A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium 2001WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER.2001THE EFFECTS OF EMPLOYEE SATISFACTION, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND TURNOVER ON ORGANIZATIONAL EFFECTIVENESS: A UNIT‐LEVEL, LONGITUDINAL STUDY 1983Employee Turnover: Causes, Consequences, and Control.2007Managing the human resources 1987VOLUNTARILY LEAVING AN ORGANIZATION: AN EMPIRICAL INVESTIGATION OF STEERS AND MOWDAY'S MODEL OF TURNOVER.1980The consequences of turnover

Cited by

2007Managing the Impact of Employee Turnover on Performance: The Role of Process Conformance 2010Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications 2011THE IMPACT OF MOTIVATION, EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT 2011Paying More to Get Less

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.