Organizational Demography and Turnover in Top-Management Group

William Wagner · Jeffrey Pfeffer · Charles A. O’Reilly

760 citations0/0 files storedAdministrative Science Quarterly

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Abstract

W. Gary Wagner, Jeffrey Pfeffer, and Charles A. O'Reilly, Ill This study examines turnoverfrom 1976 to 1980 for 599 top-management group members in a sample of 31 Fortune 500 companies. A measure of demographic distance was defined on the basis of both age and date-of-entry similarity. The proportion of the top-management group turning over was inversely related to the firm's financial performance and positively related to the coefficient of variation of the distance among managers. At the individual level of analysis, managers who were older, were in firms that performed worse, and were more dissimilar in terms of age were more likely to turn over. The results suggest that it may be possible both to predict and manage turnover by considering the compositional characteristics of groups.

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References

1974Organizational commitment, job satisfaction, and turnover among psychiatric technicians.1977Intermediate linkages in the relationship between job satisfaction and employee turnover.1979Review and conceptual analysis of the employee turnover process.1982The Effects of Group Longevity on Project Communication and Performance 1978The Study of Turnover.1970Homophily-Heterophily: Relational Concepts for Communication Research 1957The Problem of Generations in an Organizational Structure

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