Based on a review of existing research on employee turnover, this paper suggests a comprehensive model of the processes leading up to voluntary employee termination. The model includes several factors found in research but not heretofore included in previous turnover models. Following this, the paper focuses on the psychological and behavioral mechanisms used by employees to accommodate the decision to stay or leave once this decision has been made. Drawing heavily on attribution theory, a variety of post-decision accommodation processes are suggested. Finally, suggestions for future research are identified to guide additional work in the area. (Author)
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