Is Turnover Relationship to Performance Linear Or U-Inverted? A Systematic Literature Review

Diena Dwidienawati · Munawaroh Zainal · Dyah Gandasari

3 citations0/0 files storedJournal of Intercultural Communication

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

Abstract

Human resources and organizational culture are critical to the company's success. Employees who remain loyal to their employers will help the company grow with their knowledge and abilities in their field. Career stagnation, on the other hand, has drawbacks such as complacency, a lack of innovation, a lack of work culture, and a lack of diversity. The purpose of this study is to provide currently available studies related to turnover to see whether the relationship between turnover and performance is linear or U-inverted. This systematic review was conducted based on the Prisma Systematic Review. The data source for this systematic review was retrieved from the Scopus database using "turnover” and “performance" as keywords with a search period of 10 years (2012-2022). The results indicate that all of the existing literature shows that turnover has a significant and linear relationship with performance. No literature discusses the relationship between turnover and performance as U-inverted. The result contributes to the relationship between turnover rate and company performance.

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2009The PRISMA statement for reporting systematic reviews and meta-analyses of studies that evaluate healthcare interventions: explanation and elaboration 2017Guidance on Conducting a Systematic Literature Review 2005Conducting research literature reviews: from the Internet to paper 2020COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics 2010Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications 2015Industry Expertise of Independent Directors and Board Monitoring 2018The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery 2018Organizational commitment, job satisfaction and their possible influences on intent to turnover

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