AN UNFOLDING MODEL OF VOLUNTARY EMPLOYEE TURNOVER.

1996 ◽  
Vol 39 (1) ◽  
pp. 5-36 ◽  
Author(s):  
T. W. Lee ◽  
T. R. Mitchell ◽  
L. Wise ◽  
S. Fireman
Keyword(s):  
Employee Turnover ◽  
Unfolding Model ◽  
Voluntary Employee Turnover

An Unfolding Model of Voluntary Employee Turnover

1996 ◽  
Vol 39 (1) ◽  
pp. 5-36 ◽  
Author(s):  
Thomas W. Lee ◽  
Terence R. Mitchell ◽  
Lowell Wise ◽  
Steven Fireman
Keyword(s):  
Employee Turnover ◽  
Unfolding Model ◽  
Voluntary Employee Turnover

Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover

2017 ◽  
Vol 71 (1) ◽  
pp. 23-65 ◽  
Author(s):  
Alex L. Rubenstein ◽  
Marion B. Eberly ◽  
Thomas W. Lee ◽  
Terence R. Mitchell
Keyword(s):  
Employee Turnover ◽  
Meta Analysis ◽  
Voluntary Employee Turnover

scholarly journals Power spectral and bispectral study of factors affecting employee turnover

2018 ◽  
Vol 10 (1) ◽  
pp. 1727-1734
Author(s):  
Vivian W.Y. Tam ◽  
Khoa N. Le
Keyword(s):  
Employee Turnover ◽  
Turnover Rate ◽  
Mainland China ◽  
Working Environment ◽  
Structured Interviews ◽  
Factors Affecting ◽  
Power Spectral ◽  
Voluntary Employee Turnover ◽  
Major Factors ◽  
Colleague Relationships

Abstract Voluntary employee turnover can cause organ­izations to lose profits and competitiveness. Unexpected employee turnover may also result in project delay and reduction in project quality. It is important to control employee turnover rate and maintain good employees within an organization. This paper investigates the major causes of voluntary employee turnover in engineer­ing industries. Australia, Mainland China, and Taiwan were selected for the investigation. Questionnaires were administered, and structured interviews were conducted. Power spectrum was used for the analysis. It was found that “Good physical working environment”, “Receiving advanced training”, and “Short travel distance between home and work” are the major job-related ideal factors for the Australian, Mainland China, and Taiwan respondents, respectively. However, “Far distance between work and home” and “Dislike the colleague relationships” are found as the major factors for leaving jobs for the Australian/ Taiwan and Mainland China respondents, respectively. Recommendations to improve and to control employee turnover rate are also discussed.

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