Organizational Turnover refers to the process of employees leaving their job or organization of employment within the context of human resources.
Attracting, developing, and maintaining an effective workforce remain a challenge for all organizations and appear to be a management goal that remains elusive, especially when organizational turnover is not properly managed. The fact is that employees leave their job or organization of employment voluntarily or involuntarily, resulting in the turnover issue. Employees may seek career advancement and promotion elsewhere, and competitors and the wider job market may offer many attractive job alternatives. Organizations may replace low performers and economic factors may require downsizing resulting in job losses and lay-offs. Generally, therefore, voluntary turnover is attributed to the decision of the employee to seek alternative...
KeywordsHuman Resource Management Organizational Commitment Employee Attitude Public Sector Organization Employee Engagement
- Griffeth RW, Hom PW, Gaertner S (2000) A meta- analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the millennium. J Manag 26(1):463–488Google Scholar
- Lee TW, Mitchell TR (1994) An alternative approach: the unfolding model of voluntary employee turnover. Acad Manag J 19(1):51–89Google Scholar
- March JG, Simon HA (1958) Organizations. Wiley, New YorkGoogle Scholar
- Swailes S, Al Fahdi S (2011) Voluntary turnover in the omani public sector: an islamic values perspective. Int J Public Adm 34(10): 682–692Google Scholar