Saying goodbye: The nature, causes, and consequences of employee resignation styles.

doi:10.1037/APL0000135

Paper

Saying goodbye: The nature, causes, and consequences of employee resignation styles.

Published Jun 23, 2016 · A. Klotz, M. Bolino

The Journal of applied psychology

Q1 SJR score

43

Citations

2

Influential Citations

Full textSemantic Scholar

Abstract

Although much is known about why employees decide to resign from their jobs, scant research has examined what occurs after employees decide to leave their jobs but before they exit their organizations. As such, employee resignations are not well understood. This is unfortunate, because the manner in which employees resign from their jobs may have important implications for both individuals and organizations. In this paper, we use social exchange theory to argue that exchange-based correlates of employee turnover influence the manner in which employees resign, and that resignation styles affect managers' emotional reactions to employee resignation. We test our hypotheses in 4 studies. In Study 1, we inductively identify a taxonomy of resignation styles among full-time MBA students who have recently resigned from a job. In Study 2, we qualitatively examine the extent to which this taxonomy of resignation styles is represented in the accounts of supervisors of recently resigned employees. In Study 3, using a sample of recently resigned professionals, we demonstrate that employees' exchange relationships with their organizations and their supervisors influence their resignation styles. Finally, in Study 4, we provide evidence that resignation styles affect supervisors' emotional reactions in a sample of managers. Directions for future research on resignation and practical implications are discussed. (PsycINFO Database Record

Observational Study

Study Snapshot

Employee resignation styles are influenced by their exchange relationships with organizations and supervisors, and these styles also impact managers' emotional reactions to employee resignations.

PopulationOlder adults (50-71 years)

Sample size24

MethodsObservational

OutcomesBody Mass Index projections

ResultsSocial networks mitigate obesity in older groups.

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Saying goodbye: The nature, causes, and consequences of employee resignation styles.

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References

Citations

This Is Why I Leave: Race and Voluntary Departure

Black workers are more likely to leave jobs due to resource constraints, while White workers are more likely to leave for reasons requiring resources.

“Boss, I am gonna to quit!!!” The resignation experiences of hotel employees in Vietnam

Vietnamese hotel employees' resignation experiences support the Mobley Model and provide insights into the factors affecting their decision-making process.

You Can Check Out Any Time You Like, but Can You Ever Leave? A Theory of Firm Value Capture from Alumni

Firms can capture value from alumni by maintaining connections and creating valuable resources, influenced by the firm's norms and policies.

Defiance, Compliance, or Somewhere in Between: A Qualitative Study of How Employees Respond to Supervisors’ Unethical Requests

Employees' responses to unethical requests vary, with personal relationships influencing compliance and personal values influencing defiance.

Exit Ripple Effects: Understanding the Disruption of Socialization Networks Following Employee Departures

Employee departures lead to a "breakdown" in communication among remaining coworkers, with external factors like high stress and internal factors influencing this effect.

Management in Times of Crisis: A Qualitative Exploration of the Great Resignation from a Social Exchange Perspective

The Great Resignation in post-pandemic workplaces was driven by a combination of five major themes, not just one primary reason, highlighting the need for HR interventions during crises.