What causes turnover?

Introduction

Employee turnover, the process of employees leaving an organization and being replaced by new hires, is a critical issue for many organizations due to its impact on productivity, morale, and financial costs. Understanding the causes of turnover is essential for developing strategies to retain talent and maintain organizational stability.

Key Insights

Personality Traits and Turnover:
- Emotional Stability, Conscientiousness, and Agreeableness negatively predict turnover intentions and behaviors. Employees low in Emotional Stability may intend to quit for reasons other than job dissatisfaction or poor performance.
Job Satisfaction and Organizational Commitment:
- Job dissatisfaction and low organizational commitment are significant predictors of turnover intentions. Employees with positive job attitudes are less likely to attribute turnover to job dissatisfaction .
Shocks and Precipitating Events:
- Immediate causes of turnover often include precipitating events or shocks, rather than accumulated job dissatisfaction. These shocks can be managed to control turnover.
Conflict and Turnover:
- Conflict, especially policy or style disagreements between managers and governing bodies, is a frequent cause of turnover among city managers. Electoral changes and opposition from elected officials also contribute to turnover.
Demographic Factors:
- Age, tenure, and demographic dissimilarity within teams are predictors of turnover. Younger employees and those with shorter tenure are more likely to leave. Individual dissimilarity in age and tenure within top management teams also predicts executive turnover .
Human Resource Management and Job Embeddedness:
- Effective human resource management practices and job embeddedness signals (e.g., social connections, fit with the organization) are negatively related to turnover. These factors are more consistent predictors of turnover at the collective level.
Stress and Professional Commitment:
- Stress at various stages of employment and professional commitment are significant causes of turnover among nurses. Organizational commitment and satisfaction with supervision are top predictors of turnover intention.

Conclusion

Employee turnover is influenced by a complex interplay of factors including personality traits, job satisfaction, organizational commitment, precipitating events, conflict, demographic factors, and human resource practices. Addressing these factors through targeted strategies can help organizations reduce turnover and retain valuable employees.

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What causes turnover?

Summary

Introduction

Key Insights

Conclusion

Sources and full results

UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META‐ANALYTIC PATH MODEL

Personality traits, particularly Emotional Stability and Conscientiousness, significantly impact employees' intentions to quit and actual turnover decisions, beyond job satisfaction and performance.

Causes and consequences of collective turnover: a meta-analytic review.

Collective turnover is influenced by human resource management inducements and job embeddedness signals, negatively impacting performance, with stronger effects in proximal outcomes.

Turnover: The Real Bottom Line

Turnover is a significant cause of declining productivity and sagging morale in both the public and private sectors, and is often referred to as "management by turnover."

Shocks as causes of turnover: What they are and how organizations can manage them

Shocks, rather than job dissatisfaction, often cause voluntary employee turnover, and organizations can manage shocks to control turnover.

Viewing Turnover from the Perspecitve of Those Who Remain: The Relationship of Job Attitudes to Attributions of Causes of Turnover.

Positive job attitudes are less likely to attribute turnover to job dissatisfaction among colleagues, potentially due to ego-defensive and ego-centri biases.

Turnover propensity and its causes among Singapore nurses: An empirical study.

Organizational commitment and supervision satisfaction are key predictors of nurse turnover intention in Singapore, while stress and professional commitment influence cognition but not intention.

City Managers Under Fire: How Conflict Leads to Turnover

Conflict between city managers and council members is a frequent cause of turnover, with policy or style disagreements between managers and council being more likely to cause turnover.

Review and Conceptual Analysis of the Employee Turnover Process

Turnover at the Top:: Demographic Diversity as a Determinant of Executive Turnover in The Netherlands

Individual age and TMT tenure dissimilarity are strong predictors of individual executive turnover, while team-level demographic heterogeneity does not increase the likelihood of individual turnover when considering individual dissimilarities.

Job Commitment and Turnover among Women Working in Facilities Serving Older Persons

Job dissatisfaction is a major factor predicting job turnover among women in facilities serving older adults, with age, shorter employment, and job dissatisfaction being key predictors.

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