Employee turnover: An empirical and methodological assessment

Abstract

Research on the prediction of employee turnover conducted in the past 50 years is critically reviewed. Previous studies were grouped on the basis of common predictor variables, which resulted in five general categories: attitudinal (job satisfaction), biodata, work-related, personal, and test-score predictors. Consistent relationships between common predictor variables and turnover were found for every category except test-score predictors. Eight methodological problems/ issues inherent in turnover research are identified and explicated. Some misconceptions regarding the implications of employee turnover are discussed.