Turnover functionality versus turnover frequency: a note on work attitudes and organizational effectiveness

Article Abstract:

Recent arguments by Dalton, Todor, and Krackhardt (1982) have highlighted the need to distinguish between turnover frequency (i.e., the number of separations) and turnover functionality (i.e., the nature of separations). Turnover functionality, which considers both turnover frequency and the performance level of leavers and stayers, is more critical to organizational effectiveness than is turnover frequency. We test whether work attitudes, widely praised as predictors of turnover frequency, are also useful predictors of turnover functionality. The results of our study, using a sample of 112 retail salespersons, indicate that (a) the traditional measure of turnover frequency overstates the detrimental effects of turnover on organizational effectiveness, in that 53 percent of the turnover was, in fact, functional, and (b) turnover functionality, which emphasizes the performance levels of stayers and leavers, is unrelated to work attitudes. The practical implications of these results and directions for future research are discussed. (Reprinted by permission of the publisher.)

Psychological aspects, Organizational effectiveness, Employee morale, Employee resignations

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Organizational commitment, job involvement, and turnover: a substantive and methodological analysis

Article Abstract:

This study was conducted to examine the hypothesis that organizational commitment and job involvement interact in the prediction of turnover (Blau & Boal, 1987). Prior work in this area has not incorporated a sufficiently broad definition of commitment, has omitted relevant covariates, and has utilized inappropriate estimation procedures (ordinary least-squares regression - OLS). The presence of a commitment-involvement interaction was tested in three estimation models with data obtained from 138 supervisors. Models estimated with OLS replicated prior work (Blau & Boal, 1989) irrespective of whether additional covariates were included. Identical models estimated with logistic regression provided no support for the presence of a commitment-involvement interaction. It is concluded that results obtained with linear techniques are a function of an inappropriate estimation procedure when the dependent variable is binary. The potential impact of the widespread use of linear estimation procedures in turnover research is discussed. (Reprinted by permission of the publisher.)

Employee loyalty

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Does affective disposition moderate the relationship between job satisfaction and voluntary turnover?

Article Abstract:

J. Weitz (1952) argued that job dissatisfaction would be more predictive of turnover if it was considered in light of an individual's predisposition to be satisfied with everyday life events. In the present study it was hypothesized that affective disposition moderates the relationship between job satisfaction and voluntary turnover. With data collected from a sample of nurses, support was indicated for the hypothesis. The more positive the disposition of the individual, the stronger the relationship that was observed between job dissatisfaction and turnover. Furthermore, individuals dissatisfied with their jobs but positively disposed to life in general were the individuals most likely to quit. Implications of the results for future research and practice are discussed. (Reprinted by permission of the publisher.)

Influence, Affect (Psychology)

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