Book

One Hundred Years Of Attrition Research 2017 Ocr

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What this book knows

A century of organizational research reveals why employees quit, stay, and how turnover theory evolved from simple correlates to complex embedded systems.

Sex: Absent
Work: Primary
Learning: Present
Religion: Absent

work-as-meaningambition-and-statusself-and-identity

work-as-meaning

dissatisfying work features—'monotony of modern factory labor'—induce leaving, prompting scholars to apply motivation and equity theories to explain quitting.
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employees may stay in bad jobs because alternatives appear uncertain—proximal antecedents of search and quit intentions mediate distal causes.
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March and Simon's model and Price-Mobley derivatives profoundly shaped turnover theory; by the early 1990s research entered a period of crisis needing counter-revolution.
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ambition-and-status

Porter urged scrutiny of who quits: high talent or performer turnover most harms organizations, introducing 'functional turnover' as a concept.
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self-and-identity

'Hobos' freely drift job to job; dissatisfaction or wanderlust translates directly into quits, bypassing rational job-search cognition entirely.
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Indian collectivists join and remain in organizations to satisfy family needs, status, or obligations—not merely self-interest.
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Illuminates

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