[Excerpt] The importance of employee turnover control depends on many factors, including the relative supply of replacements in either the internal or external labor market, the amount of training invested in the employee, and the perfonnance level of the employee. In reference to the last factor, several authors have argued that turnover, especially of low perfonners, should not necessarily be assumed to represent a problem (Dalton, Todor, & Krackhardt, 1982; Boudreau & Berger, 1985; Hollenbeck & Williams, 1986). Thus, research is needed that identifies the conditions under which high perfonners are most likely to voluntarily leave the organization.