Voluntary Turnover and Alternative Job Opportunities

dc.contributor.author	Gerhart, Barry A.
dc.date.accessioned	2020-11-25T14:53:53Z
dc.date.available	2020-11-25T14:53:53Z
dc.date.issued	1989-01-06
dc.description.abstract	Models of turnover specify important roles for both general labor market conditions and perceptions. There is consistent support for the role of general labor market conditions, but evidence on labor market perceptions is mixed. However, no empirical study has included both types of variables. Using a national sample of young adults, both types of measures were found to influence voluntary turnover, either directly or through other factors. However, the two constructs are not necessarily closely linked. For example, despite an intention to quit (based partly on perceived ease of movement), an employee may stay with the organization because general labor market conditions result in a generally low level of alternative job openings.
dc.description.legacydownloads	89_03_Voluntary_Turnover.pdf: 5702 downloads, before Oct. 1, 2020.
dc.identifier.other	178418
dc.identifier.uri	https://hdl.handle.net/1813/77269
dc.language.iso	en_US
dc.subject	CAHRS
dc.subject	ILR
dc.subject	center
dc.subject	human resource
dc.subject	studies
dc.subject	advanced
dc.subject	voluntary turnover
dc.subject	job opportunities
dc.subject	labor market
dc.subject	labor condition
dc.subject	employee
dc.subject	job opening
dc.title	Voluntary Turnover and Alternative Job Opportunities
dc.type	preprint
local.authorAffiliation	Gerhart, Barry A.: Cornell University

Files

Now showing 1 - 1 of 1