New Directions for Theories for Why Employees Stay or Leave

Peter W. Hom, Kohyar Kiazad
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Abstract

We critically review classic and contemporary theory and research on employee turnover and retention and frame a future research agenda that generates new directions for these theories. We first review first- and second-generation turnover models that shaped conventional understanding of why employees voluntarily quit, classifying reasons as representing perceived desirability of movement or ease of movement. We next review the more contemporary unfolding model and its derivatives (i.e., shocks research, leader-departure effect, turnover event theory) that upended traditional explanations of how and why employees quit. After reviewing classic and contemporary turnover models, we shift our focus to job embeddedness, which over the past 20-plus years has taught us a great deal about why employees stay. We synthesize original job embeddedness research before appraising its extensions and recent developments. We conclude with a discussion of how organizations can cultivate the “right” kind of staying.
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员工去留理论的新方向
我们批判性地回顾了有关员工流失和留任的经典和当代理论与研究,并为这些理论提出了新的研究方向。我们首先回顾了第一代和第二代离职模型,这些模型形成了对员工自愿离职原因的传统理解,并将离职原因划分为流动的可取性和流动的难易程度。接下来,我们回顾了更为现代的展开模型及其衍生物(即冲击研究、领导者离职效应、离职事件理论),它们颠覆了对员工如何及为何辞职的传统解释。在回顾了经典和当代的离职模型之后,我们将重点转移到工作嵌入性上,在过去的 20 多年里,工作嵌入性为我们提供了有关员工留任原因的大量信息。在对工作嵌入性的扩展和最新发展进行评估之前,我们对工作嵌入性的原始研究进行了总结。最后,我们将讨论组织如何培养 "正确 "的留任。
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来源期刊
CiteScore
24.20
自引率
2.20%
发文量
22
期刊介绍: Launched in March 2014, the Annual Review of Organizational Psychology and Organizational Behavior is a publication dedicated to reviewing the literature on I/O Psychology and HRM/OB. In the latest edition of the Journal Citation Report (JCR) in 2023, this journal achieved significant recognition. It ranked among the top 5 journals in two categories and boasted an impressive Impact Factor of 13.7.
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