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This study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance commitment in this process.

The authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.

The analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.

This study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.

Prior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.

Studies agency compliance with affirmative action mandate on black and/or female personnel. Examines turnover in sworn personnel in a municipal police department at Tallahassee, Florida. Looks at characteristics of “stayers” and “quitters” in the context of race and gender. Discusses possible ramifications of differential turnover. Notes pronounced attrition rate for black females. Suggests that female turnover may be due to their having a higher educational level than male officers, since college‐educated personnel are more likely to grow disenchanted with routine beat duties.

The purpose of this paper is to establish the relevant competencies possessed by engineering lecturers and the relationship between those competencies and the exhibited organisational citizenship behaviours (OCB).

The study was carried out in two phases. Phase one was qualitative using a competency interview guide that was administered to ten engineering lecturers, selected using a purposive sampling design. From this interview, seven key result areas, competencies and critical outputs were obtained. Phase two was quantitative following the development of a questionnaire from the established competencies, key result areas and critical outputs. The questionnaire was administered to 110 engineering lecturers.

The study revealed that those lecturers who have the relevant competencies do exhibit discretionary behaviours at work. The model could be useful in deriving employee competencies and critical outputs.

A cross‐sectional study using a small sample in a single institution could not warrant generalisability of the findings.

Competency‐based recruitment and selection has the potential to improve the ways in which universities could manage engineering lecturers.

The paper presents a new approach to competency profiling, the need for competent engineering lecturers.

The authors provide a comprehensive review of existing turnover studies in Spain. The literature review reveals that research on voluntary turnover is scarce, while other types of mobility, such as involuntary separations, downsizing, and planned turnover through contract date expiration, have received substantial attention. The authors identify the main institutional characteristics of Spain and explain why these may contribute to the low incidence of voluntary turnover. Specifically, the authors note that employment protection legislation, high unemployment, high unemployment insurance, centralized collective bargaining, the composition of the sector, high power distance, and in-group collectivism are important drivers of the patterns observed in existing turnover studies. The authors also explore how some of the mechanisms and processes exposed by key turnover theories may be applicable to the Spanish context. This chapter highlights the importance of paying attention to the role of the institutional and cultural context to understand different mobility patterns in the labor market. The authors also suggest several avenues for future research including the study of different turnover types, employer and employee outcomes, cultural variations, and employment practices.

The authors review the German voluntary turnover literature and examine how it reflects and extends the overall knowledge of employee turnover. First, the authors describe legal, institutional, and cultural influences specific to Germany that may affect voluntary turnover and its relationships with antecedents and outcomes. The authors then explain how research paradigms, which in German turnover research are primarily embedded in sociology and labor economics and to a lesser degree psychology and management, affect the lens by which voluntary turnover is examined. For instance, the variety of research perspectives leads to a variety of research questions, theories, data, and methodological approaches. Using these diverse perspectives, the authors explain how measurement and data quality concerns may hamper the understanding of turnover in cross-country/cross-cultural comparisons. This review further reveals many similarities with US-based turnover research, regarding the theories, methods, and results. The authors also find that turnover levels are, on average, considerably lower in Germany than in Anglo-Saxon labor markets. The authors suggest that the industry structure in Germany, coined by its strong and traditionally organized “Mittelstand” companies, may partly drive these findings. The authors close by identifying several research opportunities, available through advances in technology to improve the matching process, nonstandard work arrangements (such as in the gig economy), and a broader perspective on institutional peculiarities.

The purpose of this paper is to examine the factors leading to turnover among sell‐side financial analysts and the consequences of turnover.

The paper identifies two types of turnover, voluntary and involuntary, and defines voluntary (involuntary) as when analysts leave their employment at one brokerage firm and find (do not find) employment at another brokerage firm. Logistic models are estimated relating the probability of turnover to factors that explain turnover for both voluntary and involuntary turnover.

The paper finds that job performance is positively (negatively) related to voluntary (involuntary) turnover. This finding is consistent with Jackofsky's theory predicting U‐shaped relationship between performance and turnover. For voluntary turnover, analysts' performance and job conditions at the new brokerage firm are examined and related to the factors leading to turnover. It was found that turnover analysts move to smaller brokerage firms and become more accurate. They have lighter workload and enjoy more prestige at the new brokerage firm as they follow larger firms and fewer firms and industries.

This is the first study to apply Jackofsky's theory to the financial analysts' profession. Also, it is the first study to document the consequences to voluntary analyst turnover.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The purpose of this paper is to unite research on migration patterns and job and community embeddedness to examine how the distance an employee has relocated to take a job affects voluntary turnover behavior and how that behavior is impacted by both on-the-job and off-the-job factors.

This paper tests these relationships in a longitudinal field study of 2,297 engineers.

The distance an employee relocates for a job has an impact on their voluntary turnover behavior, and one form of embeddedness (educational reimbursement) moderates the distance–voluntary turnover relationship. In addition, direct effects of other types of embeddedness reduce the likelihood of voluntary turnover (assimilation programs and employee contributions to local non-profits).

This paper provides practitioners with information to supplement employee retention activities through the use of company-offered benefits.

By finding support for the hypothesis that employees who relocated a greater distance from where they earned their last degree are more likely to voluntarily terminate their employment, support was found for a link between turnover models and repeat migration. Support was also found for company-offered benefits as forms of embeddedness, reducing voluntary turnover behavior.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Traditionally, models of voluntary turnover assume that a rational actor follows a series of linear steps leading towards turnover. In regards to the construct of voluntary turnover, information technology professionals represent a unique phenomenon that may not adhere to traditional models. A new instinctual model of voluntary turnover provides an alternative method of understanding the processes involved when information technology professionals contemplate turnover.