Key points:
Introduction– In the book The 7 Hidden Reasons Employees Leave, author Leigh Branham defines turnover as a process of disengagement that occurs over a period of time and that ends with voluntary termination.
Theories and models explaining turnover
- 1979 – William H. Mobley/colleagues- Conceptual model – considered individual, organization, and environmental factors
- 1994 -Thomas W. Lee and Terrence R. Mitchell— “unfolding model” which has four paths.
- Shock
- Employee evaluate his or her fit
- Analyzes his/her fit within the organization
- Employee leaves organization
- 2005 – Amy L. Kristof-Brown and colleagues focus on Person-Environment to explain organizational turn over. When employee’s needs are met it results in greater job satisfaction and less tun over. There is a published article in 2005 Personnel Psychology.
Job satisfaction maters because it is the most common predictors of job satisfaction are: autonomy, work environment, supervisor support, and work stress.
Improving the environment and job satisfaction is important to preventing high turnover. Taking a proactive approach can make a major difference in lowering turnover rates. Create a positive work environment and it will benefit patients, employees, and the organization alike.