Level and time effects of recruitment sources on early voluntary turnover
Publication date
2009-09
Document type
Research article
Author
Organisational unit
Scopus ID
Pubmed ID
ISSN
Series or journal
The Journal of applied psychology
Periodical volume
94
Periodical issue
5
First page
1146
Last page
1162
Peer-reviewed
✅
Part of the university bibliography
✅
Abstract
To better understand the effects of recruitment source on the level and timing of organizational departure, a turnover model incorporating dynamic predictors was examined. A large, longitudinal sample containing both stayers and leavers was analyzed with parametric survival models. Results indicate that the turnover hazard function for individuals recruited through personal recruitment sources was lower early in an employee's tenure than for individuals recruited through formal sources. Moreover, the peak of the turnover hazard was delayed significantly for such employees. However, the turnover rate differential due to the use of personal recruitment methods clearly diminished as tenure increased. Further, the recruitment source effect on the turnover hazard was partially mediated by job satisfaction. The pattern of results observed expands understanding of the unfolding model of turnover.
Cite as
In: Journal of applied psychology / American Psychological Association. - Washington, DC : American Psychological Association, 1917- ; ZDB-ID: 219157-X . - Bd. 94.2009, 5, Seite 1146-1162
Version
Not applicable (or unknown)
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