|Title:||Level and time effects of recruitment sources on early voluntary turnover||Authors:||Weller, Ingo
Holtom, Brooks C.
|Language:||en||Issue Date:||Sep-2009||Publisher:||American Psychological Association||Document Type:||Article||Source:||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||Journal / Series / Working Paper (HSU):||The Journal of applied psychology||Volume:||94||Issue:||5||Page Start:||1146||Page End:||1162||Publisher Place:||Washington, D.C.||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.
|Organization Units (connected with the publication):||BWL, insb. Leadership und Labour Relations||URL:||https://api.elsevier.com/content/abstract/scopus_id/69949137350
|Appears in Collections:||Publications of the HSU Researchers|
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