CINXE.COM

<!DOCTYPE html> <html class="client-nojs vector-feature-language-in-header-enabled vector-feature-language-in-main-page-header-disabled vector-feature-sticky-header-disabled vector-feature-page-tools-pinned-disabled vector-feature-toc-pinned-clientpref-1 vector-feature-main-menu-pinned-disabled vector-feature-limited-width-clientpref-1 vector-feature-limited-width-content-enabled vector-feature-custom-font-size-clientpref-1 vector-feature-appearance-pinned-clientpref-1 vector-feature-night-mode-enabled skin-theme-clientpref-day vector-toc-available" lang="en" dir="ltr"> <head> <meta charset="UTF-8"> <title>Employee turnover - Wikipedia</title> <script>(function(){var className="client-js vector-feature-language-in-header-enabled vector-feature-language-in-main-page-header-disabled vector-feature-sticky-header-disabled vector-feature-page-tools-pinned-disabled vector-feature-toc-pinned-clientpref-1 vector-feature-main-menu-pinned-disabled vector-feature-limited-width-clientpref-1 vector-feature-limited-width-content-enabled vector-feature-custom-font-size-clientpref-1 vector-feature-appearance-pinned-clientpref-1 vector-feature-night-mode-enabled skin-theme-clientpref-day vector-toc-available";var cookie=document.cookie.match(/(?:^|; )enwikimwclientpreferences=([^;]+)/);if(cookie){cookie[1].split('%2C').forEach(function(pref){className=className.replace(new RegExp('(^| )'+pref.replace(/-clientpref-\w+$|[^\w-]+/g,'')+'-clientpref-\\w+( |$)'),'$1'+pref+'$2');});}document.documentElement.className=className;}());RLCONF={"wgBreakFrames":false,"wgSeparatorTransformTable":["",""],"wgDigitTransformTable":["",""],"wgDefaultDateFormat":"dmy", "wgMonthNames":["","January","February","March","April","May","June","July","August","September","October","November","December"],"wgRequestId":"81917a96-9fc9-4aae-9644-d167da3b5767","wgCanonicalNamespace":"","wgCanonicalSpecialPageName":false,"wgNamespaceNumber":0,"wgPageName":"Employee_turnover","wgTitle":"Employee turnover","wgCurRevisionId":1259259360,"wgRevisionId":1259259360,"wgArticleId":5575327,"wgIsArticle":true,"wgIsRedirect":false,"wgAction":"view","wgUserName":null,"wgUserGroups":["*"],"wgCategories":["Pages using the Graph extension","Pages with disabled graphs","CS1 errors: missing periodical","Articles with short description","Short description is different from Wikidata","Articles with limited geographic scope from March 2015","Wikipedia articles with style issues from April 2024","All articles with style issues","Wikipedia articles needing clarification from April 2024","All articles with unsourced statements","Articles with unsourced statements from April 2024", "Articles with unsourced statements from September 2015","Articles with unsourced statements from August 2010","Articles needing additional references from January 2010","All articles needing additional references","Industrial and organizational psychology","Human resource management","Workplace","Demographic economics"],"wgPageViewLanguage":"en","wgPageContentLanguage":"en","wgPageContentModel":"wikitext","wgRelevantPageName":"Employee_turnover","wgRelevantArticleId":5575327,"wgIsProbablyEditable":true,"wgRelevantPageIsProbablyEditable":true,"wgRestrictionEdit":[],"wgRestrictionMove":[],"wgRedirectedFrom":"Turnover_(employment)","wgNoticeProject":"wikipedia","wgCiteReferencePreviewsActive":false,"wgFlaggedRevsParams":{"tags":{"status":{"levels":1}}},"wgMediaViewerOnClick":true,"wgMediaViewerEnabledByDefault":true,"wgPopupsFlags":0,"wgVisualEditor":{"pageLanguageCode":"en","pageLanguageDir":"ltr","pageVariantFallbacks":"en"},"wgMFDisplayWikibaseDescriptions":{"search":true,"watchlist": true,"tagline":false,"nearby":true},"wgWMESchemaEditAttemptStepOversample":false,"wgWMEPageLength":50000,"wgInternalRedirectTargetUrl":"/wiki/Employee_turnover","wgRelatedArticlesCompat":[],"wgCentralAuthMobileDomain":false,"wgEditSubmitButtonLabelPublish":true,"wgULSPosition":"interlanguage","wgULSisCompactLinksEnabled":false,"wgVector2022LanguageInHeader":true,"wgULSisLanguageSelectorEmpty":false,"wgWikibaseItemId":"Q1910318","wgCheckUserClientHintsHeadersJsApi":["brands","architecture","bitness","fullVersionList","mobile","model","platform","platformVersion"],"GEHomepageSuggestedEditsEnableTopics":true,"wgGETopicsMatchModeEnabled":false,"wgGEStructuredTaskRejectionReasonTextInputEnabled":false,"wgGELevelingUpEnabledForUser":false};RLSTATE={"ext.globalCssJs.user.styles":"ready","site.styles":"ready","user.styles":"ready","ext.globalCssJs.user":"ready","user":"ready","user.options":"loading","ext.cite.styles":"ready","ext.math.styles":"ready","skins.vector.search.codex.styles":"ready" ,"skins.vector.styles":"ready","skins.vector.icons":"ready","jquery.makeCollapsible.styles":"ready","ext.wikimediamessages.styles":"ready","ext.visualEditor.desktopArticleTarget.noscript":"ready","ext.uls.interlanguage":"ready","wikibase.client.init":"ready","ext.wikimediaBadges":"ready"};RLPAGEMODULES=["mediawiki.action.view.redirect","ext.cite.ux-enhancements","mediawiki.page.media","site","mediawiki.page.ready","jquery.makeCollapsible","mediawiki.toc","skins.vector.js","ext.centralNotice.geoIP","ext.centralNotice.startUp","ext.gadget.ReferenceTooltips","ext.gadget.switcher","ext.urlShortener.toolbar","ext.centralauth.centralautologin","mmv.bootstrap","ext.popups","ext.visualEditor.desktopArticleTarget.init","ext.visualEditor.targetLoader","ext.echo.centralauth","ext.eventLogging","ext.wikimediaEvents","ext.navigationTiming","ext.uls.interface","ext.cx.eventlogging.campaigns","ext.cx.uls.quick.actions","wikibase.client.vector-2022","ext.checkUser.clientHints","ext.quicksurveys.init", "ext.growthExperiments.SuggestedEditSession","wikibase.sidebar.tracking"];</script> <script>(RLQ=window.RLQ||[]).push(function(){mw.loader.impl(function(){return["user.options@12s5i",function($,jQuery,require,module){mw.user.tokens.set({"patrolToken":"+\\","watchToken":"+\\","csrfToken":"+\\"}); }];});});</script> <link rel="stylesheet" href="/w/load.php?lang=en&modules=ext.cite.styles%7Cext.math.styles%7Cext.uls.interlanguage%7Cext.visualEditor.desktopArticleTarget.noscript%7Cext.wikimediaBadges%7Cext.wikimediamessages.styles%7Cjquery.makeCollapsible.styles%7Cskins.vector.icons%2Cstyles%7Cskins.vector.search.codex.styles%7Cwikibase.client.init&only=styles&skin=vector-2022"> <script async="" src="/w/load.php?lang=en&modules=startup&only=scripts&raw=1&skin=vector-2022"></script> <meta name="ResourceLoaderDynamicStyles" content=""> <link rel="stylesheet" href="/w/load.php?lang=en&modules=site.styles&only=styles&skin=vector-2022"> <meta name="generator" content="MediaWiki 1.44.0-wmf.4"> <meta name="referrer" content="origin"> <meta name="referrer" content="origin-when-cross-origin"> <meta name="robots" content="max-image-preview:standard"> <meta name="format-detection" content="telephone=no"> <meta name="viewport" content="width=1120"> <meta property="og:title" content="Employee turnover - Wikipedia"> <meta property="og:type" content="website"> <link rel="preconnect" href="//upload.wikimedia.org"> <link rel="alternate" media="only screen and (max-width: 640px)" href="//en.m.wikipedia.org/wiki/Employee_turnover"> <link rel="alternate" type="application/x-wiki" title="Edit this page" href="/w/index.php?title=Employee_turnover&action=edit"> <link rel="apple-touch-icon" href="/static/apple-touch/wikipedia.png"> <link rel="icon" href="/static/favicon/wikipedia.ico"> <link rel="search" type="application/opensearchdescription+xml" href="/w/rest.php/v1/search" title="Wikipedia (en)"> <link rel="EditURI" type="application/rsd+xml" href="//en.wikipedia.org/w/api.php?action=rsd"> <link rel="canonical" href="https://en.wikipedia.org/wiki/Employee_turnover"> <link rel="license" href="https://creativecommons.org/licenses/by-sa/4.0/deed.en"> <link rel="alternate" type="application/atom+xml" title="Wikipedia Atom feed" href="/w/index.php?title=Special:RecentChanges&feed=atom"> <link rel="dns-prefetch" href="//meta.wikimedia.org" /> <link rel="dns-prefetch" href="//login.wikimedia.org"> </head> <body class="skin--responsive skin-vector skin-vector-search-vue mediawiki ltr sitedir-ltr mw-hide-empty-elt ns-0 ns-subject mw-editable page-Employee_turnover rootpage-Employee_turnover skin-vector-2022 action-view"><a class="mw-jump-link" href="#bodyContent">Jump to content</a> <div class="vector-header-container"> <header class="vector-header mw-header"> <div class="vector-header-start"> <nav class="vector-main-menu-landmark" aria-label="Site"> <div id="vector-main-menu-dropdown" class="vector-dropdown vector-main-menu-dropdown vector-button-flush-left vector-button-flush-right" > <input type="checkbox" id="vector-main-menu-dropdown-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-main-menu-dropdown" class="vector-dropdown-checkbox " aria-label="Main menu" > <label id="vector-main-menu-dropdown-label" for="vector-main-menu-dropdown-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--icon-only " aria-hidden="true" ><span class="vector-icon mw-ui-icon-menu mw-ui-icon-wikimedia-menu"></span> <span class="vector-dropdown-label-text">Main menu</span> </label> <div class="vector-dropdown-content"> <div id="vector-main-menu-unpinned-container" class="vector-unpinned-container"> <div id="vector-main-menu" class="vector-main-menu vector-pinnable-element"> <div class="vector-pinnable-header vector-main-menu-pinnable-header vector-pinnable-header-unpinned" data-feature-name="main-menu-pinned" data-pinnable-element-id="vector-main-menu" data-pinned-container-id="vector-main-menu-pinned-container" data-unpinned-container-id="vector-main-menu-unpinned-container" > <div class="vector-pinnable-header-label">Main menu</div> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-pin-button" data-event-name="pinnable-header.vector-main-menu.pin">move to sidebar</button> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-unpin-button" data-event-name="pinnable-header.vector-main-menu.unpin">hide</button> </div> <div id="p-navigation" class="vector-menu mw-portlet mw-portlet-navigation" > <div class="vector-menu-heading"> Navigation </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="n-mainpage-description" class="mw-list-item"><a href="/wiki/Main_Page" title="Visit the main page [z]" accesskey="z"><span>Main page</span></a></li><li id="n-contents" class="mw-list-item"><a href="/wiki/Wikipedia:Contents" title="Guides to browsing Wikipedia"><span>Contents</span></a></li><li id="n-currentevents" class="mw-list-item"><a href="/wiki/Portal:Current_events" title="Articles related to current events"><span>Current events</span></a></li><li id="n-randompage" class="mw-list-item"><a href="/wiki/Special:Random" title="Visit a randomly selected article [x]" accesskey="x"><span>Random article</span></a></li><li id="n-aboutsite" class="mw-list-item"><a href="/wiki/Wikipedia:About" title="Learn about Wikipedia and how it works"><span>About Wikipedia</span></a></li><li id="n-contactpage" class="mw-list-item"><a href="//en.wikipedia.org/wiki/Wikipedia:Contact_us" title="How to contact Wikipedia"><span>Contact us</span></a></li> </ul> </div> </div> <div id="p-interaction" class="vector-menu mw-portlet mw-portlet-interaction" > <div class="vector-menu-heading"> Contribute </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="n-help" class="mw-list-item"><a href="/wiki/Help:Contents" title="Guidance on how to use and edit Wikipedia"><span>Help</span></a></li><li id="n-introduction" class="mw-list-item"><a href="/wiki/Help:Introduction" title="Learn how to edit Wikipedia"><span>Learn to edit</span></a></li><li id="n-portal" class="mw-list-item"><a href="/wiki/Wikipedia:Community_portal" title="The hub for editors"><span>Community portal</span></a></li><li id="n-recentchanges" class="mw-list-item"><a href="/wiki/Special:RecentChanges" title="A list of recent changes to Wikipedia [r]" accesskey="r"><span>Recent changes</span></a></li><li id="n-upload" class="mw-list-item"><a href="/wiki/Wikipedia:File_upload_wizard" title="Add images or other media for use on Wikipedia"><span>Upload file</span></a></li> </ul> </div> </div> </div> </div> </div> </div> </nav> <a href="/wiki/Main_Page" class="mw-logo"> <img class="mw-logo-icon" src="/static/images/icons/wikipedia.png" alt="" aria-hidden="true" height="50" width="50"> <span class="mw-logo-container skin-invert"> <img class="mw-logo-wordmark" alt="Wikipedia" src="/static/images/mobile/copyright/wikipedia-wordmark-en.svg" style="width: 7.5em; height: 1.125em;"> <img class="mw-logo-tagline" alt="The Free Encyclopedia" src="/static/images/mobile/copyright/wikipedia-tagline-en.svg" width="117" height="13" style="width: 7.3125em; height: 0.8125em;"> </span> </a> </div> <div class="vector-header-end"> <div id="p-search" role="search" class="vector-search-box-vue vector-search-box-collapses vector-search-box-show-thumbnail vector-search-box-auto-expand-width vector-search-box"> <a href="/wiki/Special:Search" class="cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--icon-only search-toggle" title="Search Wikipedia [f]" accesskey="f"><span class="vector-icon mw-ui-icon-search mw-ui-icon-wikimedia-search"></span> <span>Search</span> </a> <div class="vector-typeahead-search-container"> <div class="cdx-typeahead-search cdx-typeahead-search--show-thumbnail cdx-typeahead-search--auto-expand-width"> <form action="/w/index.php" id="searchform" class="cdx-search-input cdx-search-input--has-end-button"> <div id="simpleSearch" class="cdx-search-input__input-wrapper" data-search-loc="header-moved"> <div class="cdx-text-input cdx-text-input--has-start-icon"> <input class="cdx-text-input__input" type="search" name="search" placeholder="Search Wikipedia" aria-label="Search Wikipedia" autocapitalize="sentences" title="Search Wikipedia [f]" accesskey="f" id="searchInput" > <span class="cdx-text-input__icon cdx-text-input__start-icon"></span> </div> <input type="hidden" name="title" value="Special:Search"> </div> <button class="cdx-button cdx-search-input__end-button">Search</button> </form> </div> </div> </div> <nav class="vector-user-links vector-user-links-wide" aria-label="Personal tools"> <div class="vector-user-links-main"> <div id="p-vector-user-menu-preferences" class="vector-menu mw-portlet emptyPortlet" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> </ul> </div> </div> <div id="p-vector-user-menu-userpage" class="vector-menu mw-portlet emptyPortlet" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> </ul> </div> </div> <nav class="vector-appearance-landmark" aria-label="Appearance"> <div id="vector-appearance-dropdown" class="vector-dropdown " title="Change the appearance of the page's font size, width, and color" > <input type="checkbox" id="vector-appearance-dropdown-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-appearance-dropdown" class="vector-dropdown-checkbox " aria-label="Appearance" > <label id="vector-appearance-dropdown-label" for="vector-appearance-dropdown-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--icon-only " aria-hidden="true" ><span class="vector-icon mw-ui-icon-appearance mw-ui-icon-wikimedia-appearance"></span> <span class="vector-dropdown-label-text">Appearance</span> </label> <div class="vector-dropdown-content"> <div id="vector-appearance-unpinned-container" class="vector-unpinned-container"> </div> </div> </div> </nav> <div id="p-vector-user-menu-notifications" class="vector-menu mw-portlet emptyPortlet" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> </ul> </div> </div> <div id="p-vector-user-menu-overflow" class="vector-menu mw-portlet" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="pt-sitesupport-2" class="user-links-collapsible-item mw-list-item user-links-collapsible-item"><a data-mw="interface" href="https://donate.wikimedia.org/wiki/Special:FundraiserRedirector?utm_source=donate&utm_medium=sidebar&utm_campaign=C13_en.wikipedia.org&uselang=en" class=""><span>Donate</span></a> </li> <li id="pt-createaccount-2" class="user-links-collapsible-item mw-list-item user-links-collapsible-item"><a data-mw="interface" href="/w/index.php?title=Special:CreateAccount&returnto=Employee+turnover" title="You are encouraged to create an account and log in; however, it is not mandatory" class=""><span>Create account</span></a> </li> <li id="pt-login-2" class="user-links-collapsible-item mw-list-item user-links-collapsible-item"><a data-mw="interface" href="/w/index.php?title=Special:UserLogin&returnto=Employee+turnover" title="You're encouraged to log in; however, it's not mandatory. [o]" accesskey="o" class=""><span>Log in</span></a> </li> </ul> </div> </div> </div> <div id="vector-user-links-dropdown" class="vector-dropdown vector-user-menu vector-button-flush-right vector-user-menu-logged-out" title="Log in and more options" > <input type="checkbox" id="vector-user-links-dropdown-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-user-links-dropdown" class="vector-dropdown-checkbox " aria-label="Personal tools" > <label id="vector-user-links-dropdown-label" for="vector-user-links-dropdown-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--icon-only " aria-hidden="true" ><span class="vector-icon mw-ui-icon-ellipsis mw-ui-icon-wikimedia-ellipsis"></span> <span class="vector-dropdown-label-text">Personal tools</span> </label> <div class="vector-dropdown-content"> <div id="p-personal" class="vector-menu mw-portlet mw-portlet-personal user-links-collapsible-item" title="User menu" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="pt-sitesupport" class="user-links-collapsible-item mw-list-item"><a href="https://donate.wikimedia.org/wiki/Special:FundraiserRedirector?utm_source=donate&utm_medium=sidebar&utm_campaign=C13_en.wikipedia.org&uselang=en"><span>Donate</span></a></li><li id="pt-createaccount" class="user-links-collapsible-item mw-list-item"><a href="/w/index.php?title=Special:CreateAccount&returnto=Employee+turnover" title="You are encouraged to create an account and log in; however, it is not mandatory"><span class="vector-icon mw-ui-icon-userAdd mw-ui-icon-wikimedia-userAdd"></span> <span>Create account</span></a></li><li id="pt-login" class="user-links-collapsible-item mw-list-item"><a href="/w/index.php?title=Special:UserLogin&returnto=Employee+turnover" title="You're encouraged to log in; however, it's not mandatory. [o]" accesskey="o"><span class="vector-icon mw-ui-icon-logIn mw-ui-icon-wikimedia-logIn"></span> <span>Log in</span></a></li> </ul> </div> </div> <div id="p-user-menu-anon-editor" class="vector-menu mw-portlet mw-portlet-user-menu-anon-editor" > <div class="vector-menu-heading"> Pages for logged out editors <a href="/wiki/Help:Introduction" aria-label="Learn more about editing"><span>learn more</span></a> </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="pt-anoncontribs" class="mw-list-item"><a href="/wiki/Special:MyContributions" title="A list of edits made from this IP address [y]" accesskey="y"><span>Contributions</span></a></li><li id="pt-anontalk" class="mw-list-item"><a href="/wiki/Special:MyTalk" title="Discussion about edits from this IP address [n]" accesskey="n"><span>Talk</span></a></li> </ul> </div> </div> </div> </div> </nav> </div> </header> </div> <div class="mw-page-container"> <div class="mw-page-container-inner"> <div class="vector-sitenotice-container"> <div id="siteNotice"></div> </div> <div class="vector-column-start"> <div class="vector-main-menu-container"> <div id="mw-navigation"> <nav id="mw-panel" class="vector-main-menu-landmark" aria-label="Site"> <div id="vector-main-menu-pinned-container" class="vector-pinned-container"> </div> </nav> </div> </div> <div class="vector-sticky-pinned-container"> <nav id="mw-panel-toc" aria-label="Contents" data-event-name="ui.sidebar-toc" class="mw-table-of-contents-container vector-toc-landmark"> <div id="vector-toc-pinned-container" class="vector-pinned-container"> <div id="vector-toc" class="vector-toc vector-pinnable-element"> <div class="vector-pinnable-header vector-toc-pinnable-header vector-pinnable-header-pinned" data-feature-name="toc-pinned" data-pinnable-element-id="vector-toc" > <h2 class="vector-pinnable-header-label">Contents</h2> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-pin-button" data-event-name="pinnable-header.vector-toc.pin">move to sidebar</button> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-unpin-button" data-event-name="pinnable-header.vector-toc.unpin">hide</button> </div> <ul class="vector-toc-contents" id="mw-panel-toc-list"> <li id="toc-mw-content-text" class="vector-toc-list-item vector-toc-level-1"> <a href="#" class="vector-toc-link"> <div class="vector-toc-text">(Top)</div> </a> </li> <li id="toc-Terminologies" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Terminologies"> <div class="vector-toc-text"> <span class="vector-toc-numb">1</span> <span>Terminologies</span> </div> </a> <ul id="toc-Terminologies-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Types_of_turnover" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Types_of_turnover"> <div class="vector-toc-text"> <span class="vector-toc-numb">2</span> <span>Types of turnover</span> </div> </a> <ul id="toc-Types_of_turnover-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Evolution" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Evolution"> <div class="vector-toc-text"> <span class="vector-toc-numb">3</span> <span>Evolution</span> </div> </a> <ul id="toc-Evolution-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Costs" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Costs"> <div class="vector-toc-text"> <span class="vector-toc-numb">4</span> <span>Costs</span> </div> </a> <ul id="toc-Costs-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Internal_versus_external" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Internal_versus_external"> <div class="vector-toc-text"> <span class="vector-toc-numb">5</span> <span>Internal versus external</span> </div> </a> <ul id="toc-Internal_versus_external-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Skilled_vs._unskilled_employees" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Skilled_vs._unskilled_employees"> <div class="vector-toc-text"> <span class="vector-toc-numb">6</span> <span>Skilled vs. unskilled employees</span> </div> </a> <ul id="toc-Skilled_vs._unskilled_employees-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Voluntary_versus_involuntary" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Voluntary_versus_involuntary"> <div class="vector-toc-text"> <span class="vector-toc-numb">7</span> <span>Voluntary versus involuntary</span> </div> </a> <ul id="toc-Voluntary_versus_involuntary-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Causes_of_high_or_low_turnover" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Causes_of_high_or_low_turnover"> <div class="vector-toc-text"> <span class="vector-toc-numb">8</span> <span>Causes of high or low turnover</span> </div> </a> <button aria-controls="toc-Causes_of_high_or_low_turnover-sublist" class="cdx-button cdx-button--weight-quiet cdx-button--icon-only vector-toc-toggle"> <span class="vector-icon mw-ui-icon-wikimedia-expand"></span> <span>Toggle Causes of high or low turnover subsection</span> </button> <ul id="toc-Causes_of_high_or_low_turnover-sublist" class="vector-toc-list"> <li id="toc-Stress" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Stress"> <div class="vector-toc-text"> <span class="vector-toc-numb">8.1</span> <span>Stress</span> </div> </a> <ul id="toc-Stress-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Bullying" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Bullying"> <div class="vector-toc-text"> <span class="vector-toc-numb">8.2</span> <span>Bullying</span> </div> </a> <ul id="toc-Bullying-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Narcissism_and_psychopathy" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Narcissism_and_psychopathy"> <div class="vector-toc-text"> <span class="vector-toc-numb">8.3</span> <span>Narcissism and psychopathy</span> </div> </a> <ul id="toc-Narcissism_and_psychopathy-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Investments" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Investments"> <div class="vector-toc-text"> <span class="vector-toc-numb">8.4</span> <span>Investments</span> </div> </a> <ul id="toc-Investments-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Perceptions_of_injustice_and_unfairness" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Perceptions_of_injustice_and_unfairness"> <div class="vector-toc-text"> <span class="vector-toc-numb">8.5</span> <span>Perceptions of injustice and unfairness</span> </div> </a> <ul id="toc-Perceptions_of_injustice_and_unfairness-sublist" class="vector-toc-list"> </ul> </li> </ul> </li> <li id="toc-Consequences" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Consequences"> <div class="vector-toc-text"> <span class="vector-toc-numb">9</span> <span>Consequences</span> </div> </a> <button aria-controls="toc-Consequences-sublist" class="cdx-button cdx-button--weight-quiet cdx-button--icon-only vector-toc-toggle"> <span class="vector-icon mw-ui-icon-wikimedia-expand"></span> <span>Toggle Consequences subsection</span> </button> <ul id="toc-Consequences-sublist" class="vector-toc-list"> <li id="toc-Negative_consequences" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Negative_consequences"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.1</span> <span>Negative consequences</span> </div> </a> <ul id="toc-Negative_consequences-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Positive_consequences" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Positive_consequences"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2</span> <span>Positive consequences</span> </div> </a> <ul id="toc-Positive_consequences-sublist" class="vector-toc-list"> </ul> </li> </ul> </li> <li id="toc-Prevention" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Prevention"> <div class="vector-toc-text"> <span class="vector-toc-numb">10</span> <span>Prevention</span> </div> </a> <ul id="toc-Prevention-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Calculation" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Calculation"> <div class="vector-toc-text"> <span class="vector-toc-numb">11</span> <span>Calculation</span> </div> </a> <ul id="toc-Calculation-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Models" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Models"> <div class="vector-toc-text"> <span class="vector-toc-numb">12</span> <span>Models</span> </div> </a> <ul id="toc-Models-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-See_also" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#See_also"> <div class="vector-toc-text"> <span class="vector-toc-numb">13</span> <span>See also</span> </div> </a> <ul id="toc-See_also-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-References" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#References"> <div class="vector-toc-text"> <span class="vector-toc-numb">14</span> <span>References</span> </div> </a> <ul id="toc-References-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Further_reading" class="vector-toc-list-item vector-toc-level-1 vector-toc-list-item-expanded"> <a class="vector-toc-link" href="#Further_reading"> <div class="vector-toc-text"> <span class="vector-toc-numb">15</span> <span>Further reading</span> </div> </a> <ul id="toc-Further_reading-sublist" class="vector-toc-list"> </ul> </li> </ul> </div> </div> </nav> </div> </div> <div class="mw-content-container"> <main id="content" class="mw-body"> <header class="mw-body-header vector-page-titlebar"> <nav aria-label="Contents" class="vector-toc-landmark"> <div id="vector-page-titlebar-toc" class="vector-dropdown vector-page-titlebar-toc vector-button-flush-left" > <input type="checkbox" id="vector-page-titlebar-toc-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-page-titlebar-toc" class="vector-dropdown-checkbox " aria-label="Toggle the table of contents" > <label id="vector-page-titlebar-toc-label" for="vector-page-titlebar-toc-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--icon-only " aria-hidden="true" ><span class="vector-icon mw-ui-icon-listBullet mw-ui-icon-wikimedia-listBullet"></span> <span class="vector-dropdown-label-text">Toggle the table of contents</span> </label> <div class="vector-dropdown-content"> <div id="vector-page-titlebar-toc-unpinned-container" class="vector-unpinned-container"> </div> </div> </div> </nav> <h1 id="firstHeading" class="firstHeading mw-first-heading"><span class="mw-page-title-main">Employee turnover</span></h1> <div id="p-lang-btn" class="vector-dropdown mw-portlet mw-portlet-lang" > <input type="checkbox" id="p-lang-btn-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-p-lang-btn" class="vector-dropdown-checkbox mw-interlanguage-selector" aria-label="Go to an article in another language. Available in 14 languages" > <label id="p-lang-btn-label" for="p-lang-btn-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--action-progressive mw-portlet-lang-heading-14" aria-hidden="true" ><span class="vector-icon mw-ui-icon-language-progressive mw-ui-icon-wikimedia-language-progressive"></span> <span class="vector-dropdown-label-text">14 languages</span> </label> <div class="vector-dropdown-content"> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li class="interlanguage-link interwiki-cs mw-list-item"><a href="https://cs.wikipedia.org/wiki/Fluktuace_zam%C4%9Bstnanc%C5%AF" title="Fluktuace zaměstnanců – Czech" lang="cs" hreflang="cs" data-title="Fluktuace zaměstnanců" data-language-autonym="Čeština" data-language-local-name="Czech" class="interlanguage-link-target"><span>Čeština</span></a></li><li class="interlanguage-link interwiki-es mw-list-item"><a href="https://es.wikipedia.org/wiki/Rotaci%C3%B3n_(empleo)" title="Rotación (empleo) – Spanish" lang="es" hreflang="es" data-title="Rotación (empleo)" data-language-autonym="Español" data-language-local-name="Spanish" class="interlanguage-link-target"><span>Español</span></a></li><li class="interlanguage-link interwiki-fr mw-list-item"><a href="https://fr.wikipedia.org/wiki/Rotation_de_l%27emploi" title="Rotation de l'emploi – French" lang="fr" hreflang="fr" data-title="Rotation de l'emploi" data-language-autonym="Français" data-language-local-name="French" class="interlanguage-link-target"><span>Français</span></a></li><li class="interlanguage-link interwiki-hi mw-list-item"><a href="https://hi.wikipedia.org/wiki/%E0%A4%B6%E0%A5%8D%E0%A4%B0%E0%A4%AE%E0%A4%BE%E0%A4%B5%E0%A4%B0%E0%A5%8D%E0%A4%A4" title="श्रमावर्त – Hindi" lang="hi" hreflang="hi" data-title="श्रमावर्त" data-language-autonym="हिन्दी" data-language-local-name="Hindi" class="interlanguage-link-target"><span>हिन्दी</span></a></li><li class="interlanguage-link interwiki-id mw-list-item"><a href="https://id.wikipedia.org/wiki/Perputaran_karyawan" title="Perputaran karyawan – Indonesian" lang="id" hreflang="id" data-title="Perputaran karyawan" data-language-autonym="Bahasa Indonesia" data-language-local-name="Indonesian" class="interlanguage-link-target"><span>Bahasa Indonesia</span></a></li><li class="interlanguage-link interwiki-it mw-list-item"><a href="https://it.wikipedia.org/wiki/Ricambio_del_personale" title="Ricambio del personale – Italian" lang="it" hreflang="it" data-title="Ricambio del personale" data-language-autonym="Italiano" data-language-local-name="Italian" class="interlanguage-link-target"><span>Italiano</span></a></li><li class="interlanguage-link interwiki-he mw-list-item"><a href="https://he.wikipedia.org/wiki/%D7%AA%D7%97%D7%9C%D7%95%D7%A4%D7%AA_%D7%A2%D7%95%D7%91%D7%93%D7%99%D7%9D" title="תחלופת עובדים – Hebrew" lang="he" hreflang="he" data-title="תחלופת עובדים" data-language-autonym="עברית" data-language-local-name="Hebrew" class="interlanguage-link-target"><span>עברית</span></a></li><li class="interlanguage-link interwiki-kn mw-list-item"><a href="https://kn.wikipedia.org/wiki/%E0%B2%89%E0%B2%A6%E0%B3%8D%E0%B2%AF%E0%B3%8B%E0%B2%97%E0%B2%BF_%E0%B2%B5%E0%B2%B9%E0%B2%BF%E0%B2%B5%E0%B2%BE%E0%B2%9F%E0%B3%81" title="ಉದ್ಯೋಗಿ ವಹಿವಾಟು – Kannada" lang="kn" hreflang="kn" data-title="ಉದ್ಯೋಗಿ ವಹಿವಾಟು" data-language-autonym="ಕನ್ನಡ" data-language-local-name="Kannada" class="interlanguage-link-target"><span>ಕನ್ನಡ</span></a></li><li class="interlanguage-link interwiki-nl mw-list-item"><a href="https://nl.wikipedia.org/wiki/Personeelsverloop" title="Personeelsverloop – Dutch" lang="nl" hreflang="nl" data-title="Personeelsverloop" data-language-autonym="Nederlands" data-language-local-name="Dutch" class="interlanguage-link-target"><span>Nederlands</span></a></li><li class="interlanguage-link interwiki-ja mw-list-item"><a href="https://ja.wikipedia.org/wiki/%E9%9B%A2%E8%81%B7%E7%8E%87" title="離職率 – Japanese" lang="ja" hreflang="ja" data-title="離職率" data-language-autonym="日本語" data-language-local-name="Japanese" class="interlanguage-link-target"><span>日本語</span></a></li><li class="interlanguage-link interwiki-oc mw-list-item"><a href="https://oc.wikipedia.org/wiki/Turnover" title="Turnover – Occitan" lang="oc" hreflang="oc" data-title="Turnover" data-language-autonym="Occitan" data-language-local-name="Occitan" class="interlanguage-link-target"><span>Occitan</span></a></li><li class="interlanguage-link interwiki-pt mw-list-item"><a href="https://pt.wikipedia.org/wiki/Rotatividade_de_pessoal" title="Rotatividade de pessoal – Portuguese" lang="pt" hreflang="pt" data-title="Rotatividade de pessoal" data-language-autonym="Português" data-language-local-name="Portuguese" class="interlanguage-link-target"><span>Português</span></a></li><li class="interlanguage-link interwiki-ru mw-list-item"><a href="https://ru.wikipedia.org/wiki/%D0%A2%D0%B5%D0%BA%D1%83%D1%87%D0%B5%D1%81%D1%82%D1%8C_%D0%BA%D0%B0%D0%B4%D1%80%D0%BE%D0%B2" title="Текучесть кадров – Russian" lang="ru" hreflang="ru" data-title="Текучесть кадров" data-language-autonym="Русский" data-language-local-name="Russian" class="interlanguage-link-target"><span>Русский</span></a></li><li class="interlanguage-link interwiki-uk mw-list-item"><a href="https://uk.wikipedia.org/wiki/%D0%9F%D0%BB%D0%B8%D0%BD%D0%BD%D1%96%D1%81%D1%82%D1%8C_%D0%BA%D0%B0%D0%B4%D1%80%D1%96%D0%B2" title="Плинність кадрів – Ukrainian" lang="uk" hreflang="uk" data-title="Плинність кадрів" data-language-autonym="Українська" data-language-local-name="Ukrainian" class="interlanguage-link-target"><span>Українська</span></a></li> </ul> <div class="after-portlet after-portlet-lang"><span class="wb-langlinks-edit wb-langlinks-link"><a href="https://www.wikidata.org/wiki/Special:EntityPage/Q1910318#sitelinks-wikipedia" title="Edit interlanguage links" class="wbc-editpage">Edit links</a></span></div> </div> </div> </div> </header> <div class="vector-page-toolbar"> <div class="vector-page-toolbar-container"> <div id="left-navigation"> <nav aria-label="Namespaces"> <div id="p-associated-pages" class="vector-menu vector-menu-tabs mw-portlet mw-portlet-associated-pages" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="ca-nstab-main" class="selected vector-tab-noicon mw-list-item"><a href="/wiki/Employee_turnover" title="View the content page [c]" accesskey="c"><span>Article</span></a></li><li id="ca-talk" class="vector-tab-noicon mw-list-item"><a href="/wiki/Talk:Employee_turnover" rel="discussion" title="Discuss improvements to the content page [t]" accesskey="t"><span>Talk</span></a></li> </ul> </div> </div> <div id="vector-variants-dropdown" class="vector-dropdown emptyPortlet" > <input type="checkbox" id="vector-variants-dropdown-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-variants-dropdown" class="vector-dropdown-checkbox " aria-label="Change language variant" > <label id="vector-variants-dropdown-label" for="vector-variants-dropdown-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet" aria-hidden="true" ><span class="vector-dropdown-label-text">English</span> </label> <div class="vector-dropdown-content"> <div id="p-variants" class="vector-menu mw-portlet mw-portlet-variants emptyPortlet" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> </ul> </div> </div> </div> </div> </nav> </div> <div id="right-navigation" class="vector-collapsible"> <nav aria-label="Views"> <div id="p-views" class="vector-menu vector-menu-tabs mw-portlet mw-portlet-views" > <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="ca-view" class="selected vector-tab-noicon mw-list-item"><a href="/wiki/Employee_turnover"><span>Read</span></a></li><li id="ca-edit" class="vector-tab-noicon mw-list-item"><a href="/w/index.php?title=Employee_turnover&action=edit" title="Edit this page [e]" accesskey="e"><span>Edit</span></a></li><li id="ca-history" class="vector-tab-noicon mw-list-item"><a href="/w/index.php?title=Employee_turnover&action=history" title="Past revisions of this page [h]" accesskey="h"><span>View history</span></a></li> </ul> </div> </div> </nav> <nav class="vector-page-tools-landmark" aria-label="Page tools"> <div id="vector-page-tools-dropdown" class="vector-dropdown vector-page-tools-dropdown" > <input type="checkbox" id="vector-page-tools-dropdown-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-page-tools-dropdown" class="vector-dropdown-checkbox " aria-label="Tools" > <label id="vector-page-tools-dropdown-label" for="vector-page-tools-dropdown-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet" aria-hidden="true" ><span class="vector-dropdown-label-text">Tools</span> </label> <div class="vector-dropdown-content"> <div id="vector-page-tools-unpinned-container" class="vector-unpinned-container"> <div id="vector-page-tools" class="vector-page-tools vector-pinnable-element"> <div class="vector-pinnable-header vector-page-tools-pinnable-header vector-pinnable-header-unpinned" data-feature-name="page-tools-pinned" data-pinnable-element-id="vector-page-tools" data-pinned-container-id="vector-page-tools-pinned-container" data-unpinned-container-id="vector-page-tools-unpinned-container" > <div class="vector-pinnable-header-label">Tools</div> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-pin-button" data-event-name="pinnable-header.vector-page-tools.pin">move to sidebar</button> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-unpin-button" data-event-name="pinnable-header.vector-page-tools.unpin">hide</button> </div> <div id="p-cactions" class="vector-menu mw-portlet mw-portlet-cactions emptyPortlet vector-has-collapsible-items" title="More options" > <div class="vector-menu-heading"> Actions </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="ca-more-view" class="selected vector-more-collapsible-item mw-list-item"><a href="/wiki/Employee_turnover"><span>Read</span></a></li><li id="ca-more-edit" class="vector-more-collapsible-item mw-list-item"><a href="/w/index.php?title=Employee_turnover&action=edit" title="Edit this page [e]" accesskey="e"><span>Edit</span></a></li><li id="ca-more-history" class="vector-more-collapsible-item mw-list-item"><a href="/w/index.php?title=Employee_turnover&action=history"><span>View history</span></a></li> </ul> </div> </div> <div id="p-tb" class="vector-menu mw-portlet mw-portlet-tb" > <div class="vector-menu-heading"> General </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="t-whatlinkshere" class="mw-list-item"><a href="/wiki/Special:WhatLinksHere/Employee_turnover" title="List of all English Wikipedia pages containing links to this page [j]" accesskey="j"><span>What links here</span></a></li><li id="t-recentchangeslinked" class="mw-list-item"><a href="/wiki/Special:RecentChangesLinked/Employee_turnover" rel="nofollow" title="Recent changes in pages linked from this page [k]" accesskey="k"><span>Related changes</span></a></li><li id="t-upload" class="mw-list-item"><a href="/wiki/Wikipedia:File_Upload_Wizard" title="Upload files [u]" accesskey="u"><span>Upload file</span></a></li><li id="t-specialpages" class="mw-list-item"><a href="/wiki/Special:SpecialPages" title="A list of all special pages [q]" accesskey="q"><span>Special pages</span></a></li><li id="t-permalink" class="mw-list-item"><a href="/w/index.php?title=Employee_turnover&oldid=1259259360" title="Permanent link to this revision of this page"><span>Permanent link</span></a></li><li id="t-info" class="mw-list-item"><a href="/w/index.php?title=Employee_turnover&action=info" title="More information about this page"><span>Page information</span></a></li><li id="t-cite" class="mw-list-item"><a href="/w/index.php?title=Special:CiteThisPage&page=Employee_turnover&id=1259259360&wpFormIdentifier=titleform" title="Information on how to cite this page"><span>Cite this page</span></a></li><li id="t-urlshortener" class="mw-list-item"><a href="/w/index.php?title=Special:UrlShortener&url=https%3A%2F%2Fen.wikipedia.org%2Fwiki%2FEmployee_turnover"><span>Get shortened URL</span></a></li><li id="t-urlshortener-qrcode" class="mw-list-item"><a href="/w/index.php?title=Special:QrCode&url=https%3A%2F%2Fen.wikipedia.org%2Fwiki%2FEmployee_turnover"><span>Download QR code</span></a></li> </ul> </div> </div> <div id="p-coll-print_export" class="vector-menu mw-portlet mw-portlet-coll-print_export" > <div class="vector-menu-heading"> Print/export </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="coll-download-as-rl" class="mw-list-item"><a href="/w/index.php?title=Special:DownloadAsPdf&page=Employee_turnover&action=show-download-screen" title="Download this page as a PDF file"><span>Download as PDF</span></a></li><li id="t-print" class="mw-list-item"><a href="/w/index.php?title=Employee_turnover&printable=yes" title="Printable version of this page [p]" accesskey="p"><span>Printable version</span></a></li> </ul> </div> </div> <div id="p-wikibase-otherprojects" class="vector-menu mw-portlet mw-portlet-wikibase-otherprojects" > <div class="vector-menu-heading"> In other projects </div> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li id="t-wikibase" class="wb-otherproject-link wb-otherproject-wikibase-dataitem mw-list-item"><a href="https://www.wikidata.org/wiki/Special:EntityPage/Q1910318" title="Structured data on this page hosted by Wikidata [g]" accesskey="g"><span>Wikidata item</span></a></li> </ul> </div> </div> </div> </div> </div> </div> </nav> </div> </div> </div> <div class="vector-column-end"> <div class="vector-sticky-pinned-container"> <nav class="vector-page-tools-landmark" aria-label="Page tools"> <div id="vector-page-tools-pinned-container" class="vector-pinned-container"> </div> </nav> <nav class="vector-appearance-landmark" aria-label="Appearance"> <div id="vector-appearance-pinned-container" class="vector-pinned-container"> <div id="vector-appearance" class="vector-appearance vector-pinnable-element"> <div class="vector-pinnable-header vector-appearance-pinnable-header vector-pinnable-header-pinned" data-feature-name="appearance-pinned" data-pinnable-element-id="vector-appearance" data-pinned-container-id="vector-appearance-pinned-container" data-unpinned-container-id="vector-appearance-unpinned-container" > <div class="vector-pinnable-header-label">Appearance</div> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-pin-button" data-event-name="pinnable-header.vector-appearance.pin">move to sidebar</button> <button class="vector-pinnable-header-toggle-button vector-pinnable-header-unpin-button" data-event-name="pinnable-header.vector-appearance.unpin">hide</button> </div> </div> </div> </nav> </div> </div> <div id="bodyContent" class="vector-body" aria-labelledby="firstHeading" data-mw-ve-target-container> <div class="vector-body-before-content"> <div class="mw-indicators"> </div> <div id="siteSub" class="noprint">From Wikipedia, the free encyclopedia</div> </div> <div id="contentSub"><div id="mw-content-subtitle"><span class="mw-redirectedfrom">(Redirected from <a href="/w/index.php?title=Turnover_(employment)&redirect=no" class="mw-redirect" title="Turnover (employment)">Turnover (employment)</a>)</span></div></div> <div id="mw-content-text" class="mw-body-content"><div class="mw-content-ltr mw-parser-output" lang="en" dir="ltr"><div class="shortdescription nomobile noexcerpt noprint searchaux" style="display:none">Act of replacing an employee with a new one</div> <style data-mw-deduplicate="TemplateStyles:r1251242444">.mw-parser-output .ambox{border:1px solid #a2a9b1;border-left:10px solid #36c;background-color:#fbfbfb;box-sizing:border-box}.mw-parser-output .ambox+link+.ambox,.mw-parser-output .ambox+link+style+.ambox,.mw-parser-output .ambox+link+link+.ambox,.mw-parser-output .ambox+.mw-empty-elt+link+.ambox,.mw-parser-output .ambox+.mw-empty-elt+link+style+.ambox,.mw-parser-output .ambox+.mw-empty-elt+link+link+.ambox{margin-top:-1px}html body.mediawiki .mw-parser-output .ambox.mbox-small-left{margin:4px 1em 4px 0;overflow:hidden;width:238px;border-collapse:collapse;font-size:88%;line-height:1.25em}.mw-parser-output .ambox-speedy{border-left:10px solid #b32424;background-color:#fee7e6}.mw-parser-output .ambox-delete{border-left:10px solid #b32424}.mw-parser-output .ambox-content{border-left:10px solid #f28500}.mw-parser-output .ambox-style{border-left:10px solid #fc3}.mw-parser-output .ambox-move{border-left:10px solid #9932cc}.mw-parser-output .ambox-protection{border-left:10px solid #a2a9b1}.mw-parser-output .ambox .mbox-text{border:none;padding:0.25em 0.5em;width:100%}.mw-parser-output .ambox .mbox-image{border:none;padding:2px 0 2px 0.5em;text-align:center}.mw-parser-output .ambox .mbox-imageright{border:none;padding:2px 0.5em 2px 0;text-align:center}.mw-parser-output .ambox .mbox-empty-cell{border:none;padding:0;width:1px}.mw-parser-output .ambox .mbox-image-div{width:52px}@media(min-width:720px){.mw-parser-output .ambox{margin:0 10%}}@media print{body.ns-0 .mw-parser-output .ambox{display:none!important}}</style><table class="box-Globalize plainlinks metadata ambox ambox-content ambox-globalize" role="presentation"><tbody><tr><td class="mbox-image"><div class="mbox-image-div"><span typeof="mw:File"><span><img alt="Globe icon." src="//upload.wikimedia.org/wikipedia/commons/thumb/b/bd/Ambox_globe_content.svg/48px-Ambox_globe_content.svg.png" decoding="async" width="48" height="40" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/b/bd/Ambox_globe_content.svg/73px-Ambox_globe_content.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/b/bd/Ambox_globe_content.svg/97px-Ambox_globe_content.svg.png 2x" data-file-width="350" data-file-height="290" /></span></span></div></td><td class="mbox-text"><div class="mbox-text-span">The examples and perspective in this article <b>may not represent a <a href="/wiki/Wikipedia:WikiProject_Countering_systemic_bias" title="Wikipedia:WikiProject Countering systemic bias">worldwide view</a> of the subject</b>.<span class="hide-when-compact"> You may <a class="external text" href="https://en.wikipedia.org/w/index.php?title=Employee_turnover&action=edit">improve this article</a>, discuss the issue on the <a href="/wiki/Talk:Employee_turnover" title="Talk:Employee turnover">talk page</a>, or <a href="/wiki/Wikipedia:Article_wizard" title="Wikipedia:Article wizard">create a new article</a>, as appropriate.</span> <span class="date-container"><i>(<span class="date">March 2015</span>)</i></span><span class="hide-when-compact"><i> (<small><a href="/wiki/Help:Maintenance_template_removal" title="Help:Maintenance template removal">Learn how and when to remove this message</a></small>)</i></span></div></td></tr></tbody></table> <p>In <a href="/wiki/Human_resources" title="Human resources">human resources</a>, turnover refers to employees who leave an organization. The <i>turnover rate</i> is the percentage of the total <a href="/wiki/Workforce" title="Workforce">workforce</a> who leave over a certain period.<sup id="cite_ref-1" class="reference"><a href="#cite_note-1"><span class="cite-bracket">[</span>1<span class="cite-bracket">]</span></a></sup> Organizations and wider industries may measure their turnover rate during a fiscal or calendar year.<sup id="cite_ref-ok.gov_2-0" class="reference"><a href="#cite_note-ok.gov-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> </p><p>Reasons for leaving include <a href="/wiki/Termination_of_employment" title="Termination of employment">termination</a> (i.e. involuntary turnover), <a href="/wiki/Retirement" title="Retirement">retirement</a>, <a href="/wiki/Death" title="Death">death</a>, transfers to other sections of the organization, and <a href="/wiki/Resignation" title="Resignation">resignations</a>.<sup id="cite_ref-ok.gov_2-1" class="reference"><a href="#cite_note-ok.gov-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> Factors external to the organization, such as employees seeking to meet financial needs, work-family balances, economic crises, etc. may also contribute.<sup id="cite_ref-3" class="reference"><a href="#cite_note-3"><span class="cite-bracket">[</span>3<span class="cite-bracket">]</span></a></sup> </p><p><a href="/wiki/Turnover_(employment)#Causes_of_high_or_low_turnover" class="mw-redirect" title="Turnover (employment)">Turnover rates may vary</a> due to time and industry. If an <a href="/wiki/Employer" class="mw-redirect" title="Employer">employer</a> has a high turnover rate relative to its <a href="/wiki/Competitor" class="mw-redirect" title="Competitor">competitors</a>, this means that employees of that company have a shorter average tenure than those of other companies in the same <a href="/wiki/Industry_(economics)" title="Industry (economics)">industry</a>.<sup class="noprint Inline-Template noprint Template-Opinion" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:TERSE" class="mw-redirect" title="Wikipedia:TERSE"><span title="Statements that may be excessive (April 2024)">excessive detail?</span></a></i>]</sup> </p><p>High turnover may be particularly harmful to a company's productivity if it cannot easily retain or replace skilled workers. Companies may track turnover internally across departments, divisions, or <a href="/wiki/Demographic_groups" class="mw-redirect" title="Demographic groups">demographic groups</a> such as turnover of women versus men.<sup class="noprint Inline-Template" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Please_clarify" title="Wikipedia:Please clarify"><span title="This may be improved by clarifying and citing why a company would choose to track differing turnovers between groups. E.g., "a company may seek to identify if it has prejudicial practices by contrasting the turnover rates of men and women." (April 2024)">why?</span></a></i>]</sup> Companies may seek to better understand voluntary turnover by surveying leavers on their motivations. Many organizations have discovered that turnover is reduced significantly when issues affecting employees are addressed immediately and professionally.<sup class="noprint Inline-Template Template-Fact" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Citation_needed" title="Wikipedia:Citation needed"><span title="This claim needs references to reliable sources. (April 2024)">citation needed</span></a></i>]</sup> Companies may try to reduce employee turnover rates by offering benefits such as <a href="/wiki/Paid_sick_days" class="mw-redirect" title="Paid sick days">paid sick days</a>, <a href="/wiki/Paid_holidays" class="mw-redirect" title="Paid holidays">paid holidays</a> and <a href="/wiki/Flextime" title="Flextime">flexible schedules</a>.<sup id="cite_ref-4" class="reference"><a href="#cite_note-4"><span class="cite-bracket">[</span>4<span class="cite-bracket">]</span></a></sup> </p> <meta property="mw:PageProp/toc" /> <div class="mw-heading mw-heading2"><h2 id="Terminologies">Terminologies</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=1" title="Edit section: Terminologies"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Employee attrition, employee turnover, and employee churn all refer to an employee quitting the job, and are often used as synonyms. For the first two terms, the difference is due to the context, i.e., the reasons for the employee leaving. While attrition is usually voluntary or natural, like retirement or resignation, turnover refers to both voluntary and involuntary departures. While turnover includes employees who leave of their own volition, it also refers to employees who are involuntarily terminated or laid off. In the case of turnover, HR's role is to replace employees, while positions vacated through attrition may remain unfilled. Employee churn refers to the total number of attrition and turnover cases combined. </p> <div class="mw-heading mw-heading2"><h2 id="Types_of_turnover">Types of turnover</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=2" title="Edit section: Types of turnover"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>There are five categories into which turnover can be classified.<sup id="cite_ref-5" class="reference"><a href="#cite_note-5"><span class="cite-bracket">[</span>5<span class="cite-bracket">]</span></a></sup> </p> <ul><li><b>Voluntary vs Involuntary turnover:</b> <b>voluntary</b> <b>turnover</b> occurs when an employee voluntarily chooses to resign from the organization. Voluntary turnover could be the result of a more appealing job offer, staff conflict, or lack of advancement opportunities.<sup id="cite_ref-ok.gov_2-2" class="reference"><a href="#cite_note-ok.gov-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> <b>Involuntary turnover</b> occurs when the employer makes the decision to discharge an employee and the employee unwillingly leaves their position.<sup id="cite_ref-ok.gov_2-3" class="reference"><a href="#cite_note-ok.gov-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> Involuntary turnover could be a result of poor performance, staff conflict, an <a href="/wiki/At-will_employment" title="At-will employment">at-will employment</a> clause, etc.</li> <li><b>Functional vs Dysfunctional turnover:</b> <b>functional turnover</b> occurs when a low-performing employee leaves the organization.<sup id="cite_ref-ok.gov_2-4" class="reference"><a href="#cite_note-ok.gov-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> Functional turnover reduces the amount of paperwork that a company must file in order to rid itself of a low-performing employee. Rather than having to go through the potentially difficult process of proving that an employee is inadequate, the company simply respects their own decision to leave. <b>Dysfunctional turnover</b> occurs when a high-performing employee leaves the organization.<sup id="cite_ref-ok.gov_2-5" class="reference"><a href="#cite_note-ok.gov-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> Dysfunctional turnover can be potentially costly to an organization, and could be the result of a more appealing job offer or lack of opportunities in career advancement. Too much turnover is not only costly, but it can also give an organization a bad reputation. However, there is also good turnover, which occurs when an organization finds a better fit with a new employee in a certain position. Good turnover can also transpire when an employee has outgrown opportunities within a certain organization and must move forward with their career in a new organization.<sup id="cite_ref-6" class="reference"><a href="#cite_note-6"><span class="cite-bracket">[</span>6<span class="cite-bracket">]</span></a></sup></li> <li><b>Avoidable vs Unavoidable turnover: avoidable turnover</b> occurs in avoidable circumstances that the organization can change to make employees change their minds and not quit, such as lower pay and rewards or poor working conditions.<sup id="cite_ref-:0_7-0" class="reference"><a href="#cite_note-:0-7"><span class="cite-bracket">[</span>7<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:1_8-0" class="reference"><a href="#cite_note-:1-8"><span class="cite-bracket">[</span>8<span class="cite-bracket">]</span></a></sup> <b>Unavoidable turnover</b> occurs under unavoidable circumstances, such as a family move, serious illness, or death.<sup id="cite_ref-:0_7-1" class="reference"><a href="#cite_note-:0-7"><span class="cite-bracket">[</span>7<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:1_8-1" class="reference"><a href="#cite_note-:1-8"><span class="cite-bracket">[</span>8<span class="cite-bracket">]</span></a></sup></li> <li><b>Internal vs External turnover:</b> <b>internal turnover</b> occurs when employees leave their current position and obtain a new job within the same company. It is related to internal recruitment, in which companies fill vacancies through their employees. <b>External turnover</b>, on the other hand, refers to cases in which the worker and employer separates, whether voluntary or involuntary.<sup id="cite_ref-9" class="reference"><a href="#cite_note-9"><span class="cite-bracket">[</span>9<span class="cite-bracket">]</span></a></sup></li> <li><b>Skilled vs Unskilled turnover: uneducated and unskilled employees</b> often have a high turnover rate, and they can generally be replaced without the organization or company suffering a loss of performance. The fact that these workers can be easily replaced provides little incentive for employers to offer generous labor contracts; conversely, contracts can greatly benefit the employer and lead to increased turnover as workers seek and eventually find more favorable employment. On the other hand, <b>skilled and educated positions</b> can pose a risk to the company if they leave, thereby leading to replacement costs as well as competitive disadvantages for the company.<sup id="cite_ref-:0_7-2" class="reference"><a href="#cite_note-:0-7"><span class="cite-bracket">[</span>7<span class="cite-bracket">]</span></a></sup></li></ul> <div class="mw-heading mw-heading2"><h2 id="Evolution">Evolution</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=3" title="Edit section: Evolution"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <figure typeof="mw:File/Thumb"><a href="/wiki/File:Job_seekers_ratio.webp" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/3/3c/Job_seekers_ratio.webp/300px-Job_seekers_ratio.webp.png" decoding="async" width="300" height="102" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/3/3c/Job_seekers_ratio.webp/450px-Job_seekers_ratio.webp.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/3/3c/Job_seekers_ratio.webp/600px-Job_seekers_ratio.webp.png 2x" data-file-width="4362" data-file-height="1486" /></a><figcaption>Job seekers ratio <style data-mw-deduplicate="TemplateStyles:r981673959">.mw-parser-output .legend{page-break-inside:avoid;break-inside:avoid-column}.mw-parser-output .legend-color{display:inline-block;min-width:1.25em;height:1.25em;line-height:1.25;margin:1px 0;text-align:center;border:1px solid black;background-color:transparent;color:black}.mw-parser-output .legend-text{}</style><div class="legend"><span class="legend-color mw-no-invert" style="background-color:#0714FF; color:white;"> </span> Cold job market</div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r981673959"><div class="legend"><span class="legend-color mw-no-invert" style="background-color:#2A9B00; color:black;"> </span> Balanced job market</div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r981673959"><div class="legend"><span class="legend-color mw-no-invert" style="background-color:#BA3117; color:white;"> </span> Hot job market</div> </figcaption></figure><p> As the turnover data in the United States show, the turnover rate has been rising for the past 9 years. The only period that is an exception, as expected, is when the first wave occurred due to the Covid-19 pandemic, in which people had no opportunity to change their work. After this period, the phenomenon undergoes a major acceleration in growth (Great Resignation).<sup id="cite_ref-10" class="reference"><a href="#cite_note-10"><span class="cite-bracket">[</span>10<span class="cite-bracket">]</span></a></sup> Possible causes include desire to work for companies with better work policies (i. e. work-life balance, autonomy, smart working), the desire to have a more satisfying job and career advancement opportunities, and safety concerns related to the COVID -19 pandemic.<sup id="cite_ref-11" class="reference"><a href="#cite_note-11"><span class="cite-bracket">[</span>11<span class="cite-bracket">]</span></a></sup><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1251242444"></p><table class="box-Notice plainlinks metadata ambox ambox-notice" role="presentation" style="width:100%;margin:0;"><tbody><tr><td class="mbox-image"><div class="mbox-image-div"><span typeof="mw:File"><span><img alt="" src="//upload.wikimedia.org/wikipedia/en/thumb/1/1d/Information_icon4.svg/40px-Information_icon4.svg.png" decoding="async" width="40" height="40" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/en/thumb/1/1d/Information_icon4.svg/60px-Information_icon4.svg.png 1.5x, //upload.wikimedia.org/wikipedia/en/thumb/1/1d/Information_icon4.svg/80px-Information_icon4.svg.png 2x" data-file-width="620" data-file-height="620" /></span></span></div></td><td class="mbox-text" style="text-align: left;"><div class="mbox-text-span">Graphs are unavailable due to technical issues. There is more info on <a href="https://phabricator.wikimedia.org/T334940" class="extiw" title="phab:T334940">Phabricator</a> and on <a href="https://www.mediawiki.org/wiki/Extension:Graph/Plans" class="extiw" title="mw:Extension:Graph/Plans">MediaWiki.org</a>.</div></td></tr></tbody></table><p><i>Attrition trends over the past 9 years. On the x-axis are shown the years, and on the y-axis the annual quits (%). Source: U.S. Bureau of Labor Statistics</i> <sup id="cite_ref-12" class="reference"><a href="#cite_note-12"><span class="cite-bracket">[</span>12<span class="cite-bracket">]</span></a></sup> </p><p>Following the <a href="/wiki/COVID-19_pandemic" title="COVID-19 pandemic">COVID-19 pandemic</a> and the <a href="/wiki/Great_Resignation" title="Great Resignation">Great Resignation</a>, it has become commonplace for professional employees to voluntarily quit within a year of employment, known as "quick quitting."<sup id="cite_ref-13" class="reference"><a href="#cite_note-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-14" class="reference"><a href="#cite_note-14"><span class="cite-bracket">[</span>14<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-15" class="reference"><a href="#cite_note-15"><span class="cite-bracket">[</span>15<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-16" class="reference"><a href="#cite_note-16"><span class="cite-bracket">[</span>16<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-17" class="reference"><a href="#cite_note-17"><span class="cite-bracket">[</span>17<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Costs">Costs</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=4" title="Edit section: Costs"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>When accounting for the costs (both real costs, such as time taken to select and recruit a replacement, and also <a href="/wiki/Opportunity_cost" title="Opportunity cost">opportunity costs</a>, such as lost productivity), some estimates on the cost of employee turnover in for-profit organizations range from 30% to 200% of the employees' salary.<sup id="cite_ref-SchlesingerHeskett1991_18-0" class="reference"><a href="#cite_note-SchlesingerHeskett1991-18"><span class="cite-bracket">[</span>18<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-19" class="reference"><a href="#cite_note-19"><span class="cite-bracket">[</span>19<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-20" class="reference"><a href="#cite_note-20"><span class="cite-bracket">[</span>20<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-21" class="reference"><a href="#cite_note-21"><span class="cite-bracket">[</span>21<span class="cite-bracket">]</span></a></sup> There are both direct and indirect costs. Direct costs relate to the leaving costs, replacement costs, and transitions costs. Indirect costs relate to the loss of production, reduced performance levels, defective products,<sup id="cite_ref-:15_22-0" class="reference"><a href="#cite_note-:15-22"><span class="cite-bracket">[</span>22<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-23" class="reference"><a href="#cite_note-23"><span class="cite-bracket">[</span>23<span class="cite-bracket">]</span></a></sup> unnecessary overtime, and low morale. In healthcare, staff turnover has been associated with worse patient outcomes.<sup id="cite_ref-24" class="reference"><a href="#cite_note-24"><span class="cite-bracket">[</span>24<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-25" class="reference"><a href="#cite_note-25"><span class="cite-bracket">[</span>25<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-26" class="reference"><a href="#cite_note-26"><span class="cite-bracket">[</span>26<span class="cite-bracket">]</span></a></sup> The true cost of turnover may depend on a range of variables including ease or difficulty in filling the position and the nature of the job itself. Estimating the costs of turnover within an organization can be a worthwhile exercise, especially since such costs are unlikely to appear in an organization’s balance sheets: some of the direct costs can be readily calculated, while the indirect costs can often be more difficult to determine and may require “educated guesses” (though not necessarily, e.g., one study traced defective electronics to the staffing levels at the time and location of their production<sup id="cite_ref-:15_22-1" class="reference"><a href="#cite_note-:15-22"><span class="cite-bracket">[</span>22<span class="cite-bracket">]</span></a></sup>). Nevertheless, calculating even a rough idea of the total expenses relating to turnover can spur action planning within an organization to improve the work environment and reduce turnover. Surveying employees at the time they leave an organization can also be an effective approach to understanding the drivers of turnover within a particular organization.<sup id="cite_ref-27" class="reference"><a href="#cite_note-27"><span class="cite-bracket">[</span>27<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Internal_versus_external">Internal versus external</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=5" title="Edit section: Internal versus external"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Like <a href="/wiki/Recruitment" title="Recruitment">recruitment</a>, turnover can be classified as "internal" or "external".<sup id="cite_ref-Ruby2002_28-0" class="reference"><a href="#cite_note-Ruby2002-28"><span class="cite-bracket">[</span>28<span class="cite-bracket">]</span></a></sup> Internal turnover involves employees leaving their current positions and taking new positions within the same organization. Both positive (such as increased morale from the change of task and supervisor) and negative (such as project/relational disruption, or the <a href="/wiki/Peter_Principle" class="mw-redirect" title="Peter Principle">Peter Principle</a>) effects of internal turnover exist, and therefore, it may be equally important to monitor this form of turnover as it is to monitor its external counterpart. Internal turnover might be moderated and controlled by typical HR mechanisms, such as an internal recruitment policy or formal <a href="/wiki/Succession_planning" title="Succession planning">succession planning</a>. </p><p>Internal turnover, called internal transfers, is generally considered an opportunity to help employees in their career growth while minimizing the more costly external turnover. A large amount of internal transfers leaving a particular department or division may signal problems in that area unless the position is a designated stepping stone position. </p> <div class="mw-heading mw-heading2"><h2 id="Skilled_vs._unskilled_employees">Skilled vs. unskilled employees</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=6" title="Edit section: Skilled vs. unskilled employees"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Unskilled positions often have high turnover, and employees can generally be replaced without the organization or <a href="/wiki/Business" title="Business">business</a> incurring any loss of performance. <sup class="noprint Inline-Template Template-Fact" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Citation_needed" title="Wikipedia:Citation needed"><span title="This is an important assertion that needs to be backed up with a source. (September 2015)">citation needed</span></a></i>]</sup> The ease of replacing these employees provides little incentive to employers to offer generous employment contracts; conversely, contracts may strongly favour the employer and lead to increased turnover as employees seek, and eventually find, more favorable employment. </p> <div class="mw-heading mw-heading2"><h2 id="Voluntary_versus_involuntary">Voluntary versus involuntary</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=7" title="Edit section: Voluntary versus involuntary"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Practitioners can differentiate between instances of voluntary turnover, initiated at the choice of the employee, and involuntary turnover initiated by the employer due to poor performance or reduction in force (RIF). </p><p>The <a href="/wiki/Bureau_of_Labor_Statistics" title="Bureau of Labor Statistics">US Bureau of Labor Statistics</a> uses the term "Quits" to mean voluntary turnover and "Total Separations" for the combination of voluntary and involuntary turnover. </p> <figure class="mw-halign-center" typeof="mw:File/Thumb"><a href="/wiki/File:Jobs_and_quits_rate.webp" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/6/6b/Jobs_and_quits_rate.webp/800px-Jobs_and_quits_rate.webp.png" decoding="async" width="800" height="165" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/6/6b/Jobs_and_quits_rate.webp/1200px-Jobs_and_quits_rate.webp.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/6/6b/Jobs_and_quits_rate.webp/1600px-Jobs_and_quits_rate.webp.png 2x" data-file-width="4173" data-file-height="859" /></a><figcaption><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r981673959"><div class="legend"><span class="legend-line mw-no-invert" style="display: inline-block; vertical-align: middle; width: 1.67em; height: 0; border-style: none; border-top: 2px dotted black;border-top:#AA4643 solid 3px;"> </span> <a href="/wiki/Unemployment_in_the_United_States" title="Unemployment in the United States">Total unemployed people</a></div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r981673959"><div class="legend"><span class="legend-line mw-no-invert" style="display: inline-block; vertical-align: middle; width: 1.67em; height: 0; border-style: none; border-top: 2px dotted black;border-top:#89A54E solid 3px;"> </span> Total job openings</div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r981673959"><div class="legend"><span class="legend-line mw-no-invert" style="display: inline-block; vertical-align: middle; width: 1.67em; height: 0; border-style: none; border-top: 2px dotted black;border-top:#4572A7 solid 3px;"> </span> Total quits</div></figcaption></figure> <div class="mw-heading mw-heading2"><h2 id="Causes_of_high_or_low_turnover">Causes of high or low turnover</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=8" title="Edit section: Causes of high or low turnover"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Turnover can vary significantly based on time and industry. For example, the US 2001 - 2006 annual turnover rate for all industry sectors averaged 39.6% prior to seasonal adjustments,<sup id="cite_ref-29" class="reference"><a href="#cite_note-29"><span class="cite-bracket">[</span>29<span class="cite-bracket">]</span></a></sup> while the leisure and hospitality sector experienced an average annual rate of 74.6% during this same period.<sup id="cite_ref-30" class="reference"><a href="#cite_note-30"><span class="cite-bracket">[</span>30<span class="cite-bracket">]</span></a></sup> The average total of non-farm seasonally adjusted monthly turnover was 3.3% for the period from December 2000 to November 2008.<sup id="cite_ref-jolt2008_31-0" class="reference"><a href="#cite_note-jolt2008-31"><span class="cite-bracket">[</span>31<span class="cite-bracket">]</span></a></sup><sup class="noprint Inline-Template" style="margin-left:0.1em; white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Please_clarify" title="Wikipedia:Please clarify"><span title="This last point to contrast uses seasonally adjusted adjusted data when the prior points use *non*-seasonally adjusted: so it may be an inappropriate comparison. Note this paragraph was originally in the intro but moved here (on 23 April 2024) to avoid excessive detail. (April 2024)"><i>non sequitur</i></span></a></i>]</sup> </p><p>High turnover often means that employees are dissatisfied with their jobs, especially when it is relatively easy to find a new one.<sup id="cite_ref-32" class="reference"><a href="#cite_note-32"><span class="cite-bracket">[</span>32<span class="cite-bracket">]</span></a></sup> It can also indicate <a href="/wiki/Occupational_safety_and_health" title="Occupational safety and health">unsafe or unhealthy</a> conditions, or that too few employees give satisfactory performance (due to unrealistic expectations, inappropriate processes or tools, or poor candidate screening). The lack of career opportunities and challenges, dissatisfaction with the job-scope or conflict with the management have been cited as predictors of high turnover. </p><p>Each company has its own unique turnover drivers so companies must continually work to identify the issues that cause turnover in their company. Further the causes of attrition vary within a company such that causes for turnover in one department might be very different from the causes of turnover in another department. Companies can use <a href="/wiki/Exit_interview" title="Exit interview">exit interviews</a> to find out why employees are leaving and the problems they encountered in the workplace. </p><p>Low turnover indicates that none of the above is true: employees are satisfied, healthy and safe, and their performance is satisfactory to the employer. However, the predictors of low turnover may sometimes differ than those of high turnover. Aside from the fore-mentioned career opportunities, salary, corporate culture, management's recognition, and a comfortable workplace seem to impact employees' decision to stay with their employer. </p><p>Many psychological and management theories exist regarding the types of job content which is intrinsically satisfying to employees and which, in turn, should minimise external voluntary turnover. Examples include <a href="/wiki/Frederick_Herzberg" title="Frederick Herzberg">Herzberg</a>'s <a href="/wiki/Two_factor_theory" class="mw-redirect" title="Two factor theory">two factor theory</a>, <a href="/wiki/David_McClelland" title="David McClelland">McClelland</a>'s <a href="/wiki/Need_theory" title="Need theory">theory of needs</a>, and Hackman and Oldham's <a href="/wiki/Job_characteristic_theory" title="Job characteristic theory">job characteristics model</a>.<sup id="cite_ref-HackmanOldham1976_33-0" class="reference"><a href="#cite_note-HackmanOldham1976-33"><span class="cite-bracket">[</span>33<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Stress">Stress</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=9" title="Edit section: Stress"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <style data-mw-deduplicate="TemplateStyles:r1236090951">.mw-parser-output .hatnote{font-style:italic}.mw-parser-output div.hatnote{padding-left:1.6em;margin-bottom:0.5em}.mw-parser-output .hatnote i{font-style:normal}.mw-parser-output .hatnote+link+.hatnote{margin-top:-0.5em}@media print{body.ns-0 .mw-parser-output .hatnote{display:none!important}}</style><div role="note" class="hatnote navigation-not-searchable">Main article: <a href="/wiki/Occupational_stress" title="Occupational stress">Occupational stress</a></div> <p>Evidence suggests that distress is the major cause of turnover in organizations.<sup id="cite_ref-NIOSH_Stressatwork_34-0" class="reference"><a href="#cite_note-NIOSH_Stressatwork-34"><span class="cite-bracket">[</span>34<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Bullying">Bullying</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=10" title="Edit section: Bullying"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236090951"><div role="note" class="hatnote navigation-not-searchable">Main article: <a href="/wiki/Workplace_bullying" title="Workplace bullying">Workplace bullying</a></div> <p>A number of studies report a positive relationship between bullying, intention to leave and high turnover. In some cases, the number people who actually leave is a “tip of the iceberg”. Many more who remain have considered leaving. In O’Connell et al.’s (2007) Irish study, 60% of respondents considered leaving whilst 15% actually left the organisation.<sup id="cite_ref-Effects_35-0" class="reference"><a href="#cite_note-Effects-35"><span class="cite-bracket">[</span>35<span class="cite-bracket">]</span></a></sup> In a study of public-sector union members, approximately one in five workers reported having considered leaving the workplace as a result of witnessing bullying taking place. Rayner explained these figures by pointing to the presence of a <a href="/wiki/Climate_of_fear" class="mw-redirect" title="Climate of fear">climate of fear</a> in which employees considered reporting to be unsafe, where bullies had “got away with it” previously despite management knowing of the presence of bullying.<sup id="cite_ref-Effects_35-1" class="reference"><a href="#cite_note-Effects-35"><span class="cite-bracket">[</span>35<span class="cite-bracket">]</span></a></sup> </p><p>One can rather easily spot an office with a bullying problem - there is an exceptionally high rate of turnover. While not all places with high personnel turnover are sites of workplace bullying, nearly every place that has a bully in charge will have elevated staff turnover and <a href="/wiki/Absenteeism" title="Absenteeism">absenteeism</a>.<sup id="cite_ref-36" class="reference"><a href="#cite_note-36"><span class="cite-bracket">[</span>36<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Narcissism_and_psychopathy">Narcissism and psychopathy</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=11" title="Edit section: Narcissism and psychopathy"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236090951"><div role="note" class="hatnote navigation-not-searchable">Main articles: <a href="/wiki/Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism in the workplace</a> and <a href="/wiki/Psychopathy_in_the_workplace" title="Psychopathy in the workplace">Psychopathy in the workplace</a></div> <p>According to Thomas, there tends to be a higher level of <a href="/wiki/Occupational_stress" title="Occupational stress">stress</a> with people who work or interact with a <a href="/wiki/Narcissist" class="mw-redirect" title="Narcissist">narcissist</a>, which in turn increases absenteeism and staff turnover.<sup id="cite_ref-37" class="reference"><a href="#cite_note-37"><span class="cite-bracket">[</span>37<span class="cite-bracket">]</span></a></sup> Boddy finds the same dynamic where there is a corporate <a href="/wiki/Psychopath" class="mw-redirect" title="Psychopath">psychopath</a> in the organisation.<sup id="cite_ref-Boddy_38-0" class="reference"><a href="#cite_note-Boddy-38"><span class="cite-bracket">[</span>38<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Investments">Investments</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=12" title="Edit section: Investments"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Low turnover may indicate the presence of employee "investments" (also known "side bets")<sup id="cite_ref-TettMeyer1993_39-0" class="reference"><a href="#cite_note-TettMeyer1993-39"><span class="cite-bracket">[</span>39<span class="cite-bracket">]</span></a></sup> in their position: certain may be enjoyed while the employee remains employed with the organization, which would be lost upon resignation (e.g., health insurance, discounted home loans, redundancy packages). Such employees would be expected to demonstrate lower intent to leave than if such "side bets" were not present. </p> <div class="mw-heading mw-heading3"><h3 id="Perceptions_of_injustice_and_unfairness">Perceptions of injustice and unfairness</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=13" title="Edit section: Perceptions of injustice and unfairness"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236090951"><div role="note" class="hatnote navigation-not-searchable">Main article: <a href="/wiki/Organizational_justice" title="Organizational justice">Organizational justice</a></div> <p>Research suggests that organizational justice plays a significant role in an employee’s intention to exit an organization. Perceptions of fairness are antecedents and determinants of turnover intention, especially in how employees are treated, outcomes are distributed fairly, and processes and procedures are consistently followed.<sup id="cite_ref-40" class="reference"><a href="#cite_note-40"><span class="cite-bracket">[</span>40<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Consequences">Consequences</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=14" title="Edit section: Consequences"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <div class="mw-heading mw-heading3"><h3 id="Negative_consequences">Negative consequences</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=15" title="Edit section: Negative consequences"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li><b>Direct costs of turnover:</b> replacement and recruiting costs (advertising, interviewing, testing…), training time and costs <sup id="cite_ref-:7_41-0" class="reference"><a href="#cite_note-:7-41"><span class="cite-bracket">[</span>41<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:6_42-0" class="reference"><a href="#cite_note-:6-42"><span class="cite-bracket">[</span>42<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:2_43-0" class="reference"><a href="#cite_note-:2-43"><span class="cite-bracket">[</span>43<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:8_44-0" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-0" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:3_46-0" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:4_47-0" class="reference"><a href="#cite_note-:4-47"><span class="cite-bracket">[</span>47<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:10_48-0" class="reference"><a href="#cite_note-:10-48"><span class="cite-bracket">[</span>48<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:5_49-0" class="reference"><a href="#cite_note-:5-49"><span class="cite-bracket">[</span>49<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:11_50-0" class="reference"><a href="#cite_note-:11-50"><span class="cite-bracket">[</span>50<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:13_51-0" class="reference"><a href="#cite_note-:13-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-hdl.handle.net_52-0" class="reference"><a href="#cite_note-hdl.handle.net-52"><span class="cite-bracket">[</span>52<span class="cite-bracket">]</span></a></sup>), leaving costs – payroll and HR administration,<sup id="cite_ref-:5_49-1" class="reference"><a href="#cite_note-:5-49"><span class="cite-bracket">[</span>49<span class="cite-bracket">]</span></a></sup> selection and placement costs, orientation costs, lost wages/salaries, administrative costs, loss of human capital, and customer satisfaction problems,<sup id="cite_ref-:7_41-1" class="reference"><a href="#cite_note-:7-41"><span class="cite-bracket">[</span>41<span class="cite-bracket">]</span></a></sup> time of the newer employee to be easy with the new system, with the co-employee, to be familiar with the new environment etc, vacancy problems,<sup id="cite_ref-:6_42-1" class="reference"><a href="#cite_note-:6-42"><span class="cite-bracket">[</span>42<span class="cite-bracket">]</span></a></sup> loss of productivity and performance <sup id="cite_ref-:7_41-2" class="reference"><a href="#cite_note-:7-41"><span class="cite-bracket">[</span>41<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:6_42-2" class="reference"><a href="#cite_note-:6-42"><span class="cite-bracket">[</span>42<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:2_43-1" class="reference"><a href="#cite_note-:2-43"><span class="cite-bracket">[</span>43<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:3_46-1" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:4_47-1" class="reference"><a href="#cite_note-:4-47"><span class="cite-bracket">[</span>47<span class="cite-bracket">]</span></a></sup>), cost of inefficiency of the new staff.<sup id="cite_ref-:2_43-2" class="reference"><a href="#cite_note-:2-43"><span class="cite-bracket">[</span>43<span class="cite-bracket">]</span></a></sup></li> <li><b>Indirect costs of turnover:</b> operational disruption, demoralization of employees (who remain),<sup id="cite_ref-:7_41-3" class="reference"><a href="#cite_note-:7-41"><span class="cite-bracket">[</span>41<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:8_44-1" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-1" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:3_46-2" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:11_50-1" class="reference"><a href="#cite_note-:11-50"><span class="cite-bracket">[</span>50<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:12_53-0" class="reference"><a href="#cite_note-:12-53"><span class="cite-bracket">[</span>53<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-54" class="reference"><a href="#cite_note-54"><span class="cite-bracket">[</span>54<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:13_51-1" class="reference"><a href="#cite_note-:13-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-hdl.handle.net_52-1" class="reference"><a href="#cite_note-hdl.handle.net-52"><span class="cite-bracket">[</span>52<span class="cite-bracket">]</span></a></sup> increased work-load,<sup id="cite_ref-:13_51-2" class="reference"><a href="#cite_note-:13-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup>  negative image on the organization, employee development plans fail,<sup id="cite_ref-:7_41-4" class="reference"><a href="#cite_note-:7-41"><span class="cite-bracket">[</span>41<span class="cite-bracket">]</span></a></sup> unfulfilled daily functions,<sup id="cite_ref-:3_46-3" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup> hidden costs (instead of an organization expending substantial amount of money and time trying to find replacements for disengaged employees, it could have dedicated such resources and energy in productive activities that will contribute towards moving the organization in achieving its objectives),<sup id="cite_ref-:2_43-3" class="reference"><a href="#cite_note-:2-43"><span class="cite-bracket">[</span>43<span class="cite-bracket">]</span></a></sup> relationships with co-workers negatively affected;<sup id="cite_ref-:8_44-2" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-2" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup> interpretation of the departures of a former colleague as a rejection of the job (begin to realize the possibility that better job opportunities exist),<sup id="cite_ref-:8_44-3" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-3" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup> loss of confidence (in the project),<sup id="cite_ref-:4_47-2" class="reference"><a href="#cite_note-:4-47"><span class="cite-bracket">[</span>47<span class="cite-bracket">]</span></a></sup> unexpected leaves and remaining co-workers have to compensate by,<sup id="cite_ref-:9_45-4" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup> customer service;<sup id="cite_ref-:3_46-4" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:13_51-3" class="reference"><a href="#cite_note-:13-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup> management frustration,<sup id="cite_ref-:3_46-5" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:13_51-4" class="reference"><a href="#cite_note-:13-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup> distractions,<sup id="cite_ref-:3_46-6" class="reference"><a href="#cite_note-:3-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup> loss of experiences and skilled personnel/loss of knowledge,<sup id="cite_ref-:4_47-3" class="reference"><a href="#cite_note-:4-47"><span class="cite-bracket">[</span>47<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:12_53-1" class="reference"><a href="#cite_note-:12-53"><span class="cite-bracket">[</span>53<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:13_51-5" class="reference"><a href="#cite_note-:13-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup> loss of output (from those leaving before they are replaced, because of delays in obtaining replacements, while new starters are on their learning curve).<sup id="cite_ref-:5_49-2" class="reference"><a href="#cite_note-:5-49"><span class="cite-bracket">[</span>49<span class="cite-bracket">]</span></a></sup></li></ul> <div class="mw-heading mw-heading3"><h3 id="Positive_consequences">Positive consequences</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=16" title="Edit section: Positive consequences"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li><b>Enhance individual and organizational work performance:</b> better job skills and more motivation/productivity of the new employee.<sup id="cite_ref-:8_44-4" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:11_50-2" class="reference"><a href="#cite_note-:11-50"><span class="cite-bracket">[</span>50<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-5" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup></li> <li><b>Reduction of entrenched conflict:</b> resolve conflicts (when a conflicting supervisor or co-worker leaves an organization) <b><sup id="cite_ref-:8_44-5" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-6" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:11_50-3" class="reference"><a href="#cite_note-:11-50"><span class="cite-bracket">[</span>50<span class="cite-bracket">]</span></a></sup></b>.</li> <li><b>Increasing mobility and morale</b>: the turnover may open positions in an otherwise impenetrable hierarchy, being a creator of promotion opportunities <sup id="cite_ref-:14_55-0" class="reference"><a href="#cite_note-:14-55"><span class="cite-bracket">[</span>55<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:8_44-6" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-7" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup>); “resolve deep-seated conflicts” between the conflicting parties and contributes to organizational morale,<sup id="cite_ref-:8_44-7" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup> termination of bad matches,<sup id="cite_ref-:10_48-1" class="reference"><a href="#cite_note-:10-48"><span class="cite-bracket">[</span>48<span class="cite-bracket">]</span></a></sup> creating opportunities for advancement.<sup id="cite_ref-:12_53-2" class="reference"><a href="#cite_note-:12-53"><span class="cite-bracket">[</span>53<span class="cite-bracket">]</span></a></sup></li> <li><b>Positive attitudes:</b> job satisfaction, organizational commitment.<sup id="cite_ref-:8_44-8" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-8" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup></li> <li><b>Social capital gain:</b> the newly arrived employee increases his or her social capital and experiences socialization through the new employment.<sup id="cite_ref-:8_44-9" class="reference"><a href="#cite_note-:8-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:9_45-9" class="reference"><a href="#cite_note-:9-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup></li> <li><b>Setting the culture right (innovation and adaptation):</b> import new type of knowledge, ideas, experience and skills <sup id="cite_ref-:14_55-1" class="reference"><a href="#cite_note-:14-55"><span class="cite-bracket">[</span>55<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:10_48-2" class="reference"><a href="#cite_note-:10-48"><span class="cite-bracket">[</span>48<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:11_50-4" class="reference"><a href="#cite_note-:11-50"><span class="cite-bracket">[</span>50<span class="cite-bracket">]</span></a></sup> introduction of change.<sup id="cite_ref-:12_53-3" class="reference"><a href="#cite_note-:12-53"><span class="cite-bracket">[</span>53<span class="cite-bracket">]</span></a></sup></li> <li><b>Cost savings:</b> leave of relatively expensive employees,<sup id="cite_ref-:14_55-2" class="reference"><a href="#cite_note-:14-55"><span class="cite-bracket">[</span>55<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:10_48-3" class="reference"><a href="#cite_note-:10-48"><span class="cite-bracket">[</span>48<span class="cite-bracket">]</span></a></sup> coping mechanism for individuals under stress and invite absenteeism, carelessness, sabotage, and other non-productive behaviours.<sup id="cite_ref-:12_53-4" class="reference"><a href="#cite_note-:12-53"><span class="cite-bracket">[</span>53<span class="cite-bracket">]</span></a></sup></li></ul> <div class="mw-heading mw-heading2"><h2 id="Prevention">Prevention</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=17" title="Edit section: Prevention"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1251242444"><table class="box-Tone plainlinks metadata ambox ambox-style ambox-Tone" role="presentation"><tbody><tr><td class="mbox-image"><div class="mbox-image-div"><span typeof="mw:File"><span><img alt="" src="//upload.wikimedia.org/wikipedia/en/thumb/f/f2/Edit-clear.svg/40px-Edit-clear.svg.png" decoding="async" width="40" height="40" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/en/thumb/f/f2/Edit-clear.svg/60px-Edit-clear.svg.png 1.5x, //upload.wikimedia.org/wikipedia/en/thumb/f/f2/Edit-clear.svg/80px-Edit-clear.svg.png 2x" data-file-width="48" data-file-height="48" /></span></span></div></td><td class="mbox-text"><div class="mbox-text-span">This article's <b>tone or style may not reflect the <a href="/wiki/Wikipedia:Writing_better_articles#Tone" title="Wikipedia:Writing better articles">encyclopedic tone</a> used on Wikipedia</b>.<span class="hide-when-compact"> See Wikipedia's <a href="/wiki/Wikipedia:Writing_better_articles#Tone" title="Wikipedia:Writing better articles">guide to writing better articles</a> for suggestions.</span> <span class="date-container"><i>(<span class="date">April 2024</span>)</i></span><span class="hide-when-compact"><i> (<small><a href="/wiki/Help:Maintenance_template_removal" title="Help:Maintenance template removal">Learn how and when to remove this message</a></small>)</i></span></div></td></tr></tbody></table> <p>Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics<sup class="noprint Inline-Template Template-Fact" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Citation_needed" title="Wikipedia:Citation needed"><span title="This claim needs references to reliable sources. (August 2010)">citation needed</span></a></i>]</sup>. The Employment Policy Foundation states that it costs a company an average of $15,000 per employee, which includes separation costs, including paperwork, unemployment; vacancy costs, including overtime or <a href="/wiki/Temporary_work" title="Temporary work">temporary employees</a>; and replacement costs including advertisement, interview time, relocation, training, and decreased productivity when colleagues depart. Providing a stimulating workplace environment, which fosters happy, motivated and empowered individuals, lowers employee turnover and absentee rates.<sup id="cite_ref-GAM2005_56-0" class="reference"><a href="#cite_note-GAM2005-56"><span class="cite-bracket">[</span>56<span class="cite-bracket">]</span></a></sup> Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide.<sup id="cite_ref-GAM2005_56-1" class="reference"><a href="#cite_note-GAM2005-56"><span class="cite-bracket">[</span>56<span class="cite-bracket">]</span></a></sup> </p><p>Continual training and reinforcement develops a work force that is competent, consistent, competitive, effective and efficient.<sup id="cite_ref-GAM2005_56-2" class="reference"><a href="#cite_note-GAM2005-56"><span class="cite-bracket">[</span>56<span class="cite-bracket">]</span></a></sup> Beginning on the first day of work, providing the individual with the necessary skills to perform their job is important.<sup id="cite_ref-Costello2006_57-0" class="reference"><a href="#cite_note-Costello2006-57"><span class="cite-bracket">[</span>57<span class="cite-bracket">]</span></a></sup> Before the first day, it is important the interview and hiring process expose new hires to an explanation of the company, so individuals know whether the job is their best choice.<sup id="cite_ref-Testa2008_58-0" class="reference"><a href="#cite_note-Testa2008-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> Networking and strategizing within the company provides ongoing performance management and helps build relationships among co-workers.<sup id="cite_ref-Testa2008_58-1" class="reference"><a href="#cite_note-Testa2008-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> It is also important to motivate employees to focus on <a href="/wiki/Customer_success" title="Customer success">customer success</a>, profitable growth and the company well-being .<sup id="cite_ref-Testa2008_58-2" class="reference"><a href="#cite_note-Testa2008-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> Employers can keep their employees informed and involved by including them in future plans, new purchases, policy changes, as well as introducing new employees to the employees who have gone above and beyond in meetings.<sup id="cite_ref-Testa2008_58-3" class="reference"><a href="#cite_note-Testa2008-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> Early engagement and engagement along the way, shows employees they are valuable through information or recognition rewards, making them feel included.<sup id="cite_ref-Testa2008_58-4" class="reference"><a href="#cite_note-Testa2008-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> </p><p>When companies hire the best people, new talent hired and veterans are enabled to reach company goals, maximizing the investment of each employee.<sup id="cite_ref-Testa2008_58-5" class="reference"><a href="#cite_note-Testa2008-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> Taking the time to listen to employees and making them feel involved will create loyalty, in turn reducing turnover allowing for growth.<sup id="cite_ref-Skabelund2008_59-0" class="reference"><a href="#cite_note-Skabelund2008-59"><span class="cite-bracket">[</span>59<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Calculation">Calculation</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=18" title="Edit section: Calculation"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1251242444"><table class="box-Unreferenced_section plainlinks metadata ambox ambox-content ambox-Unreferenced" role="presentation"><tbody><tr><td class="mbox-image"><div class="mbox-image-div"><span typeof="mw:File"><a href="/wiki/File:Question_book-new.svg" class="mw-file-description"><img alt="" src="//upload.wikimedia.org/wikipedia/en/thumb/9/99/Question_book-new.svg/50px-Question_book-new.svg.png" decoding="async" width="50" height="39" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/en/thumb/9/99/Question_book-new.svg/75px-Question_book-new.svg.png 1.5x, //upload.wikimedia.org/wikipedia/en/thumb/9/99/Question_book-new.svg/100px-Question_book-new.svg.png 2x" data-file-width="512" data-file-height="399" /></a></span></div></td><td class="mbox-text"><div class="mbox-text-span">This section <b>does not <a href="/wiki/Wikipedia:Citing_sources" title="Wikipedia:Citing sources">cite</a> any <a href="/wiki/Wikipedia:Verifiability" title="Wikipedia:Verifiability">sources</a></b>.<span class="hide-when-compact"> Please help <a href="/wiki/Special:EditPage/Employee_turnover" title="Special:EditPage/Employee turnover">improve this section</a> by <a href="/wiki/Help:Referencing_for_beginners" title="Help:Referencing for beginners">adding citations to reliable sources</a>. Unsourced material may be challenged and <a href="/wiki/Wikipedia:Verifiability#Burden_of_evidence" title="Wikipedia:Verifiability">removed</a>.</span> <span class="date-container"><i>(<span class="date">January 2010</span>)</i></span><span class="hide-when-compact"><i> (<small><a href="/wiki/Help:Maintenance_template_removal" title="Help:Maintenance template removal">Learn how and when to remove this message</a></small>)</i></span></div></td></tr></tbody></table> <p>Labour turnover is equal to the number of employees leaving, divided by the average total number of employees (in order to give a percentage value). The number of employees leaving and the total number of employees are measured over one calendar year. </p><p><span class="mwe-math-element"><span class="mwe-math-mathml-display mwe-math-mathml-a11y" style="display: none;"><math display="block" xmlns="http://www.w3.org/1998/Math/MathML" alttext="{\displaystyle {\mbox{Labour Turnover}}={\frac {\mbox{NELDY}}{\mbox{(NEBY + NEEY)/2}}}}"> <semantics> <mrow class="MJX-TeXAtom-ORD"> <mstyle displaystyle="true" scriptlevel="0"> <mrow class="MJX-TeXAtom-ORD"> <mstyle displaystyle="false" scriptlevel="0"> <mtext>Labour Turnover</mtext> </mstyle> </mrow> <mo>=</mo> <mrow class="MJX-TeXAtom-ORD"> <mfrac> <mstyle displaystyle="false" scriptlevel="0"> <mtext>NELDY</mtext> </mstyle> <mstyle displaystyle="false" scriptlevel="0"> <mtext>(NEBY + NEEY)/2</mtext> </mstyle> </mfrac> </mrow> </mstyle> </mrow> <annotation encoding="application/x-tex">{\displaystyle {\mbox{Labour Turnover}}={\frac {\mbox{NELDY}}{\mbox{(NEBY + NEEY)/2}}}}</annotation> </semantics> </math></span><img src="https://wikimedia.org/api/rest_v1/media/math/render/svg/6621bd2831a2009af9876116ba3498b7e6a9136b" class="mwe-math-fallback-image-display mw-invert skin-invert" aria-hidden="true" style="vertical-align: -2.671ex; width:41.768ex; height:6.009ex;" alt="{\displaystyle {\mbox{Labour Turnover}}={\frac {\mbox{NELDY}}{\mbox{(NEBY + NEEY)/2}}}}"></span> </p><p>Where: </p> <ul><li>NELDY = Number of Employees who Left During the Year</li> <li>NEBY = Number of Employees at the Beginning of the Year</li> <li>NEEY = Number of Employees at the End of the Year</li></ul> <p>For example, at the start of the year a business had 40 employees, but during the year 9 staff resigned with 2 new hires, thus leaving 33 staff members at the end of the year. Hence this year's turnover is 25%. This is derived from, (9/((40+33)/2)) = 25%. However the above formula should be applied with caution if data is grouped. For example, if attrition rate is calculated for Employees with tenure 1 to 4 years, above formula may result artificially inflated attrition rate as employees with tenure more than 4 years are not counted in the denominator. </p><p>More precise calculations of turnover have also been developed. For example, instead of averaging the headcounts from the beginning of the year and the end of the year, we can calculate the denominator of Labour Turnover by averaging the headcount from each day of the year. An even better approach is to avoid the several issues inherent to traditional labour turnover rates<sup id="cite_ref-Stanek_314–319_60-0" class="reference"><a href="#cite_note-Stanek_314–319-60"><span class="cite-bracket">[</span>60<span class="cite-bracket">]</span></a></sup> by employing more advanced and accurate methods (e.g., event history analysis,<sup id="cite_ref-61" class="reference"><a href="#cite_note-61"><span class="cite-bracket">[</span>61<span class="cite-bracket">]</span></a></sup> realized turnover rates<sup id="cite_ref-Stanek_314–319_60-1" class="reference"><a href="#cite_note-Stanek_314–319-60"><span class="cite-bracket">[</span>60<span class="cite-bracket">]</span></a></sup>). </p> <div class="mw-heading mw-heading2"><h2 id="Models">Models</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=19" title="Edit section: Models"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Over the years there have been thousands of research articles exploring the various aspects of turnover,<sup id="cite_ref-Morrell,_Loan-Clarke_and_Wilkinson,_2001_62-0" class="reference"><a href="#cite_note-Morrell,_Loan-Clarke_and_Wilkinson,_2001-62"><span class="cite-bracket">[</span>62<span class="cite-bracket">]</span></a></sup> and in due course several models of employee turnover have been promulgated. The first model, and by far the one attaining most attention from researchers, was put forward in 1958 by March & Simon. After this model there have been several efforts to extend the concept. Since 1958 the following models of employee turnover have been published. </p> <ul><li>March and Simon (1958) Process Model of Turnover</li> <li>Porter & Steers (1973) Met Expectations Model</li> <li>Price (1977) Causal Model of Turnover</li> <li>Mobley (1977) Intermediate Linkages Model</li> <li>Hom and Griffeth (1991) Alternative Linkages Model of Turnover</li> <li>Whitmore (1979) Inverse Gaussian Model for Labour Turnover</li> <li>Steers and Mowday (1981) Turnover Model</li> <li>Sheridan & Abelson (1983) Cusp Catastrophe Model of Employee Turnover</li> <li>Jackofsky (1984) Integrated Process Model</li> <li>Lee et al. (1991) Unfolding Model of Voluntary Employee Turnover<sup id="cite_ref-63" class="reference"><a href="#cite_note-63"><span class="cite-bracket">[</span>63<span class="cite-bracket">]</span></a></sup></li> <li>Aquino et al. (1997) Referent Cognitions Model</li> <li>Mitchell & Lee (2001) Job Embeddedness Model</li></ul> <div class="mw-heading mw-heading2"><h2 id="See_also">See also</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=20" title="Edit section: See also"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li><a href="/wiki/Adaptive_performance" title="Adaptive performance">Adaptive performance</a></li> <li><a href="/wiki/Employee_retention" title="Employee retention">Employee retention</a></li> <li><a href="/wiki/Human_resource_metrics" title="Human resource metrics">Human resource metrics</a></li> <li><a href="/wiki/Job_satisfaction" title="Job satisfaction">Job satisfaction</a></li> <li><a href="/wiki/Realistic_job_preview" title="Realistic job preview">Realistic job preview</a></li></ul> <div class="mw-heading mw-heading2"><h2 id="References">References</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=21" title="Edit section: References"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <style data-mw-deduplicate="TemplateStyles:r1239543626">.mw-parser-output .reflist{margin-bottom:0.5em;list-style-type:decimal}@media screen{.mw-parser-output .reflist{font-size:90%}}.mw-parser-output .reflist .references{font-size:100%;margin-bottom:0;list-style-type:inherit}.mw-parser-output .reflist-columns-2{column-width:30em}.mw-parser-output .reflist-columns-3{column-width:25em}.mw-parser-output .reflist-columns{margin-top:0.3em}.mw-parser-output .reflist-columns ol{margin-top:0}.mw-parser-output .reflist-columns li{page-break-inside:avoid;break-inside:avoid-column}.mw-parser-output .reflist-upper-alpha{list-style-type:upper-alpha}.mw-parser-output .reflist-upper-roman{list-style-type:upper-roman}.mw-parser-output .reflist-lower-alpha{list-style-type:lower-alpha}.mw-parser-output .reflist-lower-greek{list-style-type:lower-greek}.mw-parser-output .reflist-lower-roman{list-style-type:lower-roman}</style><div class="reflist reflist-columns references-column-width reflist-columns-2"> <ol class="references"> <li id="cite_note-1"><span class="mw-cite-backlink"><b><a href="#cite_ref-1">^</a></b></span> <span class="reference-text"><style data-mw-deduplicate="TemplateStyles:r1238218222">.mw-parser-output cite.citation{font-style:inherit;word-wrap:break-word}.mw-parser-output .citation q{quotes:"\"""\"""'""'"}.mw-parser-output .citation:target{background-color:rgba(0,127,255,0.133)}.mw-parser-output .id-lock-free.id-lock-free a{background:url("//upload.wikimedia.org/wikipedia/commons/6/65/Lock-green.svg")right 0.1em center/9px no-repeat}.mw-parser-output .id-lock-limited.id-lock-limited a,.mw-parser-output .id-lock-registration.id-lock-registration a{background:url("//upload.wikimedia.org/wikipedia/commons/d/d6/Lock-gray-alt-2.svg")right 0.1em center/9px no-repeat}.mw-parser-output .id-lock-subscription.id-lock-subscription a{background:url("//upload.wikimedia.org/wikipedia/commons/a/aa/Lock-red-alt-2.svg")right 0.1em center/9px no-repeat}.mw-parser-output .cs1-ws-icon a{background:url("//upload.wikimedia.org/wikipedia/commons/4/4c/Wikisource-logo.svg")right 0.1em center/12px no-repeat}body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-free a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-limited a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-registration a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-subscription a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .cs1-ws-icon a{background-size:contain;padding:0 1em 0 0}.mw-parser-output .cs1-code{color:inherit;background:inherit;border:none;padding:inherit}.mw-parser-output .cs1-hidden-error{display:none;color:var(--color-error,#d33)}.mw-parser-output .cs1-visible-error{color:var(--color-error,#d33)}.mw-parser-output .cs1-maint{display:none;color:#085;margin-left:0.3em}.mw-parser-output .cs1-kern-left{padding-left:0.2em}.mw-parser-output .cs1-kern-right{padding-right:0.2em}.mw-parser-output .citation .mw-selflink{font-weight:inherit}@media screen{.mw-parser-output .cs1-format{font-size:95%}html.skin-theme-clientpref-night .mw-parser-output .cs1-maint{color:#18911f}}@media screen and (prefers-color-scheme:dark){html.skin-theme-clientpref-os .mw-parser-output .cs1-maint{color:#18911f}}</style><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://web.archive.org/web/20240423093602/https://www.cipd.org/uk/knowledge/factsheets/turnover-retention-factsheet/">"CIPD | Employee turnover and retention | Factsheets"</a>. <i>CIPD</i>. Archived from <a rel="nofollow" class="external text" href="https://www.cipd.org/uk/knowledge/factsheets/turnover-retention-factsheet/">the original</a> on 23 April 2024<span class="reference-accessdate">. Retrieved <span class="nowrap">2024-04-23</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=CIPD&rft.atitle=CIPD+%7C+Employee+turnover+and+retention+%7C+Factsheets&rft_id=https%3A%2F%2Fwww.cipd.org%2Fuk%2Fknowledge%2Ffactsheets%2Fturnover-retention-factsheet%2F&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-ok.gov-2"><span class="mw-cite-backlink">^ <a href="#cite_ref-ok.gov_2-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-ok.gov_2-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-ok.gov_2-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-ok.gov_2-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-ok.gov_2-4"><sup><i><b>e</b></i></sup></a> <a href="#cite_ref-ok.gov_2-5"><sup><i><b>f</b></i></sup></a></span> <span class="reference-text">Trip, R. (n.d.). Turnover-State of Oklahoma Website. Retrieved from www.ok.gov: <a rel="nofollow" class="external free" href="http://www.ok.gov/opm/documents/Employee%20Turnover%20Presentation.ppt">http://www.ok.gov/opm/documents/Employee%20Turnover%20Presentation.ppt</a></span> </li> <li id="cite_note-3"><span class="mw-cite-backlink"><b><a href="#cite_ref-3">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFWynenOp_de_Beeck2014" class="citation journal cs1">Wynen, Jan; Op de Beeck, Sophie (2014-07-02). <a rel="nofollow" class="external text" href="https://dx.doi.org/10.1177/0091026014537043">"The Impact of the Financial and Economic Crisis on Turnover Intention in the U.S. Federal Government"</a>. <i>Public Personnel Management</i>. <b>43</b> (4): 565–585. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1177%2F0091026014537043">10.1177/0091026014537043</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/0091-0260">0091-0260</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:155008012">155008012</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Public+Personnel+Management&rft.atitle=The+Impact+of+the+Financial+and+Economic+Crisis+on+Turnover+Intention+in+the+U.S.+Federal+Government&rft.volume=43&rft.issue=4&rft.pages=565-585&rft.date=2014-07-02&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A155008012%23id-name%3DS2CID&rft.issn=0091-0260&rft_id=info%3Adoi%2F10.1177%2F0091026014537043&rft.aulast=Wynen&rft.aufirst=Jan&rft.au=Op+de+Beeck%2C+Sophie&rft_id=http%3A%2F%2Fdx.doi.org%2F10.1177%2F0091026014537043&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-4"><span class="mw-cite-backlink"><b><a href="#cite_ref-4">^</a></b></span> <span class="reference-text">Beam, J. (2014, December 25). What is Employee Turnover? Retrieved from WiseGeek: <a rel="nofollow" class="external free" href="http://www.wisegeek.org/what-is-employee-turnover.htm">http://www.wisegeek.org/what-is-employee-turnover.htm</a></span> </li> <li id="cite_note-5"><span class="mw-cite-backlink"><b><a href="#cite_ref-5">^</a></b></span> <span class="reference-text">Aregay, A. G. M. (2021). An Assessment of the Causes and Effects of Employees’ Turnover: the Case of Defense Construction Enterprise [Master dissertation, St. Mary’s University]. St. Mary’s University Institutional Repository. <a rel="nofollow" class="external free" href="http://hdl.handle.net/123456789/5931">http://hdl.handle.net/123456789/5931</a></span> </li> <li id="cite_note-6"><span class="mw-cite-backlink"><b><a href="#cite_ref-6">^</a></b></span> <span class="reference-text">Academy, A. B. (Director). (2013). Episode 128: The Different Types of Employee Turnover [Motion Picture].</span> </li> <li id="cite_note-:0-7"><span class="mw-cite-backlink">^ <a href="#cite_ref-:0_7-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:0_7-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:0_7-2"><sup><i><b>c</b></i></sup></a></span> <span class="reference-text">Akinyomi, O. J. (2016). Labour Turnover: Causes, Consequences and Prevention. <i>Fountain University</i> <i>Journal of Management and Social Sciences</i> <i>(Special Edition), 5</i>(1), 105-112.</span> </li> <li id="cite_note-:1-8"><span class="mw-cite-backlink">^ <a href="#cite_ref-:1_8-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:1_8-1"><sup><i><b>b</b></i></sup></a></span> <span class="reference-text">Mezmur B. A. (2016). Assessment of the Causes for Employees’ Turnover in Anbessa City Bus Service Enterprise. [Master dissertation, St. Mary’s University]. St. Mary’s University Institutional Repository. <a rel="nofollow" class="external free" href="http://hdl.handle.net/123456789/3743">http://hdl.handle.net/123456789/3743</a></span> </li> <li id="cite_note-9"><span class="mw-cite-backlink"><b><a href="#cite_ref-9">^</a></b></span> <span class="reference-text">Tuji, A. (2013). An Assessment of the Causes of Employee Turnover in Oromia Public Service Organizations. [MBA dissertation, Addis Ababa University].</span> </li> <li id="cite_note-10"><span class="mw-cite-backlink"><b><a href="#cite_ref-10">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSerenko2023" class="citation journal cs1">Serenko, Alexander (2023). <a rel="nofollow" class="external text" href="https://www.emerald.com/insight/content/doi/10.1108/JKM-12-2021-0920/full/html">"The Great Resignation: the great knowledge exodus or the onset of the Great Knowledge Revolution?"</a>. <i>Journal of Knowledge Management</i>. <b>27</b> (4): 1042–1055. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1108%2FJKM-12-2021-0920">10.1108/JKM-12-2021-0920</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/1367-3270">1367-3270</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:249652534">249652534</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Knowledge+Management&rft.atitle=The+Great+Resignation%3A+the+great+knowledge+exodus+or+the+onset+of+the+Great+Knowledge+Revolution%3F&rft.volume=27&rft.issue=4&rft.pages=1042-1055&rft.date=2023&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A249652534%23id-name%3DS2CID&rft.issn=1367-3270&rft_id=info%3Adoi%2F10.1108%2FJKM-12-2021-0920&rft.aulast=Serenko&rft.aufirst=Alexander&rft_id=https%3A%2F%2Fwww.emerald.com%2Finsight%2Fcontent%2Fdoi%2F10.1108%2FJKM-12-2021-0920%2Ffull%2Fhtml&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-11"><span class="mw-cite-backlink"><b><a href="#cite_ref-11">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFQueryo.com" class="citation web cs1">Queryo.com. <a rel="nofollow" class="external text" href="https://blog.mbe.it/en/l460-great-resignation">"The Great Resignation: What is it and what are the causes - MBE"</a>. <i>MBE Blog</i><span class="reference-accessdate">. Retrieved <span class="nowrap">2022-09-21</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=MBE+Blog&rft.atitle=The+Great+Resignation%3A+What+is+it+and+what+are+the+causes+-+MBE&rft.au=Queryo.com&rft_id=https%3A%2F%2Fblog.mbe.it%2Fen%2Fl460-great-resignation&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-12"><span class="mw-cite-backlink"><b><a href="#cite_ref-12">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://www.bls.gov/news.release/jolts.t18.htm#jolts_table18.f.1">"Table 18. Annual quits rates by industry and region, not seasonally adjusted - 2022 M01 Results"</a>. <i>www.bls.gov</i><span class="reference-accessdate">. Retrieved <span class="nowrap">2022-09-21</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=www.bls.gov&rft.atitle=Table+18.+Annual+quits+rates+by+industry+and+region%2C+not+seasonally+adjusted+-+2022+M01+Results&rft_id=https%3A%2F%2Fwww.bls.gov%2Fnews.release%2Fjolts.t18.htm%23jolts_table18.f.1&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-13"><span class="mw-cite-backlink"><b><a href="#cite_ref-13">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFStajduharSearch2024" class="citation news cs1">Stajduhar, Tony; Search, Jackson Physician (12 February 2024). <a rel="nofollow" class="external text" href="https://www.newsweek.com/quick-quitting-especially-common-among-younger-workers-why-are-they-leaving-what-can-we-do-1868697">"Quick Quitting Is Especially Common Among Younger Workers: Why Are They Lea"</a>. <i>Newsweek</i><span class="reference-accessdate">. Retrieved <span class="nowrap">6 July</span> 2024</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Newsweek&rft.atitle=Quick+Quitting+Is+Especially+Common+Among+Younger+Workers%3A+Why+Are+They+Lea&rft.date=2024-02-12&rft.aulast=Stajduhar&rft.aufirst=Tony&rft.au=Search%2C+Jackson+Physician&rft_id=https%3A%2F%2Fwww.newsweek.com%2Fquick-quitting-especially-common-among-younger-workers-why-are-they-leaving-what-can-we-do-1868697&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-14"><span class="mw-cite-backlink"><b><a href="#cite_ref-14">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFHoff2022" class="citation news cs1">Hoff, Madison (Nov 20, 2022). <a rel="nofollow" class="external text" href="https://www.businessinsider.com/what-is-quick-quitting-reasons-why-it-may-happen-2022-11">"Waves of workers are 'quick quitting' as the clock runs down on the Great Resignation"</a>. <i>Business Insider</i><span class="reference-accessdate">. Retrieved <span class="nowrap">6 July</span> 2024</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Business+Insider&rft.atitle=Waves+of+workers+are+%27quick+quitting%27+as+the+clock+runs+down+on+the+Great+Resignation&rft.date=2022-11-20&rft.aulast=Hoff&rft.aufirst=Madison&rft_id=https%3A%2F%2Fwww.businessinsider.com%2Fwhat-is-quick-quitting-reasons-why-it-may-happen-2022-11&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-15"><span class="mw-cite-backlink"><b><a href="#cite_ref-15">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFCastrillon2022" class="citation news cs1">Castrillon, Caroline (Oct 9, 2022). <a rel="nofollow" class="external text" href="https://www.forbes.com/sites/carolinecastrillon/2022/10/09/why-quick-quitting-is-gaining-momentum-in-the-workplace/">"Why Quick Quitting Is Gaining Momentum In The Workplace"</a>. <i>Forbes</i><span class="reference-accessdate">. Retrieved <span class="nowrap">6 July</span> 2024</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Forbes&rft.atitle=Why+Quick+Quitting+Is+Gaining+Momentum+In+The+Workplace&rft.date=2022-10-09&rft.aulast=Castrillon&rft.aufirst=Caroline&rft_id=https%3A%2F%2Fwww.forbes.com%2Fsites%2Fcarolinecastrillon%2F2022%2F10%2F09%2Fwhy-quick-quitting-is-gaining-momentum-in-the-workplace%2F&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-16"><span class="mw-cite-backlink"><b><a href="#cite_ref-16">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFAndersMoore2023" class="citation news cs1">Anders, George; Moore, McKenna (2023). <a rel="nofollow" class="external text" href="https://www.linkedin.com/posts/linkedin-news_quick-quitting-is-on-the-rise-and-its-activity-6986068366155206656-Ati_">"LinkedIn News on LinkedIn: 'Quick quitting' is on the rise, and it's not just entry-level employees… | 365 comments"</a>. <i>LinkedIn News</i>. LinkedIn<span class="reference-accessdate">. Retrieved <span class="nowrap">6 July</span> 2024</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=LinkedIn+News&rft.atitle=LinkedIn+News+on+LinkedIn%3A+%27Quick+quitting%27+is+on+the+rise%2C+and+it%27s+not+just+entry-level+employees%E2%80%A6+%7C+365+comments&rft.date=2023&rft.aulast=Anders&rft.aufirst=George&rft.au=Moore%2C+McKenna&rft_id=https%3A%2F%2Fwww.linkedin.com%2Fposts%2Flinkedin-news_quick-quitting-is-on-the-rise-and-its-activity-6986068366155206656-Ati_&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-17"><span class="mw-cite-backlink"><b><a href="#cite_ref-17">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFTilo2023" class="citation news cs1">Tilo, Dexter (March 29, 2023). <a rel="nofollow" class="external text" href="https://www.hcamag.com/us/specialization/employee-engagement/quick-quitting-why-are-your-employees-leaving-so-soon/441148">"<span class="cs1-kern-left"></span>'Quick quitting': Why are your employees leaving so soon?"</a>. <i>www.hcamag.com</i><span class="reference-accessdate">. Retrieved <span class="nowrap">6 July</span> 2024</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=www.hcamag.com&rft.atitle=%27Quick+quitting%27%3A+Why+are+your+employees+leaving+so+soon%3F&rft.date=2023-03-29&rft.aulast=Tilo&rft.aufirst=Dexter&rft_id=https%3A%2F%2Fwww.hcamag.com%2Fus%2Fspecialization%2Femployee-engagement%2Fquick-quitting-why-are-your-employees-leaving-so-soon%2F441148&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-SchlesingerHeskett1991-18"><span class="mw-cite-backlink"><b><a href="#cite_ref-SchlesingerHeskett1991_18-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSchlesingerJames_L._Heskett1991" class="citation journal cs1">Schlesinger, Leonard A.; James L. Heskett (1991-04-15). <a rel="nofollow" class="external text" href="http://sloanreview.mit.edu/the-magazine/articles/1991/spring/3232/breaking-the-cycle-of-failure-in-services/">"Breaking the Cycle of Failure in Services"</a>. <i><a href="/wiki/MIT_Sloan_Management_Review" title="MIT Sloan Management Review">MIT Sloan Management Review</a></i>. <b>33</b> (3): 17–28<span class="reference-accessdate">. Retrieved <span class="nowrap">2009-01-21</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=MIT+Sloan+Management+Review&rft.atitle=Breaking+the+Cycle+of+Failure+in+Services&rft.volume=33&rft.issue=3&rft.pages=17-28&rft.date=1991-04-15&rft.aulast=Schlesinger&rft.aufirst=Leonard+A.&rft.au=James+L.+Heskett&rft_id=http%3A%2F%2Fsloanreview.mit.edu%2Fthe-magazine%2Farticles%2F1991%2Fspring%2F3232%2Fbreaking-the-cycle-of-failure-in-services%2F&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-19"><span class="mw-cite-backlink"><b><a href="#cite_ref-19">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://web.archive.org/web/20230913171706/https://www.cultureamp.com/blog/cost-of-employee-turnover">"Understanding and calculating the cost of employee turnover"</a>. <i>Culture Amp</i>. Archived from <a rel="nofollow" class="external text" href="https://www.cultureamp.com/blog/cost-of-employee-turnover">the original</a> on 2023-09-13<span class="reference-accessdate">. Retrieved <span class="nowrap">2023-09-13</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=Culture+Amp&rft.atitle=Understanding+and+calculating+the+cost+of+employee+turnover&rft_id=https%3A%2F%2Fwww.cultureamp.com%2Fblog%2Fcost-of-employee-turnover&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-20"><span class="mw-cite-backlink"><b><a href="#cite_ref-20">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSears2017" class="citation web cs1">Sears, Lindsay (2017). <a rel="nofollow" class="external text" href="https://cdn2.hubspot.net/hubfs/478187/2017%20Retention%20Report%20Campaign/Work%20Institute%202017%20-Retention%20Report.pdf?__hstc=163589856.e8b28694f709b5fa1db1aee5022f38ba.1694520838140.1694520838140.1694520838140.1&__hssc=163589856.1.1694520838141&__hsfp=1938065535&hsCtaTracking=05469671-5605-483d-a6d1-774bb9f011c9%7C05585d67-df2d-4aa2-a7f7-1534bbf92f6d">"2017 RETENTION REPORT"</a> <span class="cs1-format">(PDF)</span><span class="reference-accessdate">. Retrieved <span class="nowrap">13 Sep</span> 2023</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=unknown&rft.btitle=2017+RETENTION+REPORT&rft.date=2017&rft.aulast=Sears&rft.aufirst=Lindsay&rft_id=https%3A%2F%2Fcdn2.hubspot.net%2Fhubfs%2F478187%2F2017%2520Retention%2520Report%2520Campaign%2FWork%2520Institute%25202017%2520-Retention%2520Report.pdf%3F__hstc%3D163589856.e8b28694f709b5fa1db1aee5022f38ba.1694520838140.1694520838140.1694520838140.1%26__hssc%3D163589856.1.1694520838141%26__hsfp%3D1938065535%26hsCtaTracking%3D05469671-5605-483d-a6d1-774bb9f011c9%257C05585d67-df2d-4aa2-a7f7-1534bbf92f6d&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-21"><span class="mw-cite-backlink"><b><a href="#cite_ref-21">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://www.oxfordeconomics.com/wp-content/uploads/2023/05/cost-brain-drain-report.pdf">"The Cost of Brain Drain"</a> <span class="cs1-format">(PDF)</span>. <i>oxfordeconomics.com</i>. February 2014. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20230913171938/https://www.oxfordeconomics.com/wp-content/uploads/2023/05/cost-brain-drain-report.pdf">Archived</a> <span class="cs1-format">(PDF)</span> from the original on 13 Sep 2023<span class="reference-accessdate">. Retrieved <span class="nowrap">13 Sep</span> 2023</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=oxfordeconomics.com&rft.atitle=The+Cost+of+Brain+Drain&rft.date=2014-02&rft_id=https%3A%2F%2Fwww.oxfordeconomics.com%2Fwp-content%2Fuploads%2F2023%2F05%2Fcost-brain-drain-report.pdf&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-:15-22"><span class="mw-cite-backlink">^ <a href="#cite_ref-:15_22-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:15_22-1"><sup><i><b>b</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFMoon2021" class="citation journal cs1">Moon, Ken (4 Aug 2021) [28 April 2020]. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20230913172245/https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3568792">"The Hidden Cost of Worker Turnover: Attributing Product Reliability to the Turnover of Factory Workers"</a>. <i>SSRN</i>. <a href="/wiki/SSRN_(identifier)" class="mw-redirect" title="SSRN (identifier)">SSRN</a> <a rel="nofollow" class="external text" href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3568792">3568792</a>. Archived from <a rel="nofollow" class="external text" href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3568792">the original</a> on 2023-09-13.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=SSRN&rft.atitle=The+Hidden+Cost+of+Worker+Turnover%3A+Attributing+Product+Reliability+to+the+Turnover+of+Factory+Workers&rft.date=2021-08-04&rft_id=https%3A%2F%2Fpapers.ssrn.com%2Fsol3%2Fpapers.cfm%3Fabstract_id%3D3568792%23id-name%3DSSRN&rft.aulast=Moon&rft.aufirst=Ken&rft_id=https%3A%2F%2Fpapers.ssrn.com%2Fsol3%2Fpapers.cfm%3Fabstract_id%3D3568792&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-23"><span class="mw-cite-backlink"><b><a href="#cite_ref-23">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFMoon2023" class="citation journal cs1">Moon, Ken (22 Feb 2023) [25 Sep 2018]. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20230913172409/https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3248075">"Manufacturing Productivity with Worker Turnover"</a>. <i>SSRN</i>. <a href="/wiki/SSRN_(identifier)" class="mw-redirect" title="SSRN (identifier)">SSRN</a> <a rel="nofollow" class="external text" href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3248075">3248075</a>. Archived from <a rel="nofollow" class="external text" href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3248075">the original</a> on 2023-09-13.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=SSRN&rft.atitle=Manufacturing+Productivity+with+Worker+Turnover&rft.date=2023-02-22&rft_id=https%3A%2F%2Fpapers.ssrn.com%2Fsol3%2Fpapers.cfm%3Fabstract_id%3D3248075%23id-name%3DSSRN&rft.aulast=Moon&rft.aufirst=Ken&rft_id=https%3A%2F%2Fpapers.ssrn.com%2Fsol3%2Fpapers.cfm%3Fabstract_id%3D3248075&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-24"><span class="mw-cite-backlink"><b><a href="#cite_ref-24">^</a></b></span> <span class="reference-text"><a rel="nofollow" class="external text" href="http://eprints.ucl.ac.uk/18978/">Williams ACdeC, Potts HWW (2010). Group membership and staff turnover affect outcomes in group CBT for persistent pain. <i>Pain</i>, <b>148</b>(3), 481-6</a></span> </li> <li id="cite_note-25"><span class="mw-cite-backlink"><b><a href="#cite_ref-25">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSong2016" class="citation journal cs1">Song, Hummy (9 September 2016). <a rel="nofollow" class="external text" href="https://web.archive.org/web/20230913172458/https://www.hbs.edu/ris/Publication%20Files/16-039_a0651b04-18be-4a91-9bf9-a1d4cb12c540.pdf">"Cohort Turnover and Operational Performance: The July Phenomenon in Teaching Hospitals"</a> <span class="cs1-format">(PDF)</span>. <i>Harvard Business School</i>. Archived from <a rel="nofollow" class="external text" href="https://www.hbs.edu/ris/Publication%20Files/16-039_a0651b04-18be-4a91-9bf9-a1d4cb12c540.pdf">the original</a> <span class="cs1-format">(PDF)</span> on 2023-09-13.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Harvard+Business+School&rft.atitle=Cohort+Turnover+and+Operational+Performance%3A+The+July+Phenomenon+in+Teaching+Hospitals&rft.date=2016-09-09&rft.aulast=Song&rft.aufirst=Hummy&rft_id=https%3A%2F%2Fwww.hbs.edu%2Fris%2FPublication%2520Files%2F16-039_a0651b04-18be-4a91-9bf9-a1d4cb12c540.pdf&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-26"><span class="mw-cite-backlink"><b><a href="#cite_ref-26">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFBattKCStaatsPatterson2019" class="citation journal cs1">Batt, Robert J.; KC, Diwas S.; Staats, Bradley R.; Patterson, Brian W. (June 2019). <a rel="nofollow" class="external text" href="https://web.archive.org/web/20230913172549/https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7539758/">"The Effects of Discrete Work Shifts on a Nonterminating Service System"</a>. <i>Production and Operations Management</i>. <b>28</b> (6): 1528–1544. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1111%2Fpoms.12999">10.1111/poms.12999</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/1059-1478">1059-1478</a>. <a href="/wiki/PMC_(identifier)" class="mw-redirect" title="PMC (identifier)">PMC</a> <span class="id-lock-free" title="Freely accessible"><a rel="nofollow" class="external text" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7539758">7539758</a></span>. <a href="/wiki/PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/33033425">33033425</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Production+and+Operations+Management&rft.atitle=The+Effects+of+Discrete+Work+Shifts+on+a+Nonterminating+Service+System&rft.volume=28&rft.issue=6&rft.pages=1528-1544&rft.date=2019-06&rft_id=https%3A%2F%2Fwww.ncbi.nlm.nih.gov%2Fpmc%2Farticles%2FPMC7539758%23id-name%3DPMC&rft.issn=1059-1478&rft_id=info%3Apmid%2F33033425&rft_id=info%3Adoi%2F10.1111%2Fpoms.12999&rft.aulast=Batt&rft.aufirst=Robert+J.&rft.au=KC%2C+Diwas+S.&rft.au=Staats%2C+Bradley+R.&rft.au=Patterson%2C+Brian+W.&rft_id=https%3A%2F%2Fweb.archive.org%2Fweb%2F20230913172549%2Fhttps%3A%2F%2Fwww.ncbi.nlm.nih.gov%2Fpmc%2Farticles%2FPMC7539758%2F&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-27"><span class="mw-cite-backlink"><b><a href="#cite_ref-27">^</a></b></span> <span class="reference-text">The True Costs of Turnover <a rel="nofollow" class="external free" href="http://www.insightlink.com/blog/calculating-the-cost-of-employee-turnover.cfm">http://www.insightlink.com/blog/calculating-the-cost-of-employee-turnover.cfm</a></span> </li> <li id="cite_note-Ruby2002-28"><span class="mw-cite-backlink"><b><a href="#cite_ref-Ruby2002_28-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFRuby2002" class="citation journal cs1">Ruby, Allen M. (January 2002). "Internal Teacher Turnover in Urban Middle School Reform". <i>Journal of Education for Students Placed at Risk</i>. <b>7</b> (4): 379–406. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1207%2FS15327671ESPR0704_2">10.1207/S15327671ESPR0704_2</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:145075505">145075505</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Education+for+Students+Placed+at+Risk&rft.atitle=Internal+Teacher+Turnover+in+Urban+Middle+School+Reform&rft.volume=7&rft.issue=4&rft.pages=379-406&rft.date=2002-01&rft_id=info%3Adoi%2F10.1207%2FS15327671ESPR0704_2&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A145075505%23id-name%3DS2CID&rft.aulast=Ruby&rft.aufirst=Allen+M.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-29"><span class="mw-cite-backlink"><b><a href="#cite_ref-29">^</a></b></span> <span class="reference-text">U.S. Department of Labor, Bureau of Labor Statistics, total non-farming separations (not seasonally adjusted), Series ID JTU00000000TSR, <a rel="nofollow" class="external free" href="http://data.bls.gov/cgi-bin/surveymost?jt">http://data.bls.gov/cgi-bin/surveymost?jt</a> "<i> Openings and Labor Turnover Survey</i>"</span> </li> <li id="cite_note-30"><span class="mw-cite-backlink"><b><a href="#cite_ref-30">^</a></b></span> <span class="reference-text">U.S. Department of Labor, Bureau of Labor Statistics, total separations Leisure and Hospitality (not seasonally adjusted), Series ID JTU70000000TSR, <a rel="nofollow" class="external free" href="http://data.bls.gov/cgi-bin/surveymost?jt">http://data.bls.gov/cgi-bin/surveymost?jt</a> "<i>Job Openings and Labor Turnover Survey</i>"</span> </li> <li id="cite_note-jolt2008-31"><span class="mw-cite-backlink"><b><a href="#cite_ref-jolt2008_31-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="http://data.bls.gov/PDQ/servlet/SurveyOutputServlet?data_tool=latest_numbers&series_id=JTS00000000TSR">"Job Openings and Labor Turnover Survey"</a>. <a href="/wiki/Bureau_of_Labor_Statistics" title="Bureau of Labor Statistics">Bureau of Labor Statistics</a>. 2008<span class="reference-accessdate">. Retrieved <span class="nowrap">2009-01-21</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=unknown&rft.btitle=Job+Openings+and+Labor+Turnover+Survey&rft.pub=Bureau+of+Labor+Statistics&rft.date=2008&rft_id=http%3A%2F%2Fdata.bls.gov%2FPDQ%2Fservlet%2FSurveyOutputServlet%3Fdata_tool%3Dlatest_numbers%26series_id%3DJTS00000000TSR&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-32"><span class="mw-cite-backlink"><b><a href="#cite_ref-32">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFCarstenSpector1987" class="citation journal cs1">Carsten, J. M.; Spector, P. E. (1987). "Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model". <i>Journal of Applied Psychology</i>. <b>72</b> (3): 374–381. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1037%2F0021-9010.72.3.374">10.1037/0021-9010.72.3.374</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Applied+Psychology&rft.atitle=Unemployment%2C+job+satisfaction%2C+and+employee+turnover%3A+A+meta-analytic+test+of+the+Muchinsky+model&rft.volume=72&rft.issue=3&rft.pages=374-381&rft.date=1987&rft_id=info%3Adoi%2F10.1037%2F0021-9010.72.3.374&rft.aulast=Carsten&rft.aufirst=J.+M.&rft.au=Spector%2C+P.+E.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-HackmanOldham1976-33"><span class="mw-cite-backlink"><b><a href="#cite_ref-HackmanOldham1976_33-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFHackmanGreg_R._Oldham1976" class="citation journal cs1">Hackman, J. Richard; Greg R. Oldham (August 1976). "Motivation through the design of work: test of a theory". <i>Organizational Behavior and Human Performance</i>. <b>16</b> (2): 250–279. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1016%2F0030-5073%2876%2990016-7">10.1016/0030-5073(76)90016-7</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:8618462">8618462</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Organizational+Behavior+and+Human+Performance&rft.atitle=Motivation+through+the+design+of+work%3A+test+of+a+theory&rft.volume=16&rft.issue=2&rft.pages=250-279&rft.date=1976-08&rft_id=info%3Adoi%2F10.1016%2F0030-5073%2876%2990016-7&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A8618462%23id-name%3DS2CID&rft.aulast=Hackman&rft.aufirst=J.+Richard&rft.au=Greg+R.+Oldham&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-NIOSH_Stressatwork-34"><span class="mw-cite-backlink"><b><a href="#cite_ref-NIOSH_Stressatwork_34-0">^</a></b></span> <span class="reference-text">NIOSH (1999). <a rel="nofollow" class="external text" href="https://www.cdc.gov/niosh/docs/99-101/">Stress at Work.</a> U.S. National Institute for Occupational Safety and Health, DHHS (NIOSH) Publication Number 99-101.</span> </li> <li id="cite_note-Effects-35"><span class="mw-cite-backlink">^ <a href="#cite_ref-Effects_35-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-Effects_35-1"><sup><i><b>b</b></i></sup></a></span> <span class="reference-text">Helge H, Sheehan MJ, Cooper CL, Einarsen S "Organisational Effects of Workplace Bullying" in Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice (2010)</span> </li> <li id="cite_note-36"><span class="mw-cite-backlink"><b><a href="#cite_ref-36">^</a></b></span> <span class="reference-text">Robert Killoren (2014) The Toll of Workplace Bullying - Research Management Review, Volume 20, Number 1</span> </li> <li id="cite_note-37"><span class="mw-cite-backlink"><b><a href="#cite_ref-37">^</a></b></span> <span class="reference-text">Thomas D Narcissism: Behind the Mask (2010)</span> </li> <li id="cite_note-Boddy-38"><span class="mw-cite-backlink"><b><a href="#cite_ref-Boddy_38-0">^</a></b></span> <span class="reference-text">Boddy, C. R. Corporate Psychopaths: Organizational Destroyers (2011)</span> </li> <li id="cite_note-TettMeyer1993-39"><span class="mw-cite-backlink"><b><a href="#cite_ref-TettMeyer1993_39-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFTettJohn_P._Meyer1993" class="citation journal cs1">Tett, Robert P; John P. Meyer (1993). <a rel="nofollow" class="external text" href="https://archive.today/20130105111033/http://www3.interscience.wiley.com/journal/119295540/abstract">"Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings"</a>. <i>Personnel Psychology</i>. <b>46</b> (2): 259–293. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1111%2Fj.1744-6570.1993.tb00874.x">10.1111/j.1744-6570.1993.tb00874.x</a>. Archived from <a rel="nofollow" class="external text" href="http://www3.interscience.wiley.com/journal/119295540/abstract">the original</a> on 2013-01-05<span class="reference-accessdate">. Retrieved <span class="nowrap">2009-01-21</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Personnel+Psychology&rft.atitle=Job+Satisfaction%2C+Organizational+Commitment%2C+Turnover+Intention%2C+and+Turnover%3A+Path+Analyses+Based+on+Meta-Analytic+Findings&rft.volume=46&rft.issue=2&rft.pages=259-293&rft.date=1993&rft_id=info%3Adoi%2F10.1111%2Fj.1744-6570.1993.tb00874.x&rft.aulast=Tett&rft.aufirst=Robert+P&rft.au=John+P.+Meyer&rft_id=http%3A%2F%2Fwww3.interscience.wiley.com%2Fjournal%2F119295540%2Fabstract&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-40"><span class="mw-cite-backlink"><b><a href="#cite_ref-40">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFDeConinckC._Dean_Stilwell2004" class="citation journal cs1">DeConinck, James B; C. Dean Stilwell (2004). "Incorporating Organizational Justice, Role States, Pay Satisfaction and Supervisor Satisfaction in a Model of Turnover Intentions". <i>Journal of Business Research</i>. <b>57</b> (3): 225–231. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1016%2FS0148-2963%2802%2900289-8">10.1016/S0148-2963(02)00289-8</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Business+Research&rft.atitle=Incorporating+Organizational+Justice%2C+Role+States%2C+Pay+Satisfaction+and+Supervisor+Satisfaction+in+a+Model+of+Turnover+Intentions&rft.volume=57&rft.issue=3&rft.pages=225-231&rft.date=2004&rft_id=info%3Adoi%2F10.1016%2FS0148-2963%2802%2900289-8&rft.aulast=DeConinck&rft.aufirst=James+B&rft.au=C.+Dean+Stilwell&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-:7-41"><span class="mw-cite-backlink">^ <a href="#cite_ref-:7_41-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:7_41-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:7_41-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:7_41-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:7_41-4"><sup><i><b>e</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFBacha2016" class="citation journal cs1">Bacha, Semu (2016-11-12). <a rel="nofollow" class="external text" href="https://papers.ssrn.com/abstract=2868451">"Antecedents and Consequences of Employee Attrition: A Review of Literature"</a>. Rochester, NY. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.2139%2Fssrn.2868451">10.2139/ssrn.2868451</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:168450952">168450952</a>. <a href="/wiki/SSRN_(identifier)" class="mw-redirect" title="SSRN (identifier)">SSRN</a> <a rel="nofollow" class="external text" href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2868451">2868451</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.atitle=Antecedents+and+Consequences+of+Employee+Attrition%3A+A+Review+of+Literature&rft.date=2016-11-12&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A168450952%23id-name%3DS2CID&rft_id=https%3A%2F%2Fpapers.ssrn.com%2Fsol3%2Fpapers.cfm%3Fabstract_id%3D2868451%23id-name%3DSSRN&rft_id=info%3Adoi%2F10.2139%2Fssrn.2868451&rft.aulast=Bacha&rft.aufirst=Semu&rft_id=https%3A%2F%2Fpapers.ssrn.com%2Fabstract%3D2868451&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span> <span class="cs1-visible-error citation-comment"><code class="cs1-code">{{<a href="/wiki/Template:Cite_journal" title="Template:Cite journal">cite journal</a>}}</code>: </span><span class="cs1-visible-error citation-comment">Cite journal requires <code class="cs1-code">|journal=</code> (<a href="/wiki/Help:CS1_errors#missing_periodical" title="Help:CS1 errors">help</a>)</span></span> </li> <li id="cite_note-:6-42"><span class="mw-cite-backlink">^ <a href="#cite_ref-:6_42-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:6_42-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:6_42-2"><sup><i><b>c</b></i></sup></a></span> <span class="reference-text">AlSayyed, B., & Braiki, F.A. (2015, March 3–5). Employee turnover, causes, the relationship between turnover and productivity and recommendations to reduce it. <i>Proceedings of the 2015 International Conference on Industrial Engineering and Operations Management Dubai, United Arab Emirates (UAE)</i>.</span> </li> <li id="cite_note-:2-43"><span class="mw-cite-backlink">^ <a href="#cite_ref-:2_43-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:2_43-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:2_43-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:2_43-3"><sup><i><b>d</b></i></sup></a></span> <span class="reference-text">Prabakaran, P., & Vetrivel, D. T. (2017). Conceptual Paper on Workforce Attrition: Causes, Consequences and Prevention. <i>Star International Journal, 5</i>(2). ISSN: 2321-676X</span> </li> <li id="cite_note-:8-44"><span class="mw-cite-backlink">^ <a href="#cite_ref-:8_44-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:8_44-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:8_44-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:8_44-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:8_44-4"><sup><i><b>e</b></i></sup></a> <a href="#cite_ref-:8_44-5"><sup><i><b>f</b></i></sup></a> <a href="#cite_ref-:8_44-6"><sup><i><b>g</b></i></sup></a> <a href="#cite_ref-:8_44-7"><sup><i><b>h</b></i></sup></a> <a href="#cite_ref-:8_44-8"><sup><i><b>i</b></i></sup></a> <a href="#cite_ref-:8_44-9"><sup><i><b>j</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFZylka2016" class="citation book cs1">Zylka, Matthäus P. (2016-06-02). <a rel="nofollow" class="external text" href="https://doi.org/10.1145/2890602.2890618">"Putting the Consequences of IT Turnover on the Map"</a>. <i>Proceedings of the 2016 ACM SIGMIS Conference on Computers and People Research</i>. SIGMIS-CPR '16. New York, NY, USA: Association for Computing Machinery. pp. 87–95. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1145%2F2890602.2890618">10.1145/2890602.2890618</a>. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/978-1-4503-4203-2" title="Special:BookSources/978-1-4503-4203-2"><bdi>978-1-4503-4203-2</bdi></a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:10579921">10579921</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=bookitem&rft.atitle=Putting+the+Consequences+of+IT+Turnover+on+the+Map&rft.btitle=Proceedings+of+the+2016+ACM+SIGMIS+Conference+on+Computers+and+People+Research&rft.place=New+York%2C+NY%2C+USA&rft.series=SIGMIS-CPR+%2716&rft.pages=87-95&rft.pub=Association+for+Computing+Machinery&rft.date=2016-06-02&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A10579921%23id-name%3DS2CID&rft_id=info%3Adoi%2F10.1145%2F2890602.2890618&rft.isbn=978-1-4503-4203-2&rft.aulast=Zylka&rft.aufirst=Matth%C3%A4us+P.&rft_id=https%3A%2F%2Fdoi.org%2F10.1145%2F2890602.2890618&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-:9-45"><span class="mw-cite-backlink">^ <a href="#cite_ref-:9_45-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:9_45-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:9_45-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:9_45-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:9_45-4"><sup><i><b>e</b></i></sup></a> <a href="#cite_ref-:9_45-5"><sup><i><b>f</b></i></sup></a> <a href="#cite_ref-:9_45-6"><sup><i><b>g</b></i></sup></a> <a href="#cite_ref-:9_45-7"><sup><i><b>h</b></i></sup></a> <a href="#cite_ref-:9_45-8"><sup><i><b>i</b></i></sup></a> <a href="#cite_ref-:9_45-9"><sup><i><b>j</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFZylkaFischbach2017" class="citation journal cs1">Zylka, Matthäus P.; Fischbach, Kai (2017-04-24). <a rel="nofollow" class="external text" href="https://doi.org/10.1145/3084179.3084185">"Turning the Spotlight on the Consequences of Individual IT Turnover: A Literature Review and Research Agenda"</a>. <i>ACM SIGMIS Database: The DATABASE for Advances in Information Systems</i>. <b>48</b> (2): 52–78. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1145%2F3084179.3084185">10.1145/3084179.3084185</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/0095-0033">0095-0033</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:42298087">42298087</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=ACM+SIGMIS+Database%3A+The+DATABASE+for+Advances+in+Information+Systems&rft.atitle=Turning+the+Spotlight+on+the+Consequences+of+Individual+IT+Turnover%3A+A+Literature+Review+and+Research+Agenda&rft.volume=48&rft.issue=2&rft.pages=52-78&rft.date=2017-04-24&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A42298087%23id-name%3DS2CID&rft.issn=0095-0033&rft_id=info%3Adoi%2F10.1145%2F3084179.3084185&rft.aulast=Zylka&rft.aufirst=Matth%C3%A4us+P.&rft.au=Fischbach%2C+Kai&rft_id=https%3A%2F%2Fdoi.org%2F10.1145%2F3084179.3084185&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-:3-46"><span class="mw-cite-backlink">^ <a href="#cite_ref-:3_46-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:3_46-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:3_46-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:3_46-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:3_46-4"><sup><i><b>e</b></i></sup></a> <a href="#cite_ref-:3_46-5"><sup><i><b>f</b></i></sup></a> <a href="#cite_ref-:3_46-6"><sup><i><b>g</b></i></sup></a></span> <span class="reference-text">Varadharaj, A. & Irfan, EC. (2019). A Study Report on Causes and Effects of Employee Turnover in Construction Industry. International Research Journal of Engineering and Technology (IRJET), 6(5), 2371-2382. e-ISSN: 2395-0056</span> </li> <li id="cite_note-:4-47"><span class="mw-cite-backlink">^ <a href="#cite_ref-:4_47-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:4_47-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:4_47-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:4_47-3"><sup><i><b>d</b></i></sup></a></span> <span class="reference-text">Getachew, Y. (2017). The Causes and Impact of Employee Turnover on Project Performance. The Case of Ethiopia Sugar Corporation Projects. [Master dissertation, St. Mary’s University]. St. Mary’s University Institutional Repository. <a rel="nofollow" class="external free" href="http://hdl.handle.net/123456789/3224">http://hdl.handle.net/123456789/3224</a></span> </li> <li id="cite_note-:10-48"><span class="mw-cite-backlink">^ <a href="#cite_ref-:10_48-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:10_48-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:10_48-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:10_48-3"><sup><i><b>d</b></i></sup></a></span> <span class="reference-text">Workagegn, S. (2017). An Assessment of The Causes of Employee Turnover. A Case of Tikur Abay Shoe S.C. [Master dissertation, St. Mary’s University]. St. Mary’s University Institutional Repository. <a rel="nofollow" class="external free" href="http://hdl.handle.net/123456789/3502">http://hdl.handle.net/123456789/3502</a></span> </li> <li id="cite_note-:5-49"><span class="mw-cite-backlink">^ <a href="#cite_ref-:5_49-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:5_49-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:5_49-2"><sup><i><b>c</b></i></sup></a></span> <span class="reference-text">Balcha, S. M. (2019). Causes and Consequences of Employee Turnover in International Medical Corps Ethiopia Mission. [Master dissertation, St. Mary’s University]. St. Mary’s University Institutional Repository.</span> </li> <li id="cite_note-:11-50"><span class="mw-cite-backlink">^ <a href="#cite_ref-:11_50-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:11_50-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:11_50-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:11_50-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:11_50-4"><sup><i><b>e</b></i></sup></a></span> <span class="reference-text">Staw, B. M. (1980). The Consequences of Turnover. Journal of Occupational Behaviour, 1(4), 253–273.</span> </li> <li id="cite_note-:13-51"><span class="mw-cite-backlink">^ <a href="#cite_ref-:13_51-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:13_51-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:13_51-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:13_51-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:13_51-4"><sup><i><b>e</b></i></sup></a> <a href="#cite_ref-:13_51-5"><sup><i><b>f</b></i></sup></a></span> <span class="reference-text">Abeble, G. (2016). Causes and Consequences of Employee Turnover. The Case of Kolfie Keranio Sub-City. [Master dissertation, St. Mary’s University]. St. Mary’s University Institutional Repository. <a rel="nofollow" class="external free" href="http://hdl.handle.net/123456789/3780">http://hdl.handle.net/123456789/3780</a></span> </li> <li id="cite_note-hdl.handle.net-52"><span class="mw-cite-backlink">^ <a href="#cite_ref-hdl.handle.net_52-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-hdl.handle.net_52-1"><sup><i><b>b</b></i></sup></a></span> <span class="reference-text">Imani, Z. (2013). Assessment of the Causes of Labour Turnover in Organizations in Tanzania: a Case of National Bank of Commerce (NBC). [Master dissertation, Mzumbe University]. Unimib Digital Repository. <a rel="nofollow" class="external free" href="http://hdl.handle.net/11192/1950">http://hdl.handle.net/11192/1950</a></span> </li> <li id="cite_note-:12-53"><span class="mw-cite-backlink">^ <a href="#cite_ref-:12_53-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:12_53-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:12_53-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-:12_53-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-:12_53-4"><sup><i><b>e</b></i></sup></a></span> <span class="reference-text">Hussein, A. H. Al-A. (1989). Labour turnover in the West Bank: an analysis of causes of turnover in the industrial sector. [Doctoral dissertation, University of Glasgow]. Glasgow Theses Service. <a rel="nofollow" class="external free" href="http://theses.gla.ac.uk/id/eprint/2850">http://theses.gla.ac.uk/id/eprint/2850</a></span> </li> <li id="cite_note-54"><span class="mw-cite-backlink"><b><a href="#cite_ref-54">^</a></b></span> <span class="reference-text">Ayuure, A. A. (2013). Causes and Effects of Employee Turnover in the Commission on Human Rights and Administrative Justice in the Upper East Region of Ghana. [Master dissertation, University of Cape Coast]. University of Cape Coast Institutional Repository.</span> </li> <li id="cite_note-:14-55"><span class="mw-cite-backlink">^ <a href="#cite_ref-:14_55-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-:14_55-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-:14_55-2"><sup><i><b>c</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFNegassa2016" class="citation journal cs1">Negassa, Semu Bacha (2016). <a rel="nofollow" class="external text" href="http://www.ssrn.com/abstract=2868451">"Antecedents and Consequences of Employee Attrition: A Review of Literature"</a>. <i>SSRN Electronic Journal</i>. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.2139%2Fssrn.2868451">10.2139/ssrn.2868451</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/1556-5068">1556-5068</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:168450952">168450952</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=SSRN+Electronic+Journal&rft.atitle=Antecedents+and+Consequences+of+Employee+Attrition%3A+A+Review+of+Literature&rft.date=2016&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A168450952%23id-name%3DS2CID&rft.issn=1556-5068&rft_id=info%3Adoi%2F10.2139%2Fssrn.2868451&rft.aulast=Negassa&rft.aufirst=Semu+Bacha&rft_id=http%3A%2F%2Fwww.ssrn.com%2Fabstract%3D2868451&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-GAM2005-56"><span class="mw-cite-backlink">^ <a href="#cite_ref-GAM2005_56-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-GAM2005_56-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-GAM2005_56-2"><sup><i><b>c</b></i></sup></a></span> <span class="reference-text">Employee Pride Goes Wide. (2005, February 2). Graphic Arts Monthly, Retrieved February 23, 2009, from Academic Search Premier database.</span> </li> <li id="cite_note-Costello2006-57"><span class="mw-cite-backlink"><b><a href="#cite_ref-Costello2006_57-0">^</a></b></span> <span class="reference-text">Costello, D. (2006, December). Leveraging the Employee Life Cycle. CRM Magazine, 10(12), 48-48. Retrieved February 23, 2009, from Academic Search Premier database.</span> </li> <li id="cite_note-Testa2008-58"><span class="mw-cite-backlink">^ <a href="#cite_ref-Testa2008_58-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-Testa2008_58-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-Testa2008_58-2"><sup><i><b>c</b></i></sup></a> <a href="#cite_ref-Testa2008_58-3"><sup><i><b>d</b></i></sup></a> <a href="#cite_ref-Testa2008_58-4"><sup><i><b>e</b></i></sup></a> <a href="#cite_ref-Testa2008_58-5"><sup><i><b>f</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFTesta2008" class="citation journal cs1">Testa, B (2008). "Early Engagement, Long Relationship?". <i>Workforce Management</i>. <b>87</b> (15): 27–31.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Workforce+Management&rft.atitle=Early+Engagement%2C+Long+Relationship%3F.&rft.volume=87&rft.issue=15&rft.pages=27-31&rft.date=2008&rft.aulast=Testa&rft.aufirst=B&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-Skabelund2008-59"><span class="mw-cite-backlink"><b><a href="#cite_ref-Skabelund2008_59-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSkabelund2008" class="citation journal cs1">Skabelund, J (2008). "I just work here". <i>American Fitness</i>. <b>26</b> (3): 42.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=American+Fitness&rft.atitle=I+just+work+here&rft.volume=26&rft.issue=3&rft.pages=42&rft.date=2008&rft.aulast=Skabelund&rft.aufirst=J&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-Stanek_314–319-60"><span class="mw-cite-backlink">^ <a href="#cite_ref-Stanek_314–319_60-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-Stanek_314–319_60-1"><sup><i><b>b</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFStanek2019" class="citation journal cs1">Stanek, Kevin C. (September 2019). <a rel="nofollow" class="external text" href="https://www.cambridge.org/core/product/identifier/S175494261900052X/type/journal_article">"Starting with the basics: Getting turnover rates right"</a>. <i>Industrial and Organizational Psychology</i>. <b>12</b> (3): 314–319. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1017%2Fiop.2019.52">10.1017/iop.2019.52</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/1754-9426">1754-9426</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:210540811">210540811</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Industrial+and+Organizational+Psychology&rft.atitle=Starting+with+the+basics%3A+Getting+turnover+rates+right&rft.volume=12&rft.issue=3&rft.pages=314-319&rft.date=2019-09&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A210540811%23id-name%3DS2CID&rft.issn=1754-9426&rft_id=info%3Adoi%2F10.1017%2Fiop.2019.52&rft.aulast=Stanek&rft.aufirst=Kevin+C.&rft_id=https%3A%2F%2Fwww.cambridge.org%2Fcore%2Fproduct%2Fidentifier%2FS175494261900052X%2Ftype%2Fjournal_article&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-61"><span class="mw-cite-backlink"><b><a href="#cite_ref-61">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFMcCloyPurlBanjanovic2019" class="citation journal cs1">McCloy, Rodney A.; Purl, Justin D.; Banjanovic, Erin S. (September 2019). <a rel="nofollow" class="external text" href="https://www.cambridge.org/core/product/identifier/S1754942619000567/type/journal_article">"Turnover modeling and event history analysis"</a>. <i>Industrial and Organizational Psychology</i>. <b>12</b> (3): 320–325. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1017%2Fiop.2019.56">10.1017/iop.2019.56</a>. <a href="/wiki/ISSN_(identifier)" class="mw-redirect" title="ISSN (identifier)">ISSN</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/issn/1754-9426">1754-9426</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:210485802">210485802</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Industrial+and+Organizational+Psychology&rft.atitle=Turnover+modeling+and+event+history+analysis&rft.volume=12&rft.issue=3&rft.pages=320-325&rft.date=2019-09&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A210485802%23id-name%3DS2CID&rft.issn=1754-9426&rft_id=info%3Adoi%2F10.1017%2Fiop.2019.56&rft.aulast=McCloy&rft.aufirst=Rodney+A.&rft.au=Purl%2C+Justin+D.&rft.au=Banjanovic%2C+Erin+S.&rft_id=https%3A%2F%2Fwww.cambridge.org%2Fcore%2Fproduct%2Fidentifier%2FS1754942619000567%2Ftype%2Fjournal_article&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> <li id="cite_note-Morrell,_Loan-Clarke_and_Wilkinson,_2001-62"><span class="mw-cite-backlink"><b><a href="#cite_ref-Morrell,_Loan-Clarke_and_Wilkinson,_2001_62-0">^</a></b></span> <span class="reference-text">Morrell, K. Loan-Clarke J. and Wilkinson A. (2001) Unweaving leaving: The use of models in the management of employee turnover, International Journal of Management Reviews, 3(3), 219-244.</span> </li> <li id="cite_note-63"><span class="mw-cite-backlink"><b><a href="#cite_ref-63">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFLeeGerhartWellerTrevor2008" class="citation journal cs1">Lee, T. H.; Gerhart, B.; Weller, I.; Trevor, C. O. (2008). "Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers". <i>Academy of Management Journal</i>. <b>51</b> (4): 651–671. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.5465%2Famr.2008.33665124">10.5465/amr.2008.33665124</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Academy+of+Management+Journal&rft.atitle=Understanding+voluntary+turnover%3A+Path-specific+job+satisfaction+effects+and+the+importance+of+unsolicited+job+offers&rft.volume=51&rft.issue=4&rft.pages=651-671&rft.date=2008&rft_id=info%3Adoi%2F10.5465%2Famr.2008.33665124&rft.aulast=Lee&rft.aufirst=T.+H.&rft.au=Gerhart%2C+B.&rft.au=Weller%2C+I.&rft.au=Trevor%2C+C.+O.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></span> </li> </ol></div> <div class="mw-heading mw-heading2"><h2 id="Further_reading">Further reading</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Employee_turnover&action=edit&section=22" title="Edit section: Further reading"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFColvin1919" class="citation book cs1"><a href="/wiki/Fred_H._Colvin" title="Fred H. Colvin">Colvin, Fred H.</a> (1919). <a rel="nofollow" class="external text" href="https://books.google.com/books?id=sZo2AAAAMAAJ"><i>Labor turnover, loyalty and output: a consideration of the trend of the times as shown by the results of war activities in the machine shops and elsewhere</i></a>. <a href="/wiki/New_York_City" title="New York City">New York City</a>: <a href="/wiki/McGraw-Hill" class="mw-redirect" title="McGraw-Hill">McGraw-Hill</a>. <a href="/wiki/LCCN_(identifier)" class="mw-redirect" title="LCCN (identifier)">LCCN</a> <a rel="nofollow" class="external text" href="https://lccn.loc.gov/19006158">19006158</a>. <a href="/wiki/OCLC_(identifier)" class="mw-redirect" title="OCLC (identifier)">OCLC</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/oclc/512539">512539</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Labor+turnover%2C+loyalty+and+output%3A+a+consideration+of+the+trend+of+the+times+as+shown+by+the+results+of+war+activities+in+the+machine+shops+and+elsewhere&rft.place=New+York+City&rft.pub=McGraw-Hill&rft.date=1919&rft_id=info%3Aoclcnum%2F512539&rft_id=info%3Alccn%2F19006158&rft.aulast=Colvin&rft.aufirst=Fred+H.&rft_id=https%3A%2F%2Fbooks.google.com%2Fbooks%3Fid%3DsZo2AAAAMAAJ&rfr_id=info%3Asid%2Fen.wikipedia.org%3AEmployee+turnover" class="Z3988"></span></li></ul> <div class="navbox-styles"><style data-mw-deduplicate="TemplateStyles:r1129693374">.mw-parser-output .hlist dl,.mw-parser-output .hlist ol,.mw-parser-output .hlist ul{margin:0;padding:0}.mw-parser-output .hlist dd,.mw-parser-output .hlist dt,.mw-parser-output .hlist li{margin:0;display:inline}.mw-parser-output .hlist.inline,.mw-parser-output .hlist.inline dl,.mw-parser-output .hlist.inline ol,.mw-parser-output .hlist.inline ul,.mw-parser-output .hlist dl dl,.mw-parser-output .hlist dl ol,.mw-parser-output .hlist dl ul,.mw-parser-output .hlist ol dl,.mw-parser-output .hlist ol ol,.mw-parser-output .hlist ol ul,.mw-parser-output .hlist ul dl,.mw-parser-output .hlist ul ol,.mw-parser-output .hlist ul ul{display:inline}.mw-parser-output .hlist .mw-empty-li{display:none}.mw-parser-output .hlist dt::after{content:": "}.mw-parser-output .hlist dd::after,.mw-parser-output .hlist li::after{content:" · ";font-weight:bold}.mw-parser-output .hlist dd:last-child::after,.mw-parser-output .hlist dt:last-child::after,.mw-parser-output .hlist li:last-child::after{content:none}.mw-parser-output .hlist dd dd:first-child::before,.mw-parser-output .hlist dd dt:first-child::before,.mw-parser-output .hlist dd li:first-child::before,.mw-parser-output .hlist dt dd:first-child::before,.mw-parser-output .hlist dt dt:first-child::before,.mw-parser-output .hlist dt li:first-child::before,.mw-parser-output .hlist li dd:first-child::before,.mw-parser-output .hlist li dt:first-child::before,.mw-parser-output .hlist li li:first-child::before{content:" (";font-weight:normal}.mw-parser-output .hlist dd dd:last-child::after,.mw-parser-output .hlist dd dt:last-child::after,.mw-parser-output .hlist dd li:last-child::after,.mw-parser-output .hlist dt dd:last-child::after,.mw-parser-output .hlist dt dt:last-child::after,.mw-parser-output .hlist dt li:last-child::after,.mw-parser-output .hlist li dd:last-child::after,.mw-parser-output .hlist li dt:last-child::after,.mw-parser-output .hlist li li:last-child::after{content:")";font-weight:normal}.mw-parser-output .hlist ol{counter-reset:listitem}.mw-parser-output .hlist ol>li{counter-increment:listitem}.mw-parser-output .hlist ol>li::before{content:" "counter(listitem)"\a0 "}.mw-parser-output .hlist dd ol>li:first-child::before,.mw-parser-output .hlist dt ol>li:first-child::before,.mw-parser-output .hlist li ol>li:first-child::before{content:" ("counter(listitem)"\a0 "}</style><style data-mw-deduplicate="TemplateStyles:r1236075235">.mw-parser-output .navbox{box-sizing:border-box;border:1px solid #a2a9b1;width:100%;clear:both;font-size:88%;text-align:center;padding:1px;margin:1em auto 0}.mw-parser-output .navbox .navbox{margin-top:0}.mw-parser-output .navbox+.navbox,.mw-parser-output .navbox+.navbox-styles+.navbox{margin-top:-1px}.mw-parser-output .navbox-inner,.mw-parser-output .navbox-subgroup{width:100%}.mw-parser-output .navbox-group,.mw-parser-output .navbox-title,.mw-parser-output .navbox-abovebelow{padding:0.25em 1em;line-height:1.5em;text-align:center}.mw-parser-output .navbox-group{white-space:nowrap;text-align:right}.mw-parser-output .navbox,.mw-parser-output .navbox-subgroup{background-color:#fdfdfd}.mw-parser-output .navbox-list{line-height:1.5em;border-color:#fdfdfd}.mw-parser-output .navbox-list-with-group{text-align:left;border-left-width:2px;border-left-style:solid}.mw-parser-output tr+tr>.navbox-abovebelow,.mw-parser-output tr+tr>.navbox-group,.mw-parser-output tr+tr>.navbox-image,.mw-parser-output tr+tr>.navbox-list{border-top:2px solid #fdfdfd}.mw-parser-output .navbox-title{background-color:#ccf}.mw-parser-output .navbox-abovebelow,.mw-parser-output .navbox-group,.mw-parser-output .navbox-subgroup .navbox-title{background-color:#ddf}.mw-parser-output .navbox-subgroup .navbox-group,.mw-parser-output .navbox-subgroup .navbox-abovebelow{background-color:#e6e6ff}.mw-parser-output .navbox-even{background-color:#f7f7f7}.mw-parser-output .navbox-odd{background-color:transparent}.mw-parser-output .navbox .hlist td dl,.mw-parser-output .navbox .hlist td ol,.mw-parser-output .navbox .hlist td ul,.mw-parser-output .navbox td.hlist dl,.mw-parser-output .navbox td.hlist ol,.mw-parser-output .navbox td.hlist ul{padding:0.125em 0}.mw-parser-output .navbox .navbar{display:block;font-size:100%}.mw-parser-output .navbox-title .navbar{float:left;text-align:left;margin-right:0.5em}body.skin--responsive .mw-parser-output .navbox-image img{max-width:none!important}@media print{body.ns-0 .mw-parser-output .navbox{display:none!important}}</style></div><div role="navigation" class="navbox" aria-labelledby="Employment" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><style data-mw-deduplicate="TemplateStyles:r1239400231">.mw-parser-output .navbar{display:inline;font-size:88%;font-weight:normal}.mw-parser-output .navbar-collapse{float:left;text-align:left}.mw-parser-output .navbar-boxtext{word-spacing:0}.mw-parser-output .navbar ul{display:inline-block;white-space:nowrap;line-height:inherit}.mw-parser-output .navbar-brackets::before{margin-right:-0.125em;content:"[ "}.mw-parser-output .navbar-brackets::after{margin-left:-0.125em;content:" ]"}.mw-parser-output .navbar li{word-spacing:-0.125em}.mw-parser-output .navbar a>span,.mw-parser-output .navbar a>abbr{text-decoration:inherit}.mw-parser-output .navbar-mini abbr{font-variant:small-caps;border-bottom:none;text-decoration:none;cursor:inherit}.mw-parser-output .navbar-ct-full{font-size:114%;margin:0 7em}.mw-parser-output .navbar-ct-mini{font-size:114%;margin:0 4em}html.skin-theme-clientpref-night .mw-parser-output .navbar li a abbr{color:var(--color-base)!important}@media(prefers-color-scheme:dark){html.skin-theme-clientpref-os .mw-parser-output .navbar li a abbr{color:var(--color-base)!important}}@media print{.mw-parser-output .navbar{display:none!important}}</style><div class="navbar plainlinks hlist navbar-mini"><ul><li class="nv-view"><a href="/wiki/Template:Employment" title="Template:Employment"><abbr title="View this template">v</abbr></a></li><li class="nv-talk"><a href="/wiki/Template_talk:Employment" title="Template talk:Employment"><abbr title="Discuss this template">t</abbr></a></li><li class="nv-edit"><a href="/wiki/Special:EditPage/Template:Employment" title="Special:EditPage/Template:Employment"><abbr title="Edit this template">e</abbr></a></li></ul></div><div id="Employment" style="font-size:114%;margin:0 4em"><a href="/wiki/Employment" title="Employment">Employment</a></div></th></tr><tr><th scope="row" class="navbox-group" style="width:1%">Classifications</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Academic_tenure" title="Academic tenure">Academic tenure</a></li> <li><a href="/wiki/Casual_employment_(contract)" title="Casual employment (contract)">Casual</a></li> <li><a href="/wiki/Contingent_work" title="Contingent work">Contingent work</a></li> <li><a href="/wiki/Full-time_job" title="Full-time job">Full-time job</a></li> <li><a href="/wiki/Gig_worker" title="Gig worker">Gig worker</a></li> <li><a href="/wiki/Job_sharing" title="Job sharing">Job sharing</a></li> <li><a href="/wiki/Part-time_job" title="Part-time job">Part-time job</a></li> <li><a href="/wiki/Self-employment" title="Self-employment">Self-employment</a></li> <li><a href="/wiki/Side_job" title="Side job">Side job</a></li> <li><a href="/wiki/Skilled_worker" title="Skilled worker">Skilled worker</a> <ul><li><a href="/wiki/Journeyman" title="Journeyman">Journeyman</a></li> <li><a href="/wiki/Technician" title="Technician">Technician</a></li> <li><a href="/wiki/Tradesperson" title="Tradesperson">Tradesperson</a></li></ul></li> <li><a href="/wiki/Independent_contractor" class="mw-redirect" title="Independent contractor">Independent contractor</a></li> <li><a href="/wiki/Labour_hire" title="Labour hire">Labour hire</a></li> <li><a href="/wiki/Temporary_work" title="Temporary work">Temporary work</a></li> <li><a href="/wiki/Laborer" title="Laborer">Laborer</a></li> <li><a href="/wiki/Wage_labour" title="Wage labour">Wage labour</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Recruitment" title="Recruitment">Hiring</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Application_for_employment" title="Application for employment">Application</a></li> <li><a href="/wiki/Background_check" title="Background check">Background check</a></li> <li><a href="/wiki/Business_networking" title="Business networking">Business networking</a></li> <li><a href="/wiki/Cover_letter" title="Cover letter">Cover letter</a></li> <li><a href="/wiki/Curriculum_vitae" title="Curriculum vitae">Curriculum vitae</a></li> <li><a href="/wiki/Drug_test" title="Drug test">Drug testing</a></li> <li><a href="/wiki/Employment_contract" title="Employment contract">Employment contract</a></li> <li><a href="/wiki/Employment_counsellor" class="mw-redirect" title="Employment counsellor">Employment counsellor</a></li> <li><a href="/wiki/Executive_search" title="Executive search">Executive search</a> <ul><li><a href="/wiki/List_of_executive_search_firms" title="List of executive search firms">list</a></li></ul></li> <li><a href="/wiki/Induction_programme" title="Induction programme">Induction programme</a></li> <li><a href="/wiki/Job_fair" title="Job fair">Job fair</a></li> <li><a href="/wiki/Job_fraud" title="Job fraud">Job fraud</a></li> <li><a href="/wiki/Job_hunting" title="Job hunting">Job hunting</a></li> <li><a href="/wiki/Job_interview" title="Job interview">Job interview</a></li> <li><a href="/wiki/Letter_of_recommendation" title="Letter of recommendation">Letter of recommendation</a></li> <li><a href="/wiki/Onboarding" title="Onboarding">Onboarding</a></li> <li><a href="/wiki/Overqualification" title="Overqualification">Overqualification</a></li> <li><a href="/wiki/Person%E2%80%93environment_fit" title="Person–environment fit">Person–environment fit</a></li> <li><a href="/wiki/Personality%E2%80%93job_fit_theory" title="Personality–job fit theory">Personality–job fit theory</a></li> <li><a href="/wiki/Personality_hire" title="Personality hire">Personality hire</a></li> <li><a href="/wiki/Probation_(workplace)" title="Probation (workplace)">Probation</a></li> <li><a href="/wiki/Recruitment" title="Recruitment">Recruitment</a></li> <li><a href="/wiki/R%C3%A9sum%C3%A9" title="Résumé">Résumé</a></li> <li><a href="/wiki/Simultaneous_recruiting_of_new_graduates" title="Simultaneous recruiting of new graduates">Simultaneous recruiting of new graduates</a></li> <li><a href="/wiki/Underemployment" title="Underemployment">Underemployment</a></li> <li><a href="/wiki/Work-at-home_scheme" title="Work-at-home scheme">Work-at-home scheme</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Roles</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Cooperative" title="Cooperative">Cooperative</a></li> <li><a href="/wiki/Employee" class="mw-redirect" title="Employee">Employee</a></li> <li><a href="/wiki/Employer" class="mw-redirect" title="Employer">Employer</a></li> <li><a href="/wiki/Internship" title="Internship">Internship</a></li> <li><a href="/wiki/Job" class="mw-redirect" title="Job">Job</a></li> <li><a href="/wiki/Labour_hire" title="Labour hire">Labour hire</a></li> <li><a href="/wiki/Permanent_employment" title="Permanent employment">Permanent employment</a></li> <li><a href="/wiki/Supervisor" title="Supervisor">Supervisor</a></li> <li><a href="/wiki/Volunteering" title="Volunteering">Volunteering</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Social_class" title="Social class">Working class</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Blue-collar_worker" title="Blue-collar worker">Blue-collar</a></li> <li><a href="/wiki/Green-collar_worker" title="Green-collar worker">Green-collar</a></li> <li><a href="/wiki/Grey-collar" title="Grey-collar">Grey-collar</a></li> <li><a href="/wiki/Pink-collar_worker" title="Pink-collar worker">Pink-collar</a></li> <li><a href="/wiki/Precariat" title="Precariat">Precariat</a></li> <li><a href="/wiki/White-collar_worker" title="White-collar worker">White-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Red-collar</a></li> <li><a href="/wiki/New-collar_worker" title="New-collar worker">New-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">No-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Orange-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Scarlet-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Black-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Gold-collar</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Career" title="Career">Career</a> and <a href="/wiki/Training" title="Training">training</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Apprenticeship" title="Apprenticeship">Apprenticeship</a></li> <li><a href="/wiki/Artisan" title="Artisan">Artisan</a> <ul><li><a href="/wiki/Master_craftsman" title="Master craftsman">Master craftsman</a></li></ul></li> <li><a href="/wiki/Avocation" title="Avocation">Avocation</a></li> <li><a href="/wiki/Career_assessment" title="Career assessment">Career assessment</a></li> <li><a href="/wiki/Career_counseling" title="Career counseling">Career counseling</a></li> <li><a href="/wiki/Career_development" title="Career development">Career development</a></li> <li><a href="/wiki/Coaching" title="Coaching">Coaching</a></li> <li><a href="/wiki/Creative_class" title="Creative class">Creative class</a></li> <li><a href="/wiki/Education" title="Education">Education</a> <ul><li><a href="/wiki/Continuing_education" title="Continuing education">Continuing education</a></li> <li><a href="/wiki/E-learning" class="mw-redirect" title="E-learning">E-learning</a></li> <li><a href="/wiki/Employability" title="Employability">Employability</a></li> <li><a href="/wiki/Further_education" title="Further education">Further education</a></li> <li><a href="/wiki/Graduate_school" class="mw-redirect" title="Graduate school">Graduate school</a></li> <li><a href="/wiki/Induction_training" title="Induction training">Induction training</a></li> <li><a href="/wiki/Knowledge_worker" title="Knowledge worker">Knowledge worker</a></li> <li><a href="/wiki/Licensure" class="mw-redirect" title="Licensure">Licensure</a></li> <li><a href="/wiki/Lifelong_learning" title="Lifelong learning">Lifelong learning</a></li> <li><a href="/wiki/Overspecialization" title="Overspecialization">Overspecialization</a></li> <li><a href="/wiki/Practice-based_professional_learning" title="Practice-based professional learning">Practice-based professional learning</a></li> <li><a href="/wiki/Professional_association" title="Professional association">Professional association</a></li> <li><a href="/wiki/Professional_certification" title="Professional certification">Professional certification</a></li> <li><a href="/wiki/Professional_development" title="Professional development">Professional development</a></li> <li><a href="/wiki/Professional_school" class="mw-redirect" title="Professional school">Professional school</a></li> <li><a href="/wiki/Reflective_practice" title="Reflective practice">Reflective practice</a></li> <li><a href="/wiki/Retraining" title="Retraining">Retraining</a></li> <li><a href="/wiki/Vocational_education" title="Vocational education">Vocational education</a></li> <li><a href="/wiki/Vocational_school" title="Vocational school">Vocational school</a></li> <li><a href="/wiki/Vocational_university" title="Vocational university">Vocational university</a></li></ul></li> <li><a href="/wiki/Mentorship" title="Mentorship">Mentorship</a></li> <li><a href="/wiki/Occupational_Outlook_Handbook" title="Occupational Outlook Handbook">Occupational Outlook Handbook</a></li> <li><a href="/wiki/Practice_firm" title="Practice firm">Practice firm</a></li> <li><a href="/wiki/Profession" title="Profession">Profession</a> <ul><li><a href="/wiki/Operator_(profession)" title="Operator (profession)">Operator</a></li> <li><a href="/wiki/Professional" title="Professional">Professional</a></li></ul></li> <li><a href="/wiki/Tradesman" class="mw-redirect" title="Tradesman">Tradesman</a></li> <li><a href="/wiki/Vocation" title="Vocation">Vocation</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Attendance</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Break_(work)" title="Break (work)">Break</a></li> <li><a href="/wiki/Break_room" title="Break room">Break room</a></li> <li><a href="/wiki/Career_break" title="Career break">Career break</a></li> <li><a href="/wiki/Furlough" title="Furlough">Furlough</a></li> <li><a href="/wiki/Gap_year" title="Gap year">Gap year</a></li> <li><a href="/wiki/Leave_of_absence" title="Leave of absence">Leave of absence</a></li> <li><a href="/wiki/Long_service_leave" title="Long service leave">Long service leave</a></li> <li><a href="/wiki/No_call,_no_show" title="No call, no show">No call, no show</a></li> <li><a href="/wiki/Sabbatical" title="Sabbatical">Sabbatical</a></li> <li><a href="/wiki/Sick_leave" title="Sick leave">Sick leave</a></li> <li><a href="/wiki/Time_clock" title="Time clock">Time clock</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Schedule_(workplace)" title="Schedule (workplace)">Schedules</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/35-hour_workweek" title="35-hour workweek">35-hour workweek</a></li> <li><a href="/wiki/Four-day_week" class="mw-redirect" title="Four-day week">Four-day week</a></li> <li><a href="/wiki/Eight-hour_day" class="mw-redirect" title="Eight-hour day">Eight-hour day</a></li> <li><a href="/wiki/996_working_hour_system" title="996 working hour system">996 working hour system</a></li> <li><a href="/wiki/Flextime" title="Flextime">Flextime</a></li> <li><a href="/wiki/On-call" class="mw-redirect" title="On-call">On-call</a></li> <li><a href="/wiki/Overtime" title="Overtime">Overtime</a></li> <li><a href="/wiki/Remote_work" title="Remote work">Remote work</a></li> <li><a href="/wiki/Six-hour_day" title="Six-hour day">Six-hour day</a></li> <li><a href="/wiki/Shift_work" title="Shift work">Shift work</a></li> <li><a href="/wiki/Working_time" title="Working time">Working time</a></li> <li><a href="/wiki/Workweek_and_weekend" title="Workweek and weekend">Workweek and weekend</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Wage" title="Wage">Wages</a> and <a href="/wiki/Salary" title="Salary">salaries</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Income_bracket" title="Income bracket">Income bracket</a></li> <li><a href="/wiki/Income_tax" title="Income tax">Income tax</a></li> <li><a href="/wiki/Living_wage" title="Living wage">Living wage</a></li> <li><a href="/wiki/Maximum_wage" title="Maximum wage">Maximum wage</a></li> <li><a href="/wiki/National_average_salary" title="National average salary">National average salary</a> <ul><li><a href="/wiki/List_of_countries_by_average_wage" title="List of countries by average wage">World</a></li> <li><a href="/wiki/List_of_European_countries_by_average_wage" title="List of European countries by average wage">Europe</a></li></ul></li> <li><a href="/wiki/Minimum_wage" title="Minimum wage">Minimum wage</a> <ul><li><a href="/wiki/Minimum_wage_in_Canada" title="Minimum wage in Canada">Canada</a></li> <li><a href="/wiki/Minimum_Wage_Ordinance" title="Minimum Wage Ordinance">Hong Kong</a></li> <li><a href="/wiki/List_of_European_countries_by_minimum_wage" title="List of European countries by minimum wage">Europe</a></li> <li><a href="/wiki/Minimum_wage_in_the_United_States" title="Minimum wage in the United States">United States</a></li></ul></li> <li><a href="/wiki/Progressive_wage" title="Progressive wage">Progressive wage</a> <ul><li><a href="/wiki/Progressive_wage" title="Progressive wage">Singapore</a></li></ul></li> <li><a href="/wiki/Overtime_rate" title="Overtime rate">Overtime rate</a></li> <li><a href="/wiki/Paid_time_off" title="Paid time off">Paid time off</a></li> <li><a href="/wiki/Performance-related_pay" title="Performance-related pay">Performance-related pay</a></li> <li><a href="/wiki/Salary_cap" title="Salary cap">Salary cap</a></li> <li><a href="/wiki/Wage_compression" title="Wage compression">Wage compression</a></li> <li><a href="/wiki/Working_poor" title="Working poor">Working poor</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Employee_benefits" title="Employee benefits">Benefits</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Annual_leave" title="Annual leave">Annual leave</a></li> <li><a href="/wiki/Casual_Friday" title="Casual Friday">Casual Friday</a></li> <li><a href="/wiki/Child_care" title="Child care">Child care</a></li> <li><a href="/wiki/Disability_insurance" title="Disability insurance">Disability insurance</a></li> <li><a href="/wiki/Health_insurance" title="Health insurance">Health insurance</a></li> <li><a href="/wiki/Life_insurance" title="Life insurance">Life insurance</a></li> <li><a href="/wiki/Marriage_leave" title="Marriage leave">Marriage leave</a></li> <li><a href="/wiki/Parental_leave" title="Parental leave">Parental leave</a></li> <li><a href="/wiki/Pension" title="Pension">Pension</a></li> <li><a href="/wiki/Sick_leave" title="Sick leave">Sick leave</a> <ul><li><a href="/wiki/Sick_leave_in_the_United_States" title="Sick leave in the United States">United States</a></li></ul></li> <li><a href="/wiki/Take-home_vehicle" title="Take-home vehicle">Take-home vehicle</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Occupational_safety_and_health" title="Occupational safety and health">Safety and health</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Crunch_(video_games)" title="Crunch (video games)">Crunch</a></li> <li><a href="/wiki/Epilepsy_and_employment" title="Epilepsy and employment">Epilepsy and employment</a></li> <li><a href="/wiki/Human_factors_and_ergonomics" class="mw-redirect" title="Human factors and ergonomics">Human factors and ergonomics</a></li> <li><a href="/wiki/Karoshi" title="Karoshi">Karoshi</a></li> <li><a href="/wiki/List_of_countries_by_rate_of_fatal_workplace_accidents" title="List of countries by rate of fatal workplace accidents">List of countries by rate of fatal workplace accidents</a></li> <li><a href="/wiki/Occupational_burnout" title="Occupational burnout">Occupational burnout</a></li> <li><a href="/wiki/Occupational_disease" title="Occupational disease">Occupational disease</a></li> <li><a href="/wiki/Occupational_exposure_limit" title="Occupational exposure limit">Occupational exposure limit</a></li> <li><a href="/wiki/Occupational_health_psychology" title="Occupational health psychology">Occupational health psychology</a></li> <li><a href="/wiki/Occupational_injury" title="Occupational injury">Occupational injury</a></li> <li><a href="/wiki/Occupational_noise" title="Occupational noise">Occupational noise</a></li> <li><a href="/wiki/Occupational_stress" title="Occupational stress">Occupational stress</a></li> <li><a href="/wiki/Personal_protective_equipment" title="Personal protective equipment">Personal protective equipment</a></li> <li><a href="/wiki/Repetitive_strain_injury" title="Repetitive strain injury">Repetitive strain injury</a></li> <li><a href="/wiki/Right_to_sit" title="Right to sit">Right to sit</a> <ul><li><a href="/wiki/Right_to_sit_in_the_United_States" title="Right to sit in the United States">United States</a></li></ul></li> <li><a href="/wiki/Sick_building_syndrome" title="Sick building syndrome">Sick building syndrome</a></li> <li><a href="/wiki/Work_accident" title="Work accident">Work accident</a> <ul><li><a href="/wiki/Occupational_fatality" title="Occupational fatality">Occupational fatality</a></li></ul></li> <li><a href="/wiki/Workers%27_compensation" title="Workers' compensation">Workers' compensation</a></li> <li><a href="/wiki/Workers%27_right_to_access_the_toilet" title="Workers' right to access the toilet">Workers' right to access the toilet</a></li> <li><a href="/wiki/Workplace_health_promotion" title="Workplace health promotion">Workplace health promotion</a></li> <li><a href="/wiki/Workplace_phobia" class="mw-redirect" title="Workplace phobia">Workplace phobia</a></li> <li><a href="/wiki/Workplace_wellness" title="Workplace wellness">Workplace wellness</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Equal_opportunity" title="Equal opportunity">Equal opportunity</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Affirmative_action" title="Affirmative action">Affirmative action</a></li> <li><a href="/wiki/Equal_pay_for_equal_work" title="Equal pay for equal work">Equal pay for equal work</a></li> <li><a href="/wiki/Gender_pay_gap" title="Gender pay gap">Gender pay gap</a></li> <li><a href="/wiki/Glass_ceiling" title="Glass ceiling">Glass ceiling</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Infractions</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/List_of_corporate_collapses_and_scandals" title="List of corporate collapses and scandals">Corporate collapses and scandals</a> <ul><li><a href="/wiki/Accounting_scandals" title="Accounting scandals">Accounting scandals</a></li> <li><a href="/wiki/Control_fraud" title="Control fraud">Control fraud</a></li> <li><a href="/wiki/Corporate_behaviour" title="Corporate behaviour">Corporate behaviour</a></li> <li><a href="/wiki/Corporate_crime" title="Corporate crime">Corporate crime</a></li></ul></li> <li><a href="/wiki/Employment_discrimination" title="Employment discrimination">Discrimination</a></li> <li><a href="/wiki/Exploitation_of_labour" title="Exploitation of labour">Exploitation of labour</a></li> <li><a href="/wiki/Dress_code" title="Dress code">Dress code</a></li> <li><a href="/wiki/Employee_handbook" title="Employee handbook">Employee handbook</a></li> <li><a href="/wiki/Employee_monitoring" title="Employee monitoring">Employee monitoring</a></li> <li><a href="/wiki/Evaluation_(workplace)" class="mw-redirect" title="Evaluation (workplace)">Evaluation</a></li> <li><a href="/wiki/Labour_law" title="Labour law">Labour law</a></li> <li><a href="/wiki/Sexual_harassment" title="Sexual harassment">Sexual harassment</a></li> <li><a href="/wiki/Sleeping_while_on_duty" title="Sleeping while on duty">Sleeping while on duty</a></li> <li><a href="/wiki/Wage_theft" title="Wage theft">Wage theft</a></li> <li><a href="/wiki/Whistleblower" class="mw-redirect" title="Whistleblower">Whistleblower</a></li> <li><a href="/wiki/Workplace_bullying" title="Workplace bullying">Workplace bullying</a></li> <li><a href="/wiki/Workplace_harassment" title="Workplace harassment">Workplace harassment</a></li> <li><a href="/wiki/Workplace_incivility" title="Workplace incivility">Workplace incivility</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Willingness</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Boreout" title="Boreout">Boreout</a></li> <li><a href="/wiki/Careerism" title="Careerism">Careerism</a></li> <li><a href="/wiki/Civil_conscription" title="Civil conscription">Civil conscription</a></li> <li><a href="/wiki/Conscription" title="Conscription">Conscription</a></li> <li><a href="/wiki/Critique_of_work" title="Critique of work">Critique of work</a></li> <li><a href="/wiki/Dead-end_job" title="Dead-end job">Dead-end job</a></li> <li><a href="/wiki/Job_satisfaction" title="Job satisfaction">Job satisfaction</a></li> <li><a href="/wiki/McJob" title="McJob">McJob</a></li> <li><a href="/wiki/Organizational_commitment" title="Organizational commitment">Organizational commitment</a></li> <li><a href="/wiki/Refusal_of_work" title="Refusal of work">Refusal of work</a></li> <li><a href="/wiki/Slavery" title="Slavery">Slavery</a> <ul><li><a href="/wiki/Debt_bondage" title="Debt bondage">Bonded labour</a></li> <li><a href="/wiki/Human_trafficking" title="Human trafficking">Human trafficking</a></li> <li><a href="/wiki/Labor_camp" title="Labor camp">Labour camp</a></li> <li><a href="/wiki/Penal_labour" title="Penal labour">Penal labour</a></li> <li><a href="/wiki/Peon" title="Peon">Peonage</a></li> <li><a href="/wiki/Truck_wages" title="Truck wages">Truck wages</a></li> <li><a href="/wiki/Unfree_labour" class="mw-redirect" title="Unfree labour">Unfree labour</a></li> <li><a href="/wiki/Wage_slavery" title="Wage slavery">Wage slavery</a></li></ul></li> <li><a href="/wiki/Work_ethic" title="Work ethic">Work ethic</a></li> <li><a href="/wiki/Work%E2%80%93life_interface" class="mw-redirect" title="Work–life interface">Work–life interface</a> <ul><li><a href="/wiki/Downshifting_(lifestyle)" title="Downshifting (lifestyle)">Downshifting</a></li> <li><a href="/wiki/Slow_living" title="Slow living">Slow living</a></li></ul></li> <li><a href="/wiki/Workaholic" title="Workaholic">Workaholic</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Termination_of_employment" title="Termination of employment">Termination</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/At-will_employment" title="At-will employment">At-will employment</a></li> <li><a href="/wiki/Dismissal_(employment)" title="Dismissal (employment)">Dismissal</a> <ul><li><a href="/wiki/Banishment_room" title="Banishment room">Banishment room</a></li> <li><a href="/wiki/Constructive_dismissal" title="Constructive dismissal">Constructive dismissal</a></li> <li><a href="/wiki/Wrongful_dismissal" title="Wrongful dismissal">Wrongful dismissal</a></li></ul></li> <li><a href="/wiki/Employee_offboarding" title="Employee offboarding">Employee offboarding</a></li> <li><a href="/wiki/Exit_interview" title="Exit interview">Exit interview</a></li> <li><a href="/wiki/Layoff" title="Layoff">Layoff</a></li> <li><a href="/wiki/Notice_period" title="Notice period">Notice period</a></li> <li><a href="/wiki/Pink_slip_(employment)" class="mw-redirect" title="Pink slip (employment)">Pink slip</a></li> <li><a href="/wiki/Resignation" title="Resignation">Resignation</a> <ul><li><a href="/wiki/Letter_of_resignation" title="Letter of resignation">Letter of resignation</a></li></ul></li> <li><a href="/wiki/Restructuring" title="Restructuring">Restructuring</a></li> <li><a href="/wiki/Retirement" title="Retirement">Retirement</a> <ul><li><a href="/wiki/Mandatory_retirement" title="Mandatory retirement">Mandatory retirement</a></li> <li><a href="/wiki/Retirement_age" title="Retirement age">Retirement age</a></li> <li><a href="/wiki/Retirement_planning" title="Retirement planning">Retirement planning</a></li></ul></li> <li><a href="/wiki/Severance_package" title="Severance package">Severance package</a> <ul><li><a href="/wiki/Golden_handshake" title="Golden handshake">Golden handshake</a></li> <li><a href="/wiki/Golden_parachute" title="Golden parachute">Golden parachute</a></li></ul></li> <li><a href="/wiki/Turnover_(employment)" class="mw-redirect" title="Turnover (employment)">Turnover</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Unemployment" title="Unemployment">Unemployment</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Barriers_to_entry" title="Barriers to entry">Barriers to entry</a></li> <li><a href="/wiki/Discouraged_worker" title="Discouraged worker">Discouraged worker</a></li> <li><a href="/wiki/Economic_depression" title="Economic depression">Economic depression</a> <ul><li><a href="/wiki/Great_Depression" title="Great Depression">Great Depression</a></li> <li><a href="/wiki/Long_Depression" title="Long Depression">Long Depression</a></li></ul></li> <li><a href="/wiki/Frictional_unemployment" title="Frictional unemployment">Frictional unemployment</a></li> <li><a href="/wiki/Full_employment" title="Full employment">Full employment</a></li> <li><a href="/wiki/Graduate_unemployment" title="Graduate unemployment">Graduate unemployment</a></li> <li><a href="/wiki/Involuntary_unemployment" title="Involuntary unemployment">Involuntary unemployment</a></li> <li><a href="/wiki/Jobless_recovery" title="Jobless recovery">Jobless recovery</a></li> <li><a href="/wiki/Phillips_curve" title="Phillips curve">Phillips curve</a></li> <li><a href="/wiki/Recession" title="Recession">Recession</a> <ul><li><a href="/wiki/Great_Recession" title="Great Recession">Great Recession</a></li> <li><a href="/wiki/Job_losses_caused_by_the_Great_Recession" title="Job losses caused by the Great Recession">Job losses caused by the Great Recession</a></li> <li><a href="/wiki/Lists_of_recessions" title="Lists of recessions">Lists of recessions</a></li> <li><a href="/wiki/Recession-proof_job" title="Recession-proof job">Recession-proof job</a></li></ul></li> <li><a href="/wiki/Reserve_army_of_labour" title="Reserve army of labour">Reserve army of labour</a></li> <li><a href="/wiki/Structural_unemployment" title="Structural unemployment">Structural unemployment</a></li> <li><a href="/wiki/Technological_unemployment" title="Technological unemployment">Technological unemployment</a></li> <li><a href="/wiki/Types_of_unemployment" class="mw-redirect" title="Types of unemployment">Types of unemployment</a></li> <li><a href="/wiki/Unemployment_benefits" title="Unemployment benefits">Unemployment benefits</a></li> <li><a href="/wiki/Unemployment_Convention,_1919" title="Unemployment Convention, 1919">Unemployment Convention, 1919</a></li> <li><a href="/wiki/Unemployment_extension" title="Unemployment extension">Unemployment extension</a></li> <li><a href="/wiki/List_of_countries_by_unemployment_rate" title="List of countries by unemployment rate">List of countries by unemployment rate</a></li> <li><a href="/wiki/Employment-to-population_ratio" title="Employment-to-population ratio">Employment-to-population ratio</a> <ul><li><a href="/wiki/List_of_sovereign_states_by_employment_rate" title="List of sovereign states by employment rate">List</a></li></ul></li> <li><a href="/wiki/Wage_curve" title="Wage curve">Wage curve</a></li> <li><a href="/wiki/Youth_unemployment" title="Youth unemployment">Youth unemployment</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Public programs</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Workfare" title="Workfare">Workfare</a></li> <li><a href="/wiki/Unemployment_insurance" class="mw-redirect" title="Unemployment insurance">Unemployment insurance</a></li> <li><a href="/wiki/Make-work_job" title="Make-work job">Make-work job</a></li> <li><a href="/wiki/Job_creation_program" class="mw-redirect" title="Job creation program">Job creation program</a></li> <li><a href="/wiki/Job_creation_index" title="Job creation index">Job creation index</a></li> <li><a href="/wiki/Job_guarantee" title="Job guarantee">Job guarantee</a></li> <li><a href="/wiki/Employer_of_last_resort" title="Employer of last resort">Employer of last resort</a></li> <li><a href="/wiki/Guaranteed_minimum_income" title="Guaranteed minimum income">Guaranteed minimum income</a></li> <li><a href="/wiki/Right_to_work" title="Right to work">Right to work</a></li> <li><i>Historical:</i></li> <li><i>U.S.A.:</i></li> <li><a href="/wiki/Civil_Works_Administration" title="Civil Works Administration">Civil Works Administration</a></li> <li><a href="/wiki/Works_Progress_Administration" title="Works Progress Administration">Works Progress Administration</a></li></ul> <p><a href="/wiki/Comprehensive_Employment_and_Training_Act" title="Comprehensive Employment and Training Act">Comprehensive Employment and Training Act</a> </p> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">See also</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Bullshit_job" title="Bullshit job">Bullshit job</a></li> <li><a href="/wiki/Busy_work" title="Busy work">Busy work</a></li> <li><a href="/wiki/Credentialism_and_educational_inflation" class="mw-redirect" title="Credentialism and educational inflation">Credentialism and educational inflation</a></li> <li><a href="/wiki/Emotional_labor" title="Emotional labor">Emotional labor</a></li> <li><a href="/wiki/Evil_corporation" title="Evil corporation">Evil corporation</a></li> <li><a href="/wiki/Going_postal" title="Going postal">Going postal</a></li> <li><a href="/wiki/Kiss_up_kick_down" title="Kiss up kick down">Kiss up kick down</a></li> <li><a href="/wiki/Labor_rights" title="Labor rights">Labor rights</a></li> <li><a href="/wiki/Make-work_job" title="Make-work job">Make-work job</a></li> <li><a href="/wiki/Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism in the workplace</a></li> <li><a href="/wiki/Post-work_society" title="Post-work society">Post-work society</a></li> <li><a href="/wiki/Presenteeism" title="Presenteeism">Presenteeism</a></li> <li><a href="/wiki/Psychopathy_in_the_workplace" title="Psychopathy in the workplace">Psychopathy in the workplace</a></li> <li><a href="/wiki/Sunday_scaries" title="Sunday scaries">Sunday scaries</a></li> <li><a href="/wiki/Slow_movement_(culture)" title="Slow movement (culture)">Slow movement (culture)</a></li> <li><a href="/wiki/Toxic_leader" title="Toxic leader">Toxic leader</a></li> <li><a href="/wiki/Toxic_workplace" title="Toxic workplace">Toxic workplace</a></li> <li><a href="/wiki/Workhouse" title="Workhouse">Workhouse</a></li></ul> </div></td></tr><tr><td class="navbox-abovebelow" colspan="2"><div> <dl><dt><span class="noviewer" typeof="mw:File"><span title="Template"><img alt="" src="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/16px-Symbol_template_class_pink.svg.png" decoding="async" width="16" height="16" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/23px-Symbol_template_class_pink.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/31px-Symbol_template_class_pink.svg.png 2x" data-file-width="180" data-file-height="185" /></span></span> See also templates</dt></dl> <ul><li><a href="/wiki/Template:Aspects_of_corporations" title="Template:Aspects of corporations">Aspects of corporations</a></li> <li><a href="/wiki/Template:Aspects_of_jobs" title="Template:Aspects of jobs">Aspects of jobs</a></li> <li><a href="/wiki/Template:Aspects_of_occupations" title="Template:Aspects of occupations">Aspects of occupations</a></li> <li><a href="/wiki/Template:Aspects_of_organizations" title="Template:Aspects of organizations">Aspects of organizations</a></li> <li><a href="/wiki/Template:Aspects_of_workplaces" title="Template:Aspects of workplaces">Aspects of workplaces</a></li> <li><a href="/wiki/Template:Corporate_titles" title="Template:Corporate titles">Corporate titles</a></li> <li><a href="/wiki/Template:Critique_of_work" title="Template:Critique of work">Critique of work</a></li> <li><a href="/wiki/Template:Organized_labor" title="Template:Organized labor">Organized labor</a></li></ul> </div></td></tr></tbody></table></div> <div class="navbox-styles"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236075235"></div><div role="navigation" class="navbox" aria-labelledby="Aspects_of_workplaces" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1239400231"><div class="navbar plainlinks hlist navbar-mini"><ul><li class="nv-view"><a href="/wiki/Template:Aspects_of_workplaces" title="Template:Aspects of workplaces"><abbr title="View this template">v</abbr></a></li><li class="nv-talk"><a href="/wiki/Template_talk:Aspects_of_workplaces" title="Template talk:Aspects of workplaces"><abbr title="Discuss this template">t</abbr></a></li><li class="nv-edit"><a href="/wiki/Special:EditPage/Template:Aspects_of_workplaces" title="Special:EditPage/Template:Aspects of workplaces"><abbr title="Edit this template">e</abbr></a></li></ul></div><div id="Aspects_of_workplaces" style="font-size:114%;margin:0 4em">Aspects of <a href="/wiki/Workplace" title="Workplace">workplaces</a></div></th></tr><tr><th scope="row" class="navbox-group" style="width:1%">Topics</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Absenteeism" title="Absenteeism">Absenteeism</a></li> <li><a href="/wiki/Abusive_supervision" title="Abusive supervision">Abusive supervision</a></li> <li><a href="/wiki/Workplace_aggression" title="Workplace aggression">Aggression</a></li> <li><a href="/wiki/Anti-pattern" title="Anti-pattern">Anti-pattern</a></li> <li><a href="/wiki/Workplace_impact_of_artificial_intelligence" title="Workplace impact of artificial intelligence">Artificial intelligence</a></li> <li><a href="/wiki/Workplace_bullying" title="Workplace bullying">Bullying</a></li> <li><a href="/wiki/Organisation_climate" title="Organisation climate">Climate</a></li> <li><a href="/wiki/Organizational_culture" title="Organizational culture">Culture</a></li> <li><a href="/wiki/Computer_surveillance_in_the_workplace" title="Computer surveillance in the workplace">Computer surveillance</a></li> <li><a href="/wiki/Organizational_conflict" title="Organizational conflict">Conflict</a></li> <li><a href="/wiki/Control_freak" title="Control freak">Control freak</a></li> <li><a href="/wiki/Counterproductive_work_behavior" title="Counterproductive work behavior">Counterproductive behaviour</a></li> <li><a href="/wiki/Coworking" title="Coworking">Coworking</a></li> <li><a href="/wiki/Culture_of_fear#In_the_workplace" title="Culture of fear">Culture of fear</a></li> <li><a href="/wiki/Workplace_democracy" title="Workplace democracy">Democracy</a></li> <li><a href="/wiki/Workplace_deviance" title="Workplace deviance">Deviance</a></li> <li><a href="/wiki/Employment_discrimination" title="Employment discrimination">Discrimination</a></li> <li><a href="/wiki/Diversity_(business)" title="Diversity (business)">Diversity</a></li> <li><a href="/wiki/Divide_and_rule" title="Divide and rule">Divide and rule</a></li> <li><a href="/wiki/Drug_test" title="Drug test">Drug tests</a></li> <li><a href="/wiki/Effects_of_overtime" title="Effects of overtime">Effects of overtime</a></li> <li><a href="/wiki/Emotional_labor" title="Emotional labor">Emotional labor</a></li> <li><a href="/wiki/Emotions_in_the_workplace" title="Emotions in the workplace">Emotions</a></li> <li><a href="/wiki/Employee_assistance_program" title="Employee assistance program">Employee assistance</a></li> <li><a href="/wiki/Employee_engagement" title="Employee engagement">Employee engagement</a></li> <li><a href="/wiki/Employee_experience_design" title="Employee experience design">Employee experience</a></li> <li><a href="/wiki/Employee_monitoring" title="Employee monitoring">Employee monitoring</a></li> <li><a href="/wiki/Employee_morale" title="Employee morale">Employee morale</a></li> <li><a href="/wiki/Employee_recognition" title="Employee recognition">Employee recognition</a></li> <li><a href="/wiki/Employee_silence" title="Employee silence">Employee silence</a></li> <li><a href="/wiki/Employee_surveys" title="Employee surveys">Employee surveys</a></li> <li><a href="/wiki/Empowerment#In_workplace_management" title="Empowerment">Empowerment</a></li> <li><a href="/wiki/Evaluation_(workplace)" class="mw-redirect" title="Evaluation (workplace)">Evaluation</a></li> <li><a href="/wiki/Feminisation_of_the_workplace" title="Feminisation of the workplace">Feminisation</a></li> <li><a href="/wiki/Generations_in_the_workforce" title="Generations in the workforce">Generations</a></li> <li><a href="/wiki/Goofing_off" title="Goofing off">Goofing off</a></li> <li><a href="/wiki/Gossip#Workplace_gossip" title="Gossip">Gossip</a></li> <li><a href="/wiki/Happiness_at_work" title="Happiness at work">Happiness</a></li> <li><a href="/wiki/Workplace_harassment" title="Workplace harassment">Harassment</a></li> <li><a href="/wiki/Workplace_health_promotion" title="Workplace health promotion">Health promotion</a></li> <li><a href="/wiki/Workplace_health_surveillance" title="Workplace health surveillance">Health surveillance</a></li> <li><a href="/wiki/Hostile_work_environment" title="Hostile work environment">Hostile work environment</a></li> <li><a href="/wiki/Office_humor" title="Office humor">Humor</a></li> <li><a href="/wiki/Workplace_incivility" title="Workplace incivility">Incivility</a></li> <li><a href="/wiki/Occupational_inequality" title="Occupational inequality">Inequality</a></li> <li><a href="/wiki/Workplace_intervention" class="mw-redirect" title="Workplace intervention">Intervention</a></li> <li><a href="/wiki/Corporate_jargon" title="Corporate jargon">Jargon</a></li> <li><a href="/wiki/Kick_the_cat" title="Kick the cat">Kick the cat</a></li> <li><a href="/wiki/Kiss_up_kick_down" title="Kiss up kick down">Kiss up kick down</a></li> <li><a href="/wiki/Workplace_listening" title="Workplace listening">Listening</a></li> <li><a href="/wiki/Machiavellianism_in_the_workplace" title="Machiavellianism in the workplace">Machiavellianism</a></li> <li><a href="/wiki/Menopause_in_the_workplace" title="Menopause in the workplace">Menopause</a></li> <li><a href="/wiki/Micromanagement" title="Micromanagement">Micromanagement</a></li> <li><a href="/wiki/Mobbing" title="Mobbing">Mobbing</a></li> <li><a href="/wiki/Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism</a></li> <li><a href="/wiki/Workplace_politics" title="Workplace politics">Office politics</a></li> <li><a href="/wiki/Overwork" title="Overwork">Overwork</a></li> <li><a href="/wiki/Parkinson%27s_law" title="Parkinson's law">Parkinson's law</a></li> <li><a href="/wiki/Performance_appraisal" title="Performance appraisal">Performance appraisal</a></li> <li><a href="/wiki/Personality_clash#In_the_workplace" title="Personality clash">Personality clash</a></li> <li><a href="/wiki/Workplace_phobia" class="mw-redirect" title="Workplace phobia">Phobia</a></li> <li><a href="/wiki/Positive_psychology_in_the_workplace" title="Positive psychology in the workplace">Positive psychology</a></li> <li><a href="/wiki/Workplace_privacy" title="Workplace privacy">Privacy</a></li> <li><a href="/wiki/Probation_(workplace)" title="Probation (workplace)">Probation</a></li> <li><a href="/wiki/Profanity" title="Profanity">Profanity</a></li> <li><a href="/wiki/Psychopathy_in_the_workplace" title="Psychopathy in the workplace">Psychopathy</a></li> <li><a href="/wiki/Quality_of_working_life" title="Quality of working life">Quality of working life</a></li> <li><a href="/wiki/Queen_bee_syndrome" title="Queen bee syndrome">Queen bee syndrome</a></li> <li><a href="/wiki/Rat_race" title="Rat race">Rat race</a></li> <li><a href="/wiki/Workplace_relationships" class="mw-redirect" title="Workplace relationships">Relationships</a></li> <li><a href="/wiki/Workplace_revenge" title="Workplace revenge">Revenge</a></li> <li><a href="/wiki/Workplace_robotics_safety" title="Workplace robotics safety">Robotics safety</a></li> <li><a href="/wiki/Role_conflict" title="Role conflict">Role conflict</a></li> <li><a href="/wiki/Sabotage" title="Sabotage">Sabotage</a></li> <li><a href="/wiki/Workplace_spirituality" title="Workplace spirituality">Spirituality</a></li> <li><a href="/wiki/Workplace_strategy" title="Workplace strategy">Strategy</a></li> <li><a href="/wiki/Occupational_stress" title="Occupational stress">Stress</a></li> <li><a href="/wiki/Toxic_workplace" title="Toxic workplace">Toxic workplace</a></li> <li><a href="/wiki/Toxic_leader" title="Toxic leader">Toxic leader</a></li> <li><a href="/wiki/Professional_development" title="Professional development">Training</a></li> <li><a href="/wiki/Turnover_(employment)" class="mw-redirect" title="Turnover (employment)">Turnover</a></li> <li><a href="/wiki/Social_undermining" title="Social undermining">Undermining</a></li> <li><a href="/wiki/Workplace_violence" title="Workplace violence">Violence</a></li> <li><a href="/wiki/Virtual_workplace" title="Virtual workplace">Virtual</a></li> <li><a href="/wiki/Workplace_wellness" title="Workplace wellness">Wellness</a></li> <li><a href="/wiki/Work%E2%80%93family_conflict" title="Work–family conflict">Work–family conflict</a></li> <li><a href="/wiki/Workload" title="Workload">Workload</a></li> <li><a href="/wiki/Workplace_harassment" title="Workplace harassment">Workplace harassment</a></li> <li><a href="/wiki/Workwear" title="Workwear">Workwear</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">See also</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Corporation" title="Corporation">Corporation</a></li> <li><a href="/wiki/Employment" title="Employment">Employment</a></li> <li><a href="/wiki/Factory" title="Factory">Factory</a></li> <li><a href="/wiki/Headquarters" title="Headquarters">Headquarters</a></li> <li><a href="/wiki/Job" class="mw-redirect" title="Job">Job</a></li> <li><a href="/wiki/Job_sharing" title="Job sharing">Job sharing</a></li> <li><a href="/wiki/Labour_movement" title="Labour movement">Labour movement</a></li> <li><a href="/wiki/Labor_rights" title="Labor rights">Labor rights</a></li> <li><a href="/wiki/Office" title="Office">Office</a></li> <li><a href="/wiki/Organization" title="Organization">Organization</a></li> <li><a href="/wiki/Remote_work" title="Remote work">Remote work</a></li> <li><a href="/wiki/Strike_action" title="Strike action">Strike action</a></li> <li><a href="/wiki/Trade_union" title="Trade union">Trade union</a></li> <li><a href="/wiki/Whistleblower" class="mw-redirect" title="Whistleblower">Whistleblower</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><span class="noviewer" typeof="mw:File"><span title="Template"><img alt="" src="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/16px-Symbol_template_class_pink.svg.png" decoding="async" width="16" height="16" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/23px-Symbol_template_class_pink.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/31px-Symbol_template_class_pink.svg.png 2x" data-file-width="180" data-file-height="185" /></span></span> Templates</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Template:Aspects_of_corporations" title="Template:Aspects of corporations">Aspects of corporations</a></li> <li><a href="/wiki/Template:Aspects_of_jobs" title="Template:Aspects of jobs">Aspects of jobs</a></li> <li><a href="/wiki/Template:Aspects_of_occupations" title="Template:Aspects of occupations">Aspects of occupations</a></li> <li><a href="/wiki/Template:Aspects_of_organizations" title="Template:Aspects of organizations">Aspects of organizations</a></li> <li><a href="/wiki/Template:Employment" title="Template:Employment">Employment</a></li></ul> </div></td></tr></tbody></table></div> <div class="navbox-styles"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236075235"><style data-mw-deduplicate="TemplateStyles:r1038841319">.mw-parser-output .tooltip-dotted{border-bottom:1px dotted;cursor:help}</style></div><div role="navigation" class="navbox authority-control" aria-label="Navbox" style="padding:3px"><table class="nowraplinks hlist navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Help:Authority_control" title="Help:Authority control">Authority control databases</a>: National <span class="mw-valign-text-top noprint" typeof="mw:File/Frameless"><a href="https://www.wikidata.org/wiki/Q1910318#identifiers" title="Edit this at Wikidata"><img alt="Edit this at Wikidata" src="//upload.wikimedia.org/wikipedia/en/thumb/8/8a/OOjs_UI_icon_edit-ltr-progressive.svg/10px-OOjs_UI_icon_edit-ltr-progressive.svg.png" decoding="async" width="10" height="10" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/en/thumb/8/8a/OOjs_UI_icon_edit-ltr-progressive.svg/15px-OOjs_UI_icon_edit-ltr-progressive.svg.png 1.5x, //upload.wikimedia.org/wikipedia/en/thumb/8/8a/OOjs_UI_icon_edit-ltr-progressive.svg/20px-OOjs_UI_icon_edit-ltr-progressive.svg.png 2x" data-file-width="20" data-file-height="20" /></a></span></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"><ul><li><span class="uid"><a rel="nofollow" class="external text" href="https://id.loc.gov/authorities/sh85073736">United States</a></span></li><li><span class="uid"><span class="rt-commentedText tooltip tooltip-dotted" title="fluktuace zaměstnanců"><a rel="nofollow" class="external text" href="https://aleph.nkp.cz/F/?func=find-c&local_base=aut&ccl_term=ica=ph1014893&CON_LNG=ENG">Czech Republic</a></span></span></li><li><span class="uid"><a rel="nofollow" class="external text" href="http://olduli.nli.org.il/F/?func=find-b&local_base=NLX10&find_code=UID&request=987007550594205171">Israel</a></span></li></ul></div></td></tr></tbody></table></div>    </div><noscript><img src="https://login.wikimedia.org/wiki/Special:CentralAutoLogin/start?type=1x1" alt="" width="1" height="1" style="border: none; position: absolute;"></noscript> <div class="printfooter" data-nosnippet="">Retrieved from "<a dir="ltr" href="https://en.wikipedia.org/w/index.php?title=Employee_turnover&oldid=1259259360">https://en.wikipedia.org/w/index.php?title=Employee_turnover&oldid=1259259360</a>"</div></div> <div id="catlinks" class="catlinks" data-mw="interface"><div id="mw-normal-catlinks" class="mw-normal-catlinks"><a href="/wiki/Help:Category" title="Help:Category">Categories</a>: <ul><li><a href="/wiki/Category:Industrial_and_organizational_psychology" title="Category:Industrial and organizational psychology">Industrial and organizational psychology</a></li><li><a href="/wiki/Category:Human_resource_management" title="Category:Human resource management">Human resource management</a></li><li><a href="/wiki/Category:Workplace" title="Category:Workplace">Workplace</a></li><li><a href="/wiki/Category:Demographic_economics" title="Category:Demographic economics">Demographic economics</a></li></ul></div><div id="mw-hidden-catlinks" class="mw-hidden-catlinks mw-hidden-cats-hidden">Hidden categories: <ul><li><a href="/wiki/Category:Pages_using_the_Graph_extension" title="Category:Pages using the Graph extension">Pages using the Graph extension</a></li><li><a href="/wiki/Category:Pages_with_disabled_graphs" title="Category:Pages with disabled graphs">Pages with disabled graphs</a></li><li><a href="/wiki/Category:CS1_errors:_missing_periodical" title="Category:CS1 errors: missing periodical">CS1 errors: missing periodical</a></li><li><a href="/wiki/Category:Articles_with_short_description" title="Category:Articles with short description">Articles with short description</a></li><li><a href="/wiki/Category:Short_description_is_different_from_Wikidata" title="Category:Short description is different from Wikidata">Short description is different from Wikidata</a></li><li><a href="/wiki/Category:Articles_with_limited_geographic_scope_from_March_2015" title="Category:Articles with limited geographic scope from March 2015">Articles with limited geographic scope from March 2015</a></li><li><a href="/wiki/Category:Wikipedia_articles_with_style_issues_from_April_2024" title="Category:Wikipedia articles with style issues from April 2024">Wikipedia articles with style issues from April 2024</a></li><li><a href="/wiki/Category:All_articles_with_style_issues" title="Category:All articles with style issues">All articles with style issues</a></li><li><a href="/wiki/Category:Wikipedia_articles_needing_clarification_from_April_2024" title="Category:Wikipedia articles needing clarification from April 2024">Wikipedia articles needing clarification from April 2024</a></li><li><a href="/wiki/Category:All_articles_with_unsourced_statements" title="Category:All articles with unsourced statements">All articles with unsourced statements</a></li><li><a href="/wiki/Category:Articles_with_unsourced_statements_from_April_2024" title="Category:Articles with unsourced statements from April 2024">Articles with unsourced statements from April 2024</a></li><li><a href="/wiki/Category:Articles_with_unsourced_statements_from_September_2015" title="Category:Articles with unsourced statements from September 2015">Articles with unsourced statements from September 2015</a></li><li><a href="/wiki/Category:Articles_with_unsourced_statements_from_August_2010" title="Category:Articles with unsourced statements from August 2010">Articles with unsourced statements from August 2010</a></li><li><a href="/wiki/Category:Articles_needing_additional_references_from_January_2010" title="Category:Articles needing additional references from January 2010">Articles needing additional references from January 2010</a></li><li><a href="/wiki/Category:All_articles_needing_additional_references" title="Category:All articles needing additional references">All articles needing additional references</a></li></ul></div></div> </div> </main> </div> <div class="mw-footer-container"> <footer id="footer" class="mw-footer" > <ul id="footer-info"> <li id="footer-info-lastmod"> This page was last edited on 24 November 2024, at 06:28<span class="anonymous-show"> (UTC)</span>.</li> <li id="footer-info-copyright">Text is available under the <a href="/wiki/Wikipedia:Text_of_the_Creative_Commons_Attribution-ShareAlike_4.0_International_License" title="Wikipedia:Text of the Creative Commons Attribution-ShareAlike 4.0 International License">Creative Commons Attribution-ShareAlike 4.0 License</a>; additional terms may apply. By using this site, you agree to the <a href="https://foundation.wikimedia.org/wiki/Special:MyLanguage/Policy:Terms_of_Use" class="extiw" title="foundation:Special:MyLanguage/Policy:Terms of Use">Terms of Use</a> and <a href="https://foundation.wikimedia.org/wiki/Special:MyLanguage/Policy:Privacy_policy" class="extiw" title="foundation:Special:MyLanguage/Policy:Privacy policy">Privacy Policy</a>. Wikipedia® is a registered trademark of the <a rel="nofollow" class="external text" href="https://wikimediafoundation.org/">Wikimedia Foundation, Inc.</a>, a non-profit organization.</li> </ul> <ul id="footer-places"> <li id="footer-places-privacy"><a href="https://foundation.wikimedia.org/wiki/Special:MyLanguage/Policy:Privacy_policy">Privacy policy</a></li> <li id="footer-places-about"><a href="/wiki/Wikipedia:About">About Wikipedia</a></li> <li id="footer-places-disclaimers"><a href="/wiki/Wikipedia:General_disclaimer">Disclaimers</a></li> <li id="footer-places-contact"><a href="//en.wikipedia.org/wiki/Wikipedia:Contact_us">Contact Wikipedia</a></li> <li id="footer-places-wm-codeofconduct"><a href="https://foundation.wikimedia.org/wiki/Special:MyLanguage/Policy:Universal_Code_of_Conduct">Code of Conduct</a></li> <li id="footer-places-developers"><a href="https://developer.wikimedia.org">Developers</a></li> <li id="footer-places-statslink"><a href="https://stats.wikimedia.org/#/en.wikipedia.org">Statistics</a></li> <li id="footer-places-cookiestatement"><a href="https://foundation.wikimedia.org/wiki/Special:MyLanguage/Policy:Cookie_statement">Cookie statement</a></li> <li id="footer-places-mobileview"><a href="//en.m.wikipedia.org/w/index.php?title=Employee_turnover&mobileaction=toggle_view_mobile" class="noprint stopMobileRedirectToggle">Mobile view</a></li> </ul> <ul id="footer-icons" class="noprint"> <li id="footer-copyrightico"><a href="https://wikimediafoundation.org/" class="cdx-button cdx-button--fake-button cdx-button--size-large cdx-button--fake-button--enabled"><img src="/static/images/footer/wikimedia-button.svg" width="84" height="29" alt="Wikimedia Foundation" loading="lazy"></a></li> <li id="footer-poweredbyico"><a href="https://www.mediawiki.org/" class="cdx-button cdx-button--fake-button cdx-button--size-large cdx-button--fake-button--enabled"><img src="/w/resources/assets/poweredby_mediawiki.svg" alt="Powered by MediaWiki" width="88" height="31" loading="lazy"></a></li> </ul> </footer> </div> </div> </div> <div class="vector-settings" id="p-dock-bottom"> <ul></ul> </div><script>(RLQ=window.RLQ||[]).push(function(){mw.config.set({"wgHostname":"mw-web.codfw.main-694cf4987f-xv6hl","wgBackendResponseTime":163,"wgPageParseReport":{"limitreport":{"cputime":"0.776","walltime":"0.982","ppvisitednodes":{"value":4842,"limit":1000000},"postexpandincludesize":{"value":166993,"limit":2097152},"templateargumentsize":{"value":5447,"limit":2097152},"expansiondepth":{"value":12,"limit":100},"expensivefunctioncount":{"value":13,"limit":500},"unstrip-depth":{"value":1,"limit":20},"unstrip-size":{"value":192436,"limit":5000000},"entityaccesscount":{"value":1,"limit":400},"timingprofile":["100.00% 762.873 1 -total"," 35.47% 270.601 1 Template:Reflist"," 13.68% 104.334 20 Template:Cite_journal"," 12.17% 92.817 7 Template:Cite_web"," 11.83% 90.279 2 Template:Navbox"," 11.25% 85.861 1 Template:Employment"," 8.93% 68.099 1 Template:Short_description"," 6.82% 52.046 1 Template:Globalize"," 6.58% 50.224 3 Template:Ambox"," 5.80% 44.282 2 Template:Pagetype"]},"scribunto":{"limitreport-timeusage":{"value":"0.409","limit":"10.000"},"limitreport-memusage":{"value":6779364,"limit":52428800}},"cachereport":{"origin":"mw-api-int.codfw.main-849f99967d-2l5xr","timestamp":"20241124062857","ttl":2592000,"transientcontent":false}}});});</script> <script type="application/ld+json">{"@context":"https:\/\/schema.org","@type":"Article","name":"Employee turnover","url":"https:\/\/en.wikipedia.org\/wiki\/Employee_turnover","sameAs":"http:\/\/www.wikidata.org\/entity\/Q1910318","mainEntity":"http:\/\/www.wikidata.org\/entity\/Q1910318","author":{"@type":"Organization","name":"Contributors to Wikimedia projects"},"publisher":{"@type":"Organization","name":"Wikimedia Foundation, Inc.","logo":{"@type":"ImageObject","url":"https:\/\/www.wikimedia.org\/static\/images\/wmf-hor-googpub.png"}},"datePublished":"2006-06-15T17:21:52Z","dateModified":"2024-11-24T06:28:51Z","headline":"change or shift in personnel caused by reorganization, resignation or discharge"}</script> </body> </html>