Level and Time Effects of Recruitment Sources on Early Voluntary Turnover

• 成果类型: Review
• 署名作者: Weller, Ingo; Holtom, Brooks C.; Matiaske, Wenzel; Mellewigt, Thomas
• 署名单位: Free University of Berlin; Georgetown University; Helmut Schmidt University
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0015924
• 发表日期: 2009
• 页码: 1146-1162
• 关键词: recruitment source; VOLUNTARY TURNOVER; UNFOLDING MODEL; survival methodology

摘要

To better understand the effects of recruitment source on the level and timing of organizational departure, a turnover model incorporating dynamic predictors was examined. A large, longitudinal sample containing both stayers and leavers was analyzed with parametric survival models. Results indicate that the turnover hazard function for individuals recruited through personal recruitment sources was lower early in an employee's tenure than for individuals recruited through formal sources. Moreover, the peak of the turnover hazard was delayed significantly for such employees. However, the turnover rate differential due to the use of personal recruitment methods clearly diminished as tenure increased. Further, the recruitment source effect on the turnover hazard was partially mediated by job satisfaction. The pattern of results observed expands understanding of the unfolding model of turnover.