More Detail Needed in The Article[edit]

Employee turnover is a very important concept in Organizational Psychology. I believe it hasen't got its deserved attention from Wikipedians. I have just added section named Models of Employee turnover, which I believe needs extensive extension.

Further more there many areas that need to be included in this article, other than the models. For example a discussion about functional and disfunctional turnover.Sajjad Arif (talk) 12:04, 3 October 2009 (UTC)[reply]

Issue with wording[edit]

If an employer is said to have a high turnover, it most often means that employees of that company have a shorter tenure than those of other companies in that same industry. Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively high turnover'''.

The above paragraph doesnt make sense. The part in bold is inconsistant with what goes before it and is internally inconsistant. If a sector has a low turnover rate compared to other sectors then does it not have a relativley low turnover rate overall. Not a relativley high one? —Preceding unsigned comment added by 143.239.127.107 (talk) 16:14, 26 March 2008 (UTC)[reply]

The "tenure" of an employee refers to the amount of time they stay. So lower tenure means higher turnover. The statement is not contradictory. However it is redundant as the bold section is just the converse of the first statement. 216.36.186.2 (talk) 19:31, 5 May 2008 (UTC)[reply]

Moved content[edit]

From the disambiguation page Turnover:

Extended content
  • Turnover (employment), relative rate at which an employer gains and loses staff, especially in North American usage. It can be voluntary or involuntary. Employee turnover is often a result of job dissatisfaction. Job dissatisfaction can be in the form of:
    • Low pay
    • being supervised too much
    • not enough responsibility
    • unfair treatment by managers
    • not properly trained for the job
    • Organizational commitment
    • lower sales and profit

When job dissatisfaction is present employees will not be ecstatic to continue with their job; their main goal is to quit. Also, when employees leave an organization, whether voluntary or involuntary, it is very costly for the organization. This is due largely to the fact that after someone leaves a replacement must be recruited, selected and trained and given a probationary period in which to gain experience with the job. Despite turnover being costly for the organization, it can also prove to be better for the organization. When turnover occurs it is mostly employees who perform unsatisfactorily who leaves the organization. Therefore, even though it is costly to hire new employees the organization benefit when poor performing employees leave.

The problem of employee turnover can be dated as far back to the early 19th century. Many scholars, over the years, have developed different models to assess the rate of turnover in the workplace and the cases of these turnovers. Some of these models of turnover includes the:

  • Cusp catastrophe model of turnover
  • Causal model of turnover
  • unfolding model of turnover

These models of turnover, along with others, have been used over the past decades to determine the main contributors to turnover. Once managers are able to assess what are the underlying factors of turnover, they will be able to understand what the employees want and needs and be better able to prevent future turnover. [1] .[2]

  1. ^ Schultz, Dane (2010). Psychology and Work Today, 10th ed. Pearson Education. p. 198. ISBN 0205683584. ((cite book)): Unknown parameter |coauthors= ignored (|author= suggested) (help)
  2. ^ Price, James, L. and Mueller, Charles, W. “A Causal Model of Turnover for Nurses.” Jstor. 3 Sept. 1981. The Academy of Management Journal. 10 Apr. 2013. http://www.jstor.org/stable/255574.

jonkerz ♠talk 00:46, 25 June 2013 (UTC)[reply]

Wiki Education Foundation-supported course assignment[edit]

This article was the subject of a Wiki Education Foundation-supported course assignment, between 6 September 2020 and 6 December 2020. Further details are available on the course page. Student editor(s): ASCXX.

Above undated message substituted from Template:Dashboard.wikiedu.org assignment by PrimeBOT (talk) 11:48, 17 January 2022 (UTC)[reply]

Lede tone is wrong after recent expansion[edit]

The recent expansion was good-faith, but it created a dense wall of a lede that reads like an HR staff training manual, not an encyclopedia. There's a lack of context and significance. I don't have time to work on it right now, but I encourage anyone who does to improve it. Most of the former lede should be restored; the current lede would serve better as a section following the lede. — ¾-10 23:17, 1 December 2014 (UTC)[reply]

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