ABSTRACT. The theory that I shall seek to elaborate here puts considerable emphasis on the mechanisms connecting pay satisfaction to employee retention, organizational, work, and personal elements in employee turnover, the function of leadership in the employee withdrawal process, and the consequences of employee contentment and turnover behavior on organizational effectiveness. My paper contributes to the literature by providing evidence on micro and macro drivers of employee turnover, the link between job satisfaction and employee turnover, human resources practices as predictors of employee turnover, and the effect of job performance on employee turnover intentions and the voluntary turnover process. pp. 220–226
JEL codes: E24; J21; J54; J64; M51

Keywords: employee voluntary turnover; satisfaction; organizational effectiveness

How to cite: Nica, Elvira (2016), “Employee Voluntary Turnover as a Negative Indicator of Organizational Effectiveness,” Psychosociological Issues in Human Resource Management 4(2): 220–226.

Received 14 February 2016 • Received in revised form 2 July 2016
Accepted 3 July 2016 • Available online 20 August 2016


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Center for Human Resources and Labor Studies
at AAER, New York;
Bucharest University of Economic Studies

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