EMPLOYEE VOLUNTARY TURNOVER AS A NEGATIVE INDICATOR OF ORGANIZATIONAL EFFECTIVENESS
EMPLOYEE VOLUNTARY TURNOVER AS A NEGATIVE INDICATOR OF ORGANIZATIONAL EFFECTIVENESS

Summary/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.

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