Challenging Conventional Wisdom About Who Quits: Revelations From Corporate America

Findings from 20 corporations from the Attrition and Retention Consortium, which collects quit statistics about 475,458 professionals and managers, extended and disputed established findings about who quits. Multilevel analyses revealed that company tenure is curvilinearly related to turnover and th...

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Bibliographic Details
Published in:Journal of applied psychology 2008-01, Vol.93 (1), p.1-34
Main Authors: Hom, Peter W, Roberson, Loriann, Ellis, Aimee D
Format: Article
Language:English
Subjects:
Adult
Applied psychology
Asian - statistics & numerical data
Asian Americans
Attrition
Black or African American
Black People - statistics & numerical data
Business Organizations
Canada
Career Mobility
Employee Performance Appraisal - statistics & numerical data
Employee Turnover
Employment
Employment Status
Enterprises
Ethnicity
Female
Gender
Gender differences
Hispanic Americans
Hispanic or Latino - statistics & numerical data
Human
Human Sex Differences
Humans
Industry
Job leaving
Job Performance
Job satisfaction
Labour force
Male
Middle Aged
Minority Groups - statistics & numerical data
Multidimensional analysis
Organizational behavior
Personnel Turnover - statistics & numerical data
Racial and Ethnic Differences
Racial differences
Sex Ratio
Socioeconomic Factors
Statistics
Studies
Turnover
United States
White People - statistics & numerical data
Workforce
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Summary:Findings from 20 corporations from the Attrition and Retention Consortium, which collects quit statistics about 475,458 professionals and managers, extended and disputed established findings about who quits. Multilevel analyses revealed that company tenure is curvilinearly related to turnover and that a job's past attrition rate strengthens the (negative) performance-exit relationship. Further, women quit more than men, while African Americans, Hispanic Americans, and Asian Americans quit more than White Americans, though racial differences disappeared after confounds were controlled for. African American, Hispanic American, and Asian American women quit more than men of the same ethnicities and White Americans, but statistical controls nullified evidence for dual discrimination toward minority women. Greater corporate flight among women and minorities during early employment nonetheless hampers progress toward a more diversified workforce in corporate America.
ISSN:0021-9010
1939-1854
DOI:10.1037/0021-9010.93.1.1