Year

2015

Degree Name

Doctor of Philosophy

Department

Faculty of Business

Abstract

Although workforce changes can have beneficial aspects, organisations with high turnover are significantly outperformed by rivals. Indeed, employee turnover can have adverse effects on both the employing organisation and the leaving employees. The exte nsive literature on turnover has identified many factors leading to unwanted employee turnover, however existing methods of predicting if and when turnover will occur rarely offer accuracy greater than 50%.

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