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Essay / Research Paper Abstract
A 3 page review of a 1981 article addressing the issue of employee turnover. Rather than inform any specific aspect of employee turnover in the time current to publication, Steers and Mowday (1981) conduct their exercise as a prelude to several suggestions for future research. Most of these suggestions relate to points raised throughout their article, specifically dissonance and attribution theories, and characteristics of the individual. Bibliography lists 1 source.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrArtRevTurn.rtf
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Unformatted sample text from the term paper:
In "Employee Turnover and Post-Decision Accommodation Process," Steers and Mowday (1981) examine the issue of employee turnover within the framework of attribution theory, and to a lesser extent, dissonance
theory. They draw several conclusions from their work, most of which addresses the issue of future research. At the outset, the authors state that though there had been
a wealth of study prior to their 1981 publication date, it was obvious that there was still much more learn. Otherwise, the issue could be better described and organizations
would be able to act on research conclusions rather than continuing to merely stumble along, still bewildered over why employees choose to leave their employers. The Model Presented
Steers and Mowday (1981) create a model that addresses the perspectives of both sides involved in turnover events. The "turnover process ... has significant
implications for the attitudes and behavior of both stayers and leavers" (Steers and Mowday, 1981 p. 241). Thus the model that Steers and Mowday (1981) present is one that
exists in two parts: "1) the procedures by which employees decide to stay or leave ... and 2) the procedures by which employees learn to cope with their" (Steers and
Mowday, 1981 p. 241) decision to leave once the decision has been made. The model is described in three parts: job expectations; intent to leave; and intent to leave
in light of available alternatives, followed by actual separation from the company. Job expectation is a quality that rests with the individual, ultimately
the only one with a voice in the voluntary turnover scenario. "The second phase of the model focuses on the linkage between ones job attitudes and ones desire and
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