74:
53:
476:
294:
replacement must be recruited, selected and trained and given a probationary period in which to gain experience with the job. Despite turnover being costly for the organization, it can also prove to be better for the organization. When turnover occurs it is mostly employees who perform unsatisfactorily who leaves the organization. Therefore, even though it is costly to hire new employees the organization benefit when poor performing employees leave.
407:
84:
22:
419:
293:
When job dissatisfaction is present employees will not be ecstatic to continue with their job; their main goal is to quit. Also, when employees leave an organization, whether voluntary or involuntary, it is very costly for the organization. This is due largely to the fact that after someone leaves a
454:
The recent expansion was good-faith, but it created a dense wall of a lede that reads like an HR staff training manual, not an encyclopedia. There's a lack of context and significance. I don't have time to work on it right now, but I encourage anyone who does to improve it. Most of the former lede
312:
These models of turnover, along with others, have been used over the past decades to determine the main contributors to turnover. Once managers are able to assess what are the underlying factors of turnover, they will be able to understand what the employees want and needs and be better able to
199:
The above paragraph doesnt make sense. The part in bold is inconsistant with what goes before it and is internally inconsistant. If a sector has a low turnover rate compared to other sectors then does it not have a relativley low turnover rate overall. Not a relativley high one?
297:
The problem of employee turnover can be dated as far back to the early 19th century. Many scholars, over the years, have developed different models to assess the rate of turnover in the workplace and the cases of these turnovers. Some of these models of turnover includes the:
266:, relative rate at which an employer gains and loses staff, especially in North American usage. It can be voluntary or involuntary. Employee turnover is often a result of job dissatisfaction. Job dissatisfaction can be in the form of:
162:
Employee turnover is a very important concept in
Organizational Psychology. I believe it hasen't got its deserved attention from Wikipedians. I have just added section named Models of Employee turnover, which I believe needs extensive
222:
The "tenure" of an employee refers to the amount of time they stay. So lower tenure means higher turnover. The statement is not contradictory. However it is redundant as the bold section is just the converse of the first statement.
613:. Seems the use of "turnover" in this manner is US-centric. There has to be something else to designate this refers to "turnover" in the US sense rather than the UK sense (which, I believe would be
674:
130:
187:
If an employer is said to have a high turnover, it most often means that employees of that company have a shorter tenure than those of other companies in that same industry.
190:
Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively high turnover'''
637:
Thinking on it further, this may be an article content issue rather than an article titling issue, thus why my current stance on the proposed move is "weak oppose".
167:
Further more there many areas that need to be included in this article, other than the models. For example a discussion about functional and disfunctional turnover.
669:
516:
512:
373:
Price, James, L. and
Mueller, Charles, W. “A Causal Model of Turnover for Nurses.” Jstor. 3 Sept. 1981. The Academy of Management Journal. 10 Apr. 2013.
431:
140:
679:
207:
515:
within an hour of this tag being placed. The discussion may be closed 7 days after being opened, if consensus has been reached (see the
106:
224:
524:
333:
97:
58:
551:
33:
508:
211:
684:
520:
539:
487:
105:
articles on
Knowledge. If you would like to participate, please visit the project page, where you can join
456:
228:
582:
483:
263:
39:
203:
21:
648:
628:
73:
52:
528:
439:
410:
This article was the subject of a Wiki
Education Foundation-supported course assignment, between
343:
172:
600:
592:
392:
330:
455:
should be restored; the current lede would serve better as a section following the lede. —
360:
89:
638:
618:
663:
435:
168:
596:
389:
652:
632:
604:
459:
443:
406:
395:
232:
215:
176:
423:
79:
83:
102:
614:
374:
503:
470:
15:
587:
572:
568:
564:
492:
244:
401:
Wiki
Education Foundation-supported course assignment
101:, a collaborative effort to improve the coverage of
611:
Oppose current title and weak oppose proposed title
8:
675:Mid-importance WikiProject Business articles
617:), but I can't figure it out at the moment.
482:It has been proposed in this section that
250:
47:
450:Lede tone is wrong after recent expansion
432:Template:Dashboard.wikiedu.org assignment
430:Above undated message substituted from
317:
49:
19:
356:
352:
341:
670:B-Class WikiProject Business articles
7:
95:This article is within the scope of
38:It is of interest to the following
591:– This would appear to be a clear
415:
411:
375:http://www.jstor.org/stable/255574
327:Psychology and Work Today, 10th ed
302:Cusp catastrophe model of turnover
14:
507:will list this discussion on the
158:More Detail Needed in The Article
474:
465:Requested move 26 September 2024
418:. Further details are available
405:
281:not properly trained for the job
82:
72:
51:
20:
135:This article has been rated as
653:19:04, 26 September 2024 (UTC)
633:18:56, 26 September 2024 (UTC)
605:15:09, 26 September 2024 (UTC)
115:Knowledge:WikiProject Business
1:
680:WikiProject Business articles
329:. Pearson Education. p. 198.
243:From the disambiguation page
121:WikiProject Business articles
118:Template:WikiProject Business
109:and see a list of open tasks.
519:). Please base arguments on
460:23:17, 1 December 2014 (UTC)
444:11:48, 17 January 2022 (UTC)
313:prevent future turnover. .
278:unfair treatment by managers
308:unfolding model of turnover
177:12:04, 3 October 2009 (UTC)
701:
216:16:14, 26 March 2008 (UTC)
141:project's importance scale
396:00:46, 25 June 2013 (UTC)
284:Organizational commitment
275:not enough responsibility
272:being supervised too much
134:
67:
46:
305:Causal model of turnover
233:19:31, 5 May 2008 (UTC)
523:, and keep discussion
325:Schultz, Dane (2010).
287:lower sales and profit
28:This article is rated
583:Turnover (employment)
484:Turnover (employment)
422:. Student editor(s):
264:Turnover (employment)
552:requested move/dated
540:subst:requested move
521:article title policy
517:closing instructions
511:current discussions
98:WikiProject Business
420:on the course page
351:Unknown parameter
182:Issue with wording
34:content assessment
588:Employee turnover
580:
579:
575:
558:
493:Employee turnover
488:renamed and moved
386:
385:
218:
206:comment added by
155:
154:
151:
150:
147:
146:
692:
645:
625:
590:
560:
555:
543:
534:
506:
495:
478:
477:
471:
446:
417:
413:
412:6 September 2020
409:
378:
371:
365:
364:
358:
354:
349:
347:
339:
322:
255:Extended content
251:
201:
123:
122:
119:
116:
113:
92:
87:
86:
76:
69:
68:
63:
55:
48:
31:
25:
24:
16:
700:
699:
695:
694:
693:
691:
690:
689:
685:Requested moves
660:
659:
639:
619:
586:
576:
549:
537:
509:requested moves
502:
491:
475:
467:
452:
429:
416:6 December 2020
403:
387:
382:
381:
372:
368:
350:
340:
336:
324:
323:
319:
256:
241:
208:143.239.127.107
184:
160:
120:
117:
114:
111:
110:
90:Business portal
88:
81:
61:
32:on Knowledge's
29:
12:
11:
5:
698:
696:
688:
687:
682:
677:
672:
662:
661:
658:
657:
656:
655:
578:
577:
559:
533:
499:
498:
479:
466:
463:
451:
448:
402:
399:
384:
383:
380:
379:
366:
334:
316:
315:
310:
309:
306:
303:
291:
290:
289:
288:
285:
282:
279:
276:
273:
270:
258:
257:
254:
249:
240:
237:
236:
235:
183:
180:
164:
159:
156:
153:
152:
149:
148:
145:
144:
137:Mid-importance
133:
127:
126:
124:
107:the discussion
94:
93:
77:
65:
64:
62:Mid‑importance
56:
44:
43:
37:
26:
13:
10:
9:
6:
4:
3:
2:
697:
686:
683:
681:
678:
676:
673:
671:
668:
667:
665:
654:
650:
646:
644:
643:
636:
635:
634:
630:
626:
624:
623:
616:
612:
609:
608:
607:
606:
602:
598:
594:
589:
584:
574:
570:
566:
563:
557:
553:
547:
541:
532:
530:
526:
522:
518:
514:
510:
505:
497:
494:
489:
485:
480:
473:
472:
469:
464:
462:
461:
458:
449:
447:
445:
441:
437:
433:
427:
425:
421:
408:
400:
398:
397:
394:
391:
376:
370:
367:
362:
345:
337:
332:
328:
321:
318:
314:
307:
304:
301:
300:
299:
295:
286:
283:
280:
277:
274:
271:
268:
267:
265:
262:
261:
260:
259:
253:
252:
248:
246:
239:Moved content
238:
234:
230:
226:
221:
220:
219:
217:
213:
209:
205:
197:
196:
194:
191:
188:
181:
179:
178:
174:
170:
165:
157:
142:
138:
132:
129:
128:
125:
108:
104:
100:
99:
91:
85:
80:
78:
75:
71:
70:
66:
60:
57:
54:
50:
45:
41:
35:
27:
23:
18:
17:
641:
640:
621:
620:
610:
595:situation.
581:
561:
545:
535:
500:
481:
468:
453:
428:
404:
388:
369:
359:suggested) (
326:
320:
311:
296:
292:
242:
225:216.36.186.2
198:
195:
192:
189:
186:
185:
166:
161:
136:
96:
40:WikiProjects
573:direct move
565:current log
536:Please use
353:|coauthors=
202:—Preceding
169:Sajjad Arif
664:Categories
593:WP:NATURAL
569:target log
335:0205683584
163:extension.
642:Steel1943
622:Steel1943
556:directly.
355:ignored (
344:cite book
525:succinct
436:PrimeBOT
357:|author=
245:Turnover
204:unsigned
112:Business
103:business
59:Business
615:Revenue
597:ᴢxᴄᴠʙɴᴍ
513:subpage
390:jonkerz
269:Low pay
139:on the
30:B-class
562:Links:
36:scale.
544:. Do
529:civil
424:ASCXX
393:â™ talk
649:talk
629:talk
548:use
527:and
457:Âľ-10
440:talk
414:and
361:help
331:ISBN
229:talk
212:talk
173:talk
546:not
504:bot
490:to
486:be
434:by
131:Mid
666::
651:)
631:)
603:)
585:→
571:•
567:•
554:}}
550:{{
542:}}
538:{{
531:.
501:A
442:)
426:.
377:.
348::
346:}}
342:{{
247::
231:)
214:)
175:)
647:(
627:(
601:á´›
599:(
496:.
438:(
363:)
338:.
227:(
210:(
193:.
171:(
143:.
42::
Text is available under the Creative Commons Attribution-ShareAlike License. Additional terms may apply.
