중소기업 핵심 종업원의 이직 결정 및 억제 요인 연구 = A Study on the determinants and restraints of core employee's turnover in small and medium enterprise

다국어 초록 (Multilingual Abstract)

Despite the abundance of research on employee turnovers, only a handful has proven to be useful for practical applications. First reason for this is that existing studies on turnovers did not discriminate between the employees. Second reason is that existing studies focused on turnover intentions rather than actual turnover experiences. Third reason is that there is yet to be a conclusive study regarding turnover determinants.
For the purpose of this study, employees were classified between core employees whose turnovers would most disturb the management and non-core employees whose turnovers would not be as detrimental to the company. Actual turnover experiences were also studied despite the difficulties in obtaining relevant data.
Existing theories about turnover determinants were evaluated to determine whether they were applicable to employees of small and medium sized enterprises in Korea, and possible turnover restraints were selected through a field study for the purpose of analyzing the correlation between turnover restrains and actual turnovers. Finally, the moderating effects of an employee's significance (degree to which an employee is regarded as a core employee) on the determinants of turnover and the restraints of turnover were analyzed.
The results of the study can be summarized as follows:

1. Relationship between turnover determinants and turnovers
Lack of confidence in management, job alternatives and personal problems were revealed to have statistically meaningful and positive effect on actual turnovers. On the other hand, job dissatisfaction, compensation dissatisfaction, human relationship dissatisfaction, career possibility dissatisfaction and the lower perceived social status of employees of small to medium sized enterprises unique to Korean society do not seem to affect employee turnovers in a statistically significant way.


2. Relationship between turnover restraints and turnovers
Loyalty to the organization and vested rights such as seniority were shown to have negative effect on employee turnover, but a company’s attempts to persuade an employee from leaving were shown to have no effect on actual turnovers.

3. Moderating effects of an employee’s significance (degree to which an employee is regarded as a core employee)
Moderating effects of an employee’s significance were revealed to be existent with regards to job dissatisfaction, human relationship dissatisfaction, career possibility dissatisfaction, lack of confidence in management and personal problems. On the other hand, moderating effects of an employee's significance were not found in regards to compensation dissatisfaction, job alternatives and the lower perceived social status of employees of small to medium sized enterprises. Moderating effects of an employee's significance were observed to be in existence with regards to the relationship between actual turnovers and companies' attempts at persuasion, loyalty, and vested rights.

If practical recommendations are to be derived from the conclusions of this study, it is suggested that the management set examples and focus on establishing credibility with its employees, as confidence in management is the only one of the three relevant turnover determinants that the company can actually control. Other practical recommendations are for the management to develop personal relationships with its core employees to make it emotionally difficult to leave the company and to provide long term employees with more vested rights to discourage core employee turnover.

국문 초록 (Abstract)

이제까지 이직에 관한 수많은 연구가 있었으나 실무적으로 크게 유용하지 못했었다. 그 첫 번째 이유는 대부분의 이직 연구들이 종업원을 구분하지 않고 전체 종업원을 대상으로 하였기 때문이다. 두 번째 이유는 기존 이직 연구의 대부분이 실제 이직 경험을 연구하기보다는 이직 의사를 연구하였다는 점이다. 세 번째 이유로는 이직 억제 요인에 대해서는 연구가 거의 없었다는 점이다.
실무적 유용성을 위하여 본 연구에서는 종업원들을 핵심 종업원과 비핵심 종업원으로 나누어서 연구를 진행하였고 자료 수집의 어려움에도 불구하고 이직 의사대신 이직 경험을 연구하였다.
이직 결정 요인에 대해서는 기존 이론에서 주장된 것들이 한국의 중소기업 종업원들에게도 적용되는지를 확인해 보았고 이직 억제 요인에 대해서는 field study를 통해 이직 억제 요인을 추출하여 실제 이직과의 관계를 살펴보았다. 그리고 마지막으로 종업원의 핵심성이 이직 실행에 미치는 조절효과에 대해서 알아보았다.
연구 결과를 요약하면 다음과 같다.

1. 이직 결정 요인과 이직과의 관계
경영진에 대한 신뢰 부족, 직무 대안, 개인적 고충은 이직 실행과 정(+)적으로 유의한 관계가 있는 것으로 나타났다. 직무 불만족, 보상 불만족, 인간관계 불만족, 장래성에 대한 불만족, 그리고 우리나라의 특수한 현실인 중소기업 종업원에 대한 사회적 저평가는 이직 실행과 정(+)적으로 유의한 관계가 없는 것으로 나타났다.

2. 이직 억제 요인과 이직과의 관계
조직원으로서의 의리와 기득권은 이직 실행과 부(-)적으로 유의한 관계가 있는 것으로 나타났고 회사의 만류는 이직 실행과 부(-)적으로 유의한 관계가 없는 것으로 나타났다.

3. 핵심성의 조절효과
이직 결정 요인 중 직무 불만족, 인간관계 불만족, 장래성 불만족, 경영진에 대한 신뢰 부족, 개인적 고충에 대해서는 핵심성의 조절효과가 있는 것으로 나타났고 보상 불만족, 직무 대안, 중소기업 종업원에 대한 사회적 저평가에 대해서는 핵심성의 조절효과가 없는 것으로 나타났다. 이직 억제 요인인 회사의 만류, 조직원으로서의 의리, 기득권의 3가지 요인 모두에 대해서는 핵심성의 조절효과가 있는 것으로 나타났다.


주요어: 이직, 핵심 종업원, 이직 결정 요인(이직 원인), 이직 억제
요인, 이직 의사, 종업원 분류, 직무 대안, 기능적 이직,
역기능적 이직,
금번 연구 결과를 가지고 실무적으로 유용한 제안을 한다면 이직 실행과 유의한 관계가 있는 이직 결정 요인 중 회사가 통제할 수 있는 것은 경영진에 대한 신뢰뿐이므로 이직을 막기 위해서는 경영진들이 종업원들에게 신뢰를 심어주어야 한다는 것이다. 또 다른 제안은 이직 억제 요인인 회사의 만류, 조직원으로서의 의리와 기득권이 비핵심 종업원들 보다 핵심 종업원들에게 더 크게 작용하므로 핵심 종업원들에게 인간적으로 잘 대해주는 한편 이직 의사 표현 시 적극 만류하여 이직하는 것에 대해 미안한 생각이 들게 만들고, 장기근속 종업원들에게 많은 혜택을 주어 기득권을 크게 함으로써 핵심 종업원들의 이직을 줄일 수 있다는 것이다.

목차 (Table of Contents)

• 제 1 장 서론 1
• 제 2 장 이론적 고찰 5
• 제 1 절 핵심 종업원 이론에 관한 고찰 5
• 제 2 절 이직 이론에 관한 고찰 8
• 제 3 장 연구 모형과 연구 가설 35
• 제 1 절 연구 모형 35
• 제 2 절 연구 가설 38
• 제 4 장 연구 방법 46
• 제 1 절 이직 경험 연구 46
• 제 2 절 절 변수의 조작적 정의와 측정 47
• 제 5 장 연구 결과 62
• 제 1 절 측정 도구의 신뢰성 및 타당성 검증 62
• 제 2 절 가설의 검증 67
• 제 6 장 결론 및 논의 90
• 제 1 절 연구 결과의 요약 및 논의 90
• 제 2 절 연구의 시사점 93
• 제 3 절 연구의 한계 및 향후 연구 방향 94
• 참고 문헌 96
• 설문지 110
• ABSTRACT 122

참고문헌 (Reference)

1. Psychometric Theory, Pummer, Psychometric Theory, , 2000

2. Work and Motivation, Vroom, V. H., , 2000

3. Organizations, Wiley, Simon, March, "Organizations, , 1958

4. Through think and thin, Syrett, , 1994

5. Model of Employee Turnover, Hom, Griffeth, Sellaro, , 1977

6. Managing the Career Plateau, Ference, Stoner, , 1977

7. VALIDITY OF EXIT INTERVIEWS, Katz, Lefkowitz, , 1969

8. 신 인사관리, 홍문사, 박경규, "신 인사관리, , 2007

9. The Consequences of Turnover, Staw B.M, The consequences of turnover, , 1980

10. Determinants of quit behavior, 교육인적자원부, , 1984

11. A predictive study of turnover, Farris, , 1971

12. HR에센스, 도서출판휴넷, 이춘우, "HR에센스, , 2004

13. The structure of labor markets:, Reynolds, The Structure of Labor Markets, , 1951

14. Thecorecompetenceofthecorporation, Rychen, Salganik, , 2003

15. 현대 통계학, 다산출판사, 박정식, 윤영선, "현대 통계학, , 2005

16. A Causal Model of Turnover for Nurses, Mueller, Price, , 1981

17. A neglected factor in labour turnover, Guest, , 1955

18. The Measurement of JobCharacteristics, keller, Szilagyi, Sims, , 1976

19. Worker' attitudes toward merit rating, Kerr, Van Zelst, , 1953

20. The growth of temporary services works, Segal, Sullivan, , 1997

21. Need satisfaction and employee turnover, Zander, Ross, , 1957

22. 사회과학 논문의 기초, 한경사, 이병석, "사회과학 논문의 기초, , 2008

23. Job Insecurity: Toward Conceptual Clarity, Greenhalgh, , 1984

24. The Functions of the Executive, Cambridge, Barnard, "The Functions of the Executive, , 1938

25. A casual model of turnover in organization, Bluedorn, , 1976

26. An empirical and methodological assessment, Muchinsky, , 1979

27. Cusp Catastrophe Model of EmployeeTurnover, Sheridan, Cusp Catastrophe Model of Employee Turnover, , 1983

28. Employee attitudes andemployee performance, Rothe, Brayfield, , 1951

29. OrganizationalCultureand EmployeeRetention, Sheridan, Organizational Culture and Employee Retention, , 1992

30. Flexible benefits: Communication is the key, Barnett, , 1995

31. In Singapore, the dreams are getting bigger, Chang, "In Singapore, , 1996

32. 호텔 조리사의 이직에 관한 연구, 이창국, 한국조리학회, "한국조리학회지 6(3), , 2000

33. Functional Turnover: An Empirical Assessment, Porter, Dalton, Functional Turnover: An empirical assessment, , 1981

34. Positive and negative motivations toward work, Walton, Friedlander, , 1964

35. 핵심인재의 이직인식에 관한 연구, 이재하, 한국산업경영시스템학회, "한국산업경영시스템학회, , 2004

36. The employment relationship: Un-tied of re-tied, Atchison, , 1991

37. Explaining employee turnover in an Asian context, Khatri, Fern, , 2001

38. Prediction of young U.S. naval officer retention, Soyars, Lassiter, Proctor, , 1976

39. TURNOVER, SOCIAL CAPITAL LOSSES, AND PERFORMANCE, Lockhart, Johnson, Shaw, "TURNOVER, , 2005

40. 조직갈등이 이직성향에 미치는 영향, 유청렬, 이경희, 한국인적자원관리학회, , 2003

41. An Unfolding Model of Voluntary Employee Turnover, Lee, Wise, Fireman, , 1996

42. A Contextual Model of Employee Turnover Intentions, J.R.Martin, Tomas N, , 1979

43. HOW JOB DISSATISFACTION LEADS TO EMPLOYEE TURNOVER, Lee, , 1998

44. The Study of Turnover, Iowa State University Press, Price, "The Study of Turnover, , 1977

45. The recognition and reward of employee performance, Bishop, , 1987

46. Employee Turnover, South-Western College Publishing, Griffeth, Hom, "Employee Turnover, , 1984

47. The economic cause of labour turnover: a case study, Woodward, , 1975

48. The Theories of Turnover : Causes,Effects,andMeaning, Bluedorn, "The Theories of Turnover: Causes, , 1982

49. The effect of unionism on worker attachment to firms, Freeman, , 1980

50. 인사관리: 현대 인적 자원 관리, 경문사, 신유근, "인사관리: 현대 인적 자원 관리, , 1983

51. Antecedents and Outcomes of Organizational Commitment, Steers, Antecedents and outcomes of organizational commitment, , 1977

52. How common isworkplacetransformation and whoadoptsit", Osterman, Osterman, P., How common is workplace transformation and who adopts it, , 1994

53. Role of leadership in the employee withdrawal process, Hoel, Linden, Gren, , 1982

54. Turnover-Some psychological and demographic correlates, Mangione, , 1973

55. 조직사회자본이 이직의도에 미치는 영향, 설홍수(Seol Hong-Soo), 대한경영학회, "하계학술발표대회 발표논문집(대한경영학회), , 2005

56. A multivariate analysis of thedeterminantsofjobturnover, Arnold, Feldman, , 1982

57. Voluntary turnover and alternative of job opportunities, Gerhart, , 1990

58. Work Group Demography, Social Integration, and Turnover, William P.Barnett, David F.Caldwell, O'Reilly III, "Work Group Demography, , 1986

59. 직장만족도와 이직 행위에 대한 패널분석, 나인강, 이영면, 직장만족도와 이직행위에 대한 패널 분석, , 2004

60. A multidisciplinary model of voluntary employee turnover, Morrow, Muchinsky, , 1980

61. Organizational Commitment and Turnover aPredictive Study, Marsh, Mannari, , 1977

62. Predicting Employee Turnover From Communication Networks, Barnett, Feeley, , 1997

63. Turnover and job performance: An integrated processmodel, Jackofsky, Turnover and Job Performance: An Integrated Process Model, , 1984

64. A Field Study of Job Insecurity during a Financial Crisis, Adkins, Werbel, Farh, , 2001

65. Anevaluation of precursors of hospital employee turnover,, Hollingsworth, Molbley, , 1978

66. Employee Turnover: Individual and Organizational Analysis, Baysinger, , 1983

67. Employee turnover and post decision accommodation process, Mowday, Steers, , 1981

68. Why nurses leave their jobs-An analysis of female turnover, Prien, Saleh, Lee, , 1965

69. 한국내외의 이직관련 연구동향에 관한 고찰, 전찬열, 한국전통상학회, "전통상학연구 8, , 1995

70. Turnover turned over : An expanded and positive perspective, Todor, Dalton D.R, , 1979

71. Employee Turnover: Causes, Consequences, and Control, Wesley, Mobley, "Employee Turnover: Causes, , 1982

72. Predicting turnover of employees from measured job attitudes, Kraut, , 1975

73. The relationship ofinequity to turnover among hourly workers, Telly, W.G.Scott, W.L.French, The relationship of inequity to turnover among hourly workers, , 1971

74. Job satisfaction and turnover in a female clerical population, Hulin C.L, , 1966

75. Managing Careers in Organization, Scott, Foresman and Company, Feldman, "Managing Careers in Organization, , 1988

76. A study of factors associated with turnover of exempt personnel, Bassett, , 1967

77. Review and Conceptual Analysis of the Employee Turnover Process, Mobley, R.W.Griffin, B.M.Meglino, Review and Conceptual Analysis of the Employee Turnover Process, , 1979

78. Theoretical perspectives for strategichuman resource management, McMahan, Wright, Theoretical perspectives for strategic human resource management, , 1992

79. Is it pay level or pay raise that matter to fairness and turnover, Tekleab, Liu, Bartol K.M, , 1998

80. The Use of Flexible staffing arrangements in core production jobs, Gramm, Schnell, , 2001

81. Voluntary turnover, social capital, and organizational performance, Shaw, Dess, "Voluntary turnover, , 2001

82. 연구개발 인력의 이직의사와 영향요인에 관한 연구, 조학래, 고려대학교, , 1996

83. Job needs, job satisfaction, and job behavior of women manual workers, Wild, "Job needs, , 1970

84. Why people Stay: Using job embeddedness to predict voluntary turnover, Mitchell, T. R., , 2001

85. Defining Core Employees: An Exploration of Human Resource Architecture, Chew, , 2003

86. Determinants of R & D compensation strategies in the hightech industry, Balkin, , 1984

87. Turnover of Professionals in public accounting: A Comparative analysis, White G.E, Hellriegel D, Turnover of professionals in public accounting: A comparative analysis, , 1973

88. Absenteeism and turnover as a consequence of unfavorable job adjustment, Lundquist, , 1958

89. Job Attachment, satisfaction and Turnover among Public Sector Employees, Steers, Koch, Becker, "Job attachment, , 1978

90. Optimal and Dysfunctional Turnover: Toward an Organizational Level Model, Abelson, Baysinger, , 1984

91. Do "high commitment" Human Resource practices affect employee commitment?, Whitener, Do 'high commitment' human resource practices affect employee commitment?, , 2001

92. Absenteeism, turnover intention and inequity in the employment relationship, Rutte, Geurts, "Absenteeism, , 1999

93. An Alternative Approach: The Unfolding Model of Voluntary Employee Turnover, Lee, , 1994

94. The validity of direct and indirect questions in measuring job satisfaction, Nuckols, Weitz, , 1953

95. Competitive advantage through people: unleashing the power of the work force, Puffer, , 1994

96. Employee turnover: A meta-analysis and review with implications for research, 김언아, Employee Turnover: A Meta-Analysis and Review with Implications for Research, , 1986

97. Image theory: Decision Making in personal and organizational contexts, Wiley, Beach, "Image theory: Decision Making in personal and organizational contexts, , 1990

98. What are the effects of induction and mentoring on beginningteacher turnover?, Ingersoll, Smith, , 2004

99. Strategic management of turnover: A model for the health service administrator, Abelson, , 1986

100. OnBecomingaStrategicPlayer:TheRoleofHumanResourcesinGainingCompetitiveAdvantage, Wright, Barney, On becoming a strategic player: The role of human resources in gaining competitive advantage, , 1998

101. Organizational, Work and Personal Factors in Employee Turnover and Absenteesism, Steers, Porter, "Organizational, , 1973

102. Expectancy as a moderator of the relationship between job attitudes and turnover, Graen, Dansereau, , 1974

103. Effects of a Realistic Job Preview on Job Acceptance, JobAttitudes, and Job Survival, Wanous, "Effects of a realistic job preview on job acceptance, , 1973

104. 이직(Job Separation)의 원인과 행태에 관한 연구; 기업 규모별 분석, 조준모, 금재호, , 1998

105. Effects of unions on job satisfaction: The role of work-related and perceived rewards, Berger, Boudreau, , 1983

106. Meta-analytic review ofleader-member exchange theory: Correlates and construct issues, Gerstner, D.V.Day, Meta-Analytic review of leader-member exchange theory: Correlates and construct issues, , 1997

107. 직무특성과 이직의도 간의 관계에 대한 종업원 태도의 매개작용, 이희영, 韓國人事管理學會, , 2002

108. Organizationalcommitment, job satisfaction, and turnover among psychiatric technicians, Bolian, Steers, "Organizational commitment, , 1974

109. Relationship between job attitudes and two forms of withdrawal from the work situation, Water, Roach, , 1971

110. Intermediate linkages in the relationship between job satisfaction and employee turnover, Molbey, Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover, , 1977

111. 중소기업의 경쟁전략과 핵심인재관리 및 성과의 관계에 관한 연구, 조덕원, 이갑두, 한국경영학회, "2009 하계통합학술대회(한국인사조직학회), , 2009

112. The effect of job insecurity on psychological health and withdrawal: A longitudinal study, Dekker S.W, Schaufeli, , 1995

113. What businesses are doing to attract and retain employees- becoming an employer of choice, Clark, , 2001

114. Do types of organizational culture matter in nurse job satisfaction and turnover intention, Park, , 2009

115. The strategic management of people in work organizations: Review, synthesis, and extension, Delery, Shaw, "The strategic management of people in work organizations: Review, , 2001

116. The Impact Of Mentoring On Career Plateau And Turnover Intentions Of Management Accountants, Withane, Foster, Shastri, , 2004

117. The human resource architecture: toward a theory of human capital allocation and development, Snell, Lepak, , 1999

118. The manager??s role and the high mobility of technical specialists in the Santa Clara Valley, Pardon, , 1981

119. Prediction of individual job termination from measured job satisfaction and biographical data, Taylor, Weiss, , 1972

120. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects, Barry.G, Becker, The impact of human resource management on organizational performance: Progress and prospects, , 1996

121. Assessing rates and costs of individual work behaviors, Assessing organizational change, Wiley, Macy, Mirvis, "Assessing rates and costs of individual work behaviors, , 1983

122. Distributive and Procedural Justice asAntecedents of Job Dissatisfaction and Intent to Turnover, Dailey, Kirk, , 1992

123. A two-dimensional approach to job insecurity: Consequences for employee attitudes and well-being, Hellgren, Sverke, Isaksson, , 1999

124. Content, Causes, and Consequences of Job Insecurity: A Theory-based Measure and Substantive Test, Ashford, P.Bobko, "CONTENT, , 1989

125. Estimates of future tenure, satisfaction, and biographical variables as predictors of termination, Waters, "Estimates of future tenure, , 1976

126. Organizational Commitment, Job Involvement andTurnover: A Substantive and Methodological Analysis, Huselid, Day, "Organizational Commitment, , 1991

127. Job Turnover Versus Company Turnover: Reassessment of the March and Simon Participation Hypothesis, Peters, Jackofsky, , 1983

128. Predicting woman's turnover as a function of extent of met salary expectations biodemographic data, Linquist, Federico, , 1976

129. Structural Equations Modeling Test of a Turnover Theory: Cross-Sectional and Longitudinal Analyses, Hom, Griffeth, , 1991

130. The relationship between communication, affect, job alternatives and voluntary turnover intentions, Myria, "The relationship between communication, , 1996

131. Alternativeopportunitiesand withdrawaldecisions:Empiricaland theoreticaldiscrepanciesandanintegration, Hulin, Hachiya, Alternative Opportunities and Withdrawal Decisions: Empirical and Theoretical Discrepancies and an Integration, , 1985

132. Patterns of leadership behavior related to employee grievances and turnover: Some post hoc reflection, Fleishman, Harris, , 1962

133. When Friends Leave: A Structural Analysis of the Relationship between Turnover and Stayers' Attitudes, Porter, Krackhardt, D., Krackhardt, , 1985

134. Structure, environment, and satisfaction: toward a causal model of turnover from military organizations, Bluedorn, "Structure, , 1979

135. Voluntarily leaving anorganization: An empirical investigation of Steers' andMowday's model of turnover, Lee, R.T.Mowday, Voluntarily Leaving an Organization: An Empirical Investigation of Steers and Mowday's Model of Turnover, , 1987

136. Organizational Equity Perceptions, Employee Job Satisfaction, and Departmental Absence and Turnover Rates, Dittrich, M.R.Carroll, "Organizational equity perceptions, , 1979

137. The Role of Perceived Organizational Support and Supportive Human Resource Practice in the Turnover Process, Shore L.M, Griffeth R.W, Allen, , 2003

138. Turnover Functionality Versus Turnover Frequency: A Note on Work Attitudes and Organizational Effectiveness, Williams, Hollenbeck, , 1986

139. A Review and Meta-Analysis of Research onthe Relationship Between Behavioral Intentions and Employee Turnover, Stell R P, Ovalle, , 1984

140. 직무만족과 이직의사의 행태학적 결정요인: 전국 패널자료를 사용한 GLM 및 GEE추정, 유홍준, 김상욱, 한국사회학회, , 2002

141. Predicting absenteeism and turnover: A fieldcomparison of Fishbein's model and traditional job attitudemeasures, Newman, Predicting absenteeism and turnover: A field comparison of Fishbein's model and traditional job attitude measures, , 1974

142. A comparison of contingent and coreworkers 'Perceptions of their jobs' characteristics andmotivational Properties, S.Stephen, Peter, , 1997

143. Job attitudes as predictors of termination and absenteeism; Consistency over time and across organizational units, Roach, Water, , 1973

144. Retention Management Of Critical(Core) Employees-A Challenging Issue Confronting Organizations In The 21st Century, Chew, Entrekin, , 2004

145. Paths to turnover: A re-analysis and review of existing data on the Mobley, Horner and Hollingsworth turnover model, Schuck, Silverman, Dalessio, "Paths to turnover: A re-analysis and review of existing data on the Mobley, , 1986

146. 직무만족 결정요인에 따른 종업원 유형분류에 관한 실증적 연구 - 미용산업을 중심으로, 이동호(Lee Dong-Ho), 최우석(Choi Woo-Suk), 박종찬(Park Jong-Chan), 대한경영학회, , 2007

147. An investigation into the managerial roles and career paths of gatekeepers and project supervisors in a major R&D facility, Tushman, Katz, An investigation into the managerial roles and career paths of gatekeepers and project supervisors in a major R & D facility, , 1981

148. Mentoring in public accounting firms: An analysis of mentor-prot?g? relationship functions, and prot?g? turnover intentions, Scandura, Viator, "Mentoring in public accounting firms: An analysis of mentor-prot?g? relationship functions, , 1994

149. Examining the human resource architecture: The relationships among human capital, employment and human resource configuration, Lepak, "Examining the human resource architecture: The relationships among human capital, , 2002

150. Initial orientation to the organization: Its impact on psychological processes associated with the adjustment of new employees, Ilgen, Dugoni, , 1977

151. Commitment Propensity, Organizational Commitment, and Voluntary Turnover: A Longitudinal Study of Organizational Entry Processes, Mowday, Lee, Walsh, "Commitment Propensity, , 1992

152. Job resignation as a function of role orientation and leader acceptance: A longitudinal investigation of organization assimilation, Ginsburgh, Graen, , 1977

153. A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the millennium, Griffeth, Gaertner, Hom, "A meta-analysis of antecedents and correlates of employee turnover: Update, , 2000