The DOI matches its Crossref record; 5 of the 5 references it cites were found in a registry or an index.
Challenging conventional wisdom about who quits: Revelations from corporate America.
Abstract
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.
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“The Federal Glass Ceiling Commission (1995) as well as other authors named turnover costs as a major ramification of a glass ceiling for minorities (Cox, 1994; Cox & Blake, 1991; Daniels, 2004; Jones, 1986).”
BackgroundMale-female differences: A computer simulation.
Martell, R. F., Lane, D. M., & Emrich, C. (1996) · American Psychologist · doi:10.1037//0003-066x.51.2.157 · Cited by 421
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Cited by
Inclusive workplaces: A review and model
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018) · Human Resource Management Review · doi:10.1016/j.hrmr.2017.07.003 · Cited by 1,034
Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018) · Human Resource Management Review · doi:10.1016/j.hrmr.2017.07.002 · Cited by 955
Reviewing employee turnover: Focusing on proximal withdrawal states and an expanded criterion.
Hom, P. W., Mitchell, T. R., Lee, T. W., & Griffeth, R. W. (2012) · Psychological Bulletin · doi:10.1037/a0027983 · Cited by 608
Self-citationInclusive leadership: how leaders sustain or discourage work group inclusion
Shore, L. M., & Chung, B. G. (2022) · Group & Organization Management · doi:10.1177/1059601121999580 · Cited by 303
Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7
Block, C. J., Koch, S. M., Liberman, B. E., Merriweather, T. J., & Roberson, L. (2011) · The Counseling Psychologist · doi:10.1177/0011000010382459 · Cited by 128
Self-citation
Metadata
- Authors
- Hom, P. W., Roberson, L., & Ellis, A. D.
- Venue
- Journal of Applied Psychology
- Published
- 2008
- Volume
- 93
- Issue
- 1
- Pages
- 1-34
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W1989555367
- Cited by
- 198
- References
- 5
- FWCI
- 19.53
- Type
- journal article
- Language
- en
- Open access
- closed
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Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
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