| Abstract: | Proposed that the traditional method of categorizing employee turnover as voluntary or involuntary has the effect of overstating the gravity of turnover on the organization. A recently suggested taxonomy was used to identify the extent of functional/dysfunctional and unavoidable/controllable employee separations. Analysis of data on employees (N?=?1,389) of Western bank branches, which considers both the replaceability and quality of departing employees, indicated substantial levels of functional (71%) and unavoidable (52%) turnover. Results suggest that the traditional dichotomy may in fact substantially overstate the impact of voluntary turnover. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
