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|Title: ||Modelling employee turnover|
|Authors: ||Morrell, Kevin|
|Keywords: ||Labour turnover|
Human resource planning
|Issue Date: ||2002|
|Publisher: ||© K.M. Morrell|
|Abstract: ||This thesis reports the first independent test of an influential model of employee
turnover (Lee, Mitchell, Holtom, McDaniel and Hill 1999). The context for this test
is the case of nurse turnover in the National Health Service (NHS). There have been
many hundreds of turnover studies in the last fifty years, and many ways of
understanding the turnover phenomenon. The thesis organises this literature, by
selectively analysing and discussing the more influential of these studies. This
selective, critical review allows for the model tested here to be placed in a theoretical
and historical context.
A critique of the model signalled the need for theoretical development prior to
operationalisation. However, the relative paucity of empirical evidence in support of
the model suggested that replicating the basic findings of the authors would also be
desirable. Accordingly, the case for a critical test was clear, and an outline of the role
of this type of replication facilitated this.
The research involved eight NHS trusts, in three regions. In total, 352 full-time nurse
leavers participated. Data relating to their decision to leave was collected via an eight
page survey, which comprised both closed and open items. Analysis and
interpretation of these data challenge the current formulation of the model tested, as
well as contributing to the understanding of employee turnover and nursing turnover.
Note: The term model is defined here as 'conceptual framework'.|
|Description: ||A Doctoral Thesis. Submitted in partial fulfillment of the requirements for the award of Doctor of Philosophy of Loughborough University.|
|Appears in Collections:||PhD Theses (Business School)|
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