THEORIES OF EMPLOYEE TURNOVER
Theories of employee turnover fall in three main categories namely those
that focus on process and seek to explain how people quit (Mobley’s Model,
1977), ones that focus on content that focus on why people quit (Maertz and
Campion, 2004; Maentz (2001)) and in the middle are ones that integrate
both process and content (Lee and Mitchell, 1994).
8.3.1. Mobley’s Model
Mobley’s (1977) model proposes that when an employee is deciding to
quit they go through a number of steps that start by evaluating their job,
determining job satisfaction or dissatisfaction, think of quitting, evaluate
the idea of searching for another job and costs associated with changing
jobs, plan the search for a new job, undertake the search, evaluate available
alternatives, compare the alternatives to the current job, plan to quit or stay,
and finally proceed with quitting or stay.
8.3.2. Lee and Mitchell’s Unfolding Model
Lee and Mitchell’s unfolding model builds from Mobley’s Model (1977) that
proposed that when an employee is deciding to quit they start by evaluating
their job. According to Lee and Mitchell (1994) an employee does not start
evaluating their job unless if there is a reason for doing so. They propose that
the reasons are “shocks” which are major events that precipitate the decision
EBSCOhost – printed on 3/9/2022 5:03 PM via UNIVERSITY OF MARYLAND GLOBAL CAMPUS. All use subject to https://www.ebsco.com/terms-of-use
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