Much of the research on turnover among nurses so far focuses predominantly on predictors of nurses' intention to leave their current job or organisation or, to a lesser extent, their current profession [ 4– 8].
Finally, much of the research on turnover is affected by methodological flaws, such as the use of unreliable institutional records, the predominance of transversal study designs, and the lack of specificity regarding the types of turnover studied (voluntary, non-voluntary, etc).
Finally, this paper contributes on the methodological level by comparing multinomial logistic regression - the traditional methodology of turnover research - to competing risk regression, a methodology adapted from epidemiological and medical research and recently introduced into the empirical finance literature.
They provide a brief overview of the importance of turnover research in the organizational sciences, highlight the role of performance-related turnover rates research, and outline general theories and findings that appear in the Western and English-language literature.
Although no parallel statistic exists for the last five years, other research suggests that turnover has become more common recently.
Then there's the impact on turnover: research shows that workplace stress can lead them to look for a new job, decline a promotion, or leave a job.
According to his research, their average turnover was £76,449, with more than 60% of shed-based businesses run by sole traders and roughly a third having between two and five employees.
Retention and turnover research in LTC have focused primarily on direct care workers (i.e., nurse aides) leaving the issues largely unexplored for licensed nursing staff (i.e., registered nurses and licensed practical nurses).
What we found confirmed our initial conclusion that organizational-level turnover research in China is neglected.
In this essay, the authors discuss the neglected state of organizational-level turnover research in the Chinese context.
