Employees' roles as organizational members often do not end immediately after they have
made the decision to leave or it has been made for them. Instead, this decision serves as a …

Membership change—adding, replacing, and losing members—is a common phenomenon
in work teams and charts a different theoretical space from prior team research that has …

This exploration of what employee turnover is, why it happens, and what it means for
companies and employees draws together contemporary and classic theories and research …

Social networks are dynamic by nature. While network research has typically treated
relationships between social actors as static, there has been a surge in literature extending …

Purpose–The purpose of this paper is to introduce the emerging international career
phenomenon of the “expat-preneur,” an individual temporarily living abroad who initiates an …

Human resource (HR) managers play a critical role in supporting workers during
organizational crisis recovery, but this support is hampered when employee energy is …

Although strategic human resource management research has predominantly focused on
internalizing human capital resources for value creation, rising employee mobility has …

In modern organizations, key sources of competitive advantage are embedded in
employees. Management theory has traditionally viewed employee exit as the end of firms' …

We examine turnover reasons for dysfunctional (ie, high-performing or high-competency)
leavers versus functional (ie, low-performing or low-competency) leavers. In a United States …

Purpose According to previous research, exit interviews do not fulfil the purpose of
generating useful feedback from parting employees. According to signaling theory, they …