David G. Allen

TL;DR: A step-by-step guide to performing parallel analysis is described, and an example is provided using data from the Minnesota Satisfaction Questionnaire, and recommendations for making factor retention decisions are discussed.

TL;DR: In this paper, a model investigating antecedents of perceived organizational support and the role of POS in predicting voluntary turnover was developed and tested in two samples via structural equation modeling, finding that perceptions of supportive human resources practices contribute to the development of POS, and POS mediates their relationships with organizational commitment and job satisfaction.

TL;DR: This paper examined the mediated effects of perceived supervisor support (PSS) and perceived organizational support (POS) on turnover cognitions, and their interactive effects on turnover behavior in a sample of 225 social services workers.

TL;DR: In this paper, the authors replace several misconceptions about turnover with guidelines for evidence-based retention management strategies focused on shared understanding of turnover, knowledge of cause-and-effect relationships, and the ability to adapt this knowledge and apply it to disparate contexts.

TL;DR: This paper conducted a meta-analytic review in which they test and provide support for a portion of Hausknecht and Trevor's model of collective turnover and found that the mean corrected correlation between turnover and organizational performance is −.03.