John P. Hausknecht

TL;DR: An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis as discussed by the authors, which indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others.

TL;DR: How theory development and testing began in the mid-20th century and dominated the academic literature until the turn of the century is explained and 21st century interest in the psychology of staying (rather than leaving) and attitudinal trajectories in predicting turnover is tracked.

TL;DR: This paper developed a content model of 12 retention factors in the context of previous theory and research and analyzed open-ended responses from 24,829 employees in the leisure and hospitality industry.

TL;DR: A review of the causes and consequences of turnover at the group, unit, or organizational level of analysis can be found in this article, with a focus on curvilinear and interaction effects, methodological and conceptual issues and antecedents.

TL;DR: Results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals.