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Some Consequences of Turnover: A Work Unit Analysis

Department of Sociology, W140 Seashore Hall, The University of Iowa, Iowa City, Iowa 52242.

James L. Price

University of Iowa

In response to the recommendation that researchers examine the consequences of turnover instead of merely its determinants, we test nine hypotheses about how the turnover rate in organization work units influences integration, centralization, promotional opportunities, instrumental communication, job satisfaction, and behavioral commitment. Data from 115 work units in five organizations are studied using a longitudinal design which measures the impact of the work unit turnover rate for 8 months on the changes in the six variables over the 8-month period. After introducing numerous controls, turnover is found to have a net negative effect on instrumental communication and behavioral commitment. Implications for future research are discussed.

Human Relations, Vol. 42, No. 5, 389-402 (1989)
DOI: 10.1177/001872678904200502


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