Shocks and final straws: Using exit‐interview data to examine the unfolding model's decision paths
研究利用离职访谈数据检验展开模型，发现冲击事件在离职过程中有多种类型和组合，部分员工需要多重冲击才会离职，而一些不满员工经历的“最后一根稻草”事件只是确认而非引发离职想法。
Abstract The unfolding model emphasizes the role of shocks (jarring events that initiate exit cognitions) in the turnover process. In contrast to earlier survey‐based research, we used exit interviews to classify organizational leavers along the model's paths. The data provide support for the model but highlight several aspects of shocks not addressed by previous research. Employees on the same path may experience distinctly different shock subgroups (e.g., work or nonwork), some employees require shock combinations (e.g., push and pull shocks) to motivate leaving, and some dissatisfied employees experience shock‐like events (final straws) that confirm previous exit cognitions rather than initiate them. The research demonstrates how organizations can use exit interviews to better understand their employee exit patterns. © 2012 Wiley Periodicals, Inc.