Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness.
研究区分了离职频率和离职功能性，发现传统离职频率指标高估了离职对组织效能的负面影响，而离职功能性（考虑离职者与留任者的绩效水平）与工作态度无关。
Recent arguments by Dalton, Todor, and Krackhardt (1982) have highlighted the need to distinguish between turnover frequency (i.e., the number of separations) and turnover functionality (i.e., the nature of separations).Turnover functionality, which considers both turnover frequency and the performance level of leaven and stayers, is more critical to organizational effectiveness than is turnover frequency.We test whether work attitudes, widely praised as predictors of turnover frequency, are also useful predictors of turnover functionality.The results of our study, using a sample of 112 retail salespersons, indicate that (a) the traditional measure of turnover frequency overstates the detrimental effects of turnover on organizational effectiveness, in that 53% of the turnover was, in fact, functional, and (b) turnover functionality, which emphasizes the performance levels of stayers and leaven, is unrelated to work attitudes.The practical implications of these results and directions for future research are discussed.