Challenging Conventional Wisdom About Who Quits: Revelations From Corporate America

Peter Hom, Loriann Roberson, Aimee D. Ellis

Research output: Contribution to journalArticle

97 Scopus citations

Abstract

Findings from 20 corporations from the Attrition and Retention Consortium, which collects quit statistics about 475,458 professionals and managers, extended and disputed established findings about who quits. Multilevel analyses revealed that company tenure is curvilinearly related to turnover and that a job's past attrition rate strengthens the (negative) performance-exit relationship. Further, women quit more than men, while African Americans, Hispanic Americans, and Asian Americans quit more than White Americans, though racial differences disappeared after confounds were controlled for. African American, Hispanic American, and Asian American women quit more than men of the same ethnicities and White Americans, but statistical controls nullified evidence for dual discrimination toward minority women. Greater corporate flight among women and minorities during early employment nonetheless hampers progress toward a more diversified workforce in corporate America.

Original languageEnglish (US)
Pages (from-to)1-34
Number of pages34
JournalJournal of Applied Psychology
Volume93
Issue number1
DOIs
StatePublished - Jan 1 2008

Keywords

  • double jeopardy
  • gender
  • performance
  • race
  • turnover

ASJC Scopus subject areas

  • Applied Psychology

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