A CONCEPTUAL MODEL OF EMPLOYEE MOVEMENT UTILITY
Abstract
Existing literature (Dalton & Todor, 1979; Mobley, 1980; Price, 1977) recognizes the need for more attention to the consequences of employee "turnover" in organizations, but provides no complete conceptual framework which describes and defines the components of such consequences or the relationships among these components. This dissertation develops such a conceptual framework, a utility model of employee movement. The utility model provides a definition and taxonomy of employee movement, recognizing the necessity of including all movement types (not only "turnover") in the domain of research. Moreover, the model draws upon diverse existing literature from personnel, organizational behavior, labor economics, and human resource accounting to define three components of movement utility: movement quantity, transaction cost, and service-related value and cost. Previously these components have been treated as alternative measures of utility, rather than components of a complete utility model. The model enables existing literature to be systematically organized and interpreted, illustrating previously overlooked limitations and pointing out directions for future research which measures movement utility and examines relationships between movement utility and other individual and organizational attributes.
Degree
Ph.D.
Subject Area
Management
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