STUDYING EMPLOYEE TURNOVER BY SPLITTING UP THE CONTROL GROUP OF STAYERS INTO SUBGROUPS
 
Steensma, H., van Breukelen, W., Leiden University, Maas, R., Zurich Insurance Company and Sturm, M., Heemstra & Kop Consultancy, The Netherlands
 
In two studies, an exit group of former employees who had left an organization voluntarily (N = 37, study I; N = 63, study II) was compared with a control group of employees who were still working in the organization (N = 39, study I; N = 104, study II). Then, the control group was split up into two subgroups. The "true control group" was composed of those employees who had a low intention to quit; these employees might be called the "true stayers". The "potential turnover control group" was formed by employees with a high intention to leave the organization; these employees might be called the "fickle stayers" or "potential leavers". Results of both studies show that, in general, no differences exist between the exit group and the potential turnover group in mean scores on variables that (according to theory) determine turnover. But the exit group and the "true control group" differ sharply. In study II, special attention was paid to (in)justice variables as possible predictors of turnover. Inclusion of these variables added to the value of traditional turnover models. Implications for turnover research and policy in organizations are discussed.