The turnover train is comprised of 4 key aspects known as:
1. Dissatisfaction,
2. Thoughts of leaving,
3. Comparison to alternatives, and
4. Quitting the job (Heneman, Judge, & Kammeyer-Mueller, 2012).
Additionally, there are many key steps in which a person can get on the train or off the train during each of these stages. Essentially, there are a number of things that make people get on and there are other things that make people get of before they would have actually left the organization. Throughout each stage there are a number of factors that lead people to begin the process of turnover at each stage such as individuals can either get on the train or off the train due to dissatisfaction. During phase 1 there could be many …show more content…
Typically, an individual may determine that they have completed a certain assignment and therefore it is time to go to the next phase in life and do something different which would make them think about leaving the job or they could've simply just hit a certain point in the job which they have deemed as time to move on despite being satisfied with the job. All the more, they may feel the need to get off the train during stage two of thoughts of leaving due to commitment, embeddedness, of fear of change. They could generally want to get off the train during this phase as a result of they still believe in the organization and want to continue being a part of it (Heneman, Judge, & Kammeyer-Mueller, …show more content…
Therefore, individuals may get on the train as a result of unsolicited job offers or colleagues leave. Moreover, when people get on the train during this phase they haven't essentially thought about leaving but they aren't satisfied with their job either. Furthermore, there are areas that make individuals get off the train during this phase that entail poor labor market, not skilled enough, and company actions. This is generally when they compare the alternative s and discover that there is nothing out there or they don't have the necessary required skills for the alternative job (Heneman, Judge, & Kammeyer-Mueller,
1. Dissatisfaction,
2. Thoughts of leaving,
3. Comparison to alternatives, and
4. Quitting the job (Heneman, Judge, & Kammeyer-Mueller, 2012).
Additionally, there are many key steps in which a person can get on the train or off the train during each of these stages. Essentially, there are a number of things that make people get on and there are other things that make people get of before they would have actually left the organization. Throughout each stage there are a number of factors that lead people to begin the process of turnover at each stage such as individuals can either get on the train or off the train due to dissatisfaction. During phase 1 there could be many …show more content…
Typically, an individual may determine that they have completed a certain assignment and therefore it is time to go to the next phase in life and do something different which would make them think about leaving the job or they could've simply just hit a certain point in the job which they have deemed as time to move on despite being satisfied with the job. All the more, they may feel the need to get off the train during stage two of thoughts of leaving due to commitment, embeddedness, of fear of change. They could generally want to get off the train during this phase as a result of they still believe in the organization and want to continue being a part of it (Heneman, Judge, & Kammeyer-Mueller, …show more content…
Therefore, individuals may get on the train as a result of unsolicited job offers or colleagues leave. Moreover, when people get on the train during this phase they haven't essentially thought about leaving but they aren't satisfied with their job either. Furthermore, there are areas that make individuals get off the train during this phase that entail poor labor market, not skilled enough, and company actions. This is generally when they compare the alternative s and discover that there is nothing out there or they don't have the necessary required skills for the alternative job (Heneman, Judge, & Kammeyer-Mueller,