title: Reducing voluntary, avoidable turnover through selection.
abstract: The authors investigated the efficacy of several variables used to predict voluntary, organizationally avoidable turnover even before the employee is hired. Analyses conducted on applicant data collected in 2 separate organizations (N = 445) confirmed that biodata, clear-purpose attitudes and intentions, and disguised-purpose dispositional retention scales predicted voluntary, avoidable turnover (rs ranged from -.16 to -.22, R = .37, adjusted R = .33). Results also revealed that biodata scales and disguised-purpose retention scales added incremental validity, whereas clear-purpose retention scales did not explain significant incremental variance in turnover beyond what was explained by biodata and disguised-purpose scales. Furthermore, disparate impact (subgroup differences on race, sex, and age) was consistently small (average d = 0.12 when the majority group scored higher than the minority group).
authors.affiliation: Henry B. Tippie College of Business, University of Iowa.
authors.forename: Murray R
authors.initials: MR
authors.lastname: Barrick
authors.affiliation: Henry B. Tippie College of Business, University of Iowa.
authors.forename: Ryan D
authors.initials: RD
authors.lastname: Zimmerman
mesh_terms: D000328:Adult; D000367:Age Factors; D001290:Attitude; D003625:Data Collection; D016208:Databases, Factual; D005260:Female; D005544:Forecasting; D006801:Humans; D008297:Male; D010560:Personnel Selection; D010563:Personnel Turnover; D044469:Racial Groups; D012737:Sex Factors