title: Level and time effects of recruitment sources on early voluntary turnover.
abstract: To better understand the effects of recruitment source on the level and timing of organizational departure, a turnover model incorporating dynamic predictors was examined. A large, longitudinal sample containing both stayers and leavers was analyzed with parametric survival models. Results indicate that the turnover hazard function for individuals recruited through personal recruitment sources was lower early in an employee's tenure than for individuals recruited through formal sources. Moreover, the peak of the turnover hazard was delayed significantly for such employees. However, the turnover rate differential due to the use of personal recruitment methods clearly diminished as tenure increased. Further, the recruitment source effect on the turnover hazard was partially mediated by job satisfaction. The pattern of results observed expands understanding of the unfolding model of turnover.
authors.affiliation: School of Business and Economics.
authors.forename: Ingo
authors.initials: I
authors.lastname: Weller
authors.affiliation: McDonough School of Business, Georgetown University.
authors.forename: Brooks C
authors.initials: BC
authors.lastname: Holtom
authors.affiliation: Department of Human Resource and International Management, Helmut Schmidt University.
authors.forename: Wenzel
authors.initials: W
authors.lastname: Matiaske
authors.affiliation: School of Business and Economics.
authors.forename: Thomas
authors.initials: T
authors.lastname: Mellewigt
mesh_terms: D005858:Germany; D006801:Humans; D008137:Longitudinal Studies; D008962:Models, Theoretical; D015999:Multivariate Analysis; D010560:Personnel Selection; D010563:Personnel Turnover; D016016:Proportional Hazards Models; D016019:Survival Analysis; D013997:Time Factors