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- W2512399650 abstract "This study addresses a key unanswered question for both researchers and practitioners in the human resources literature, why do good vs. poor performers quit their jobs? Answering this question is important for practitioners who want to encourage good employees to stay in the organization, but do not want to invest resources to keep poor performers. For managers, the turnover reasons of good performers (hopefully not shared by poor performers), which are also avoidable, make the best targets for practical intervention. This study utilizes data from a large Midwestern banking organization, where 110 former employees were categorized as either clearly above or clearly below average performers based on company performance records and interviewed with respect to their reasons for leaving the organization. Improving on past studies, respondents self-categorized their turnover reasons into published categories allowing hypothesis tests on how reasons of good and poor performers may differ. Our findings confirm the idea that good performers are more likely than poor performers to be pulled away by external opportunities, but introduce support for the ideas that good performers may still report more push reasons than pull reasons, and that good performers may report less reasons than poor performers overall." @default.
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- W2512399650 date "2015-01-01" @default.
- W2512399650 modified "2023-09-25" @default.
- W2512399650 title "The Reasons Good vs. Poor Performers Quit Their Jobs" @default.
- W2512399650 doi "https://doi.org/10.5465/ambpp.2015.12044abstract" @default.
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