Brooks Holtom, David Allen

Past research points to two main reasons why people leave their jobs: turnover shocks and low job embeddedness. Turnover shocks are events that prompt people to reconsider whether they should stay with the organization. Some shocks are organizational (e.g., change in leadership, M&A announcement) and others are personal (e.g., receiving an outside job offer, birth of a child). Job embeddedness is when people are deeply connected to an organization. When people have few good social ties at work or in the community, or when they don’t feel their work fits well with their interests, skills, and values, they have low job embeddedness and are a higher flight risk.

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