the desire within a person causing that person to act.
ability * effort * support
the perceived fairness of what the person does compared with what the person recieves.
the unwritten expectations employees and employers have about the nature of their work relationship
a positive emotional state resulting from evaluating one’s job experiences.
a survey that focuses on employees’ feelings and beliefs about their jobs and the organization.
the degree to which employees believe in and accept organizational goals and desire to remain with the organization
the extent to which an employee’s thoughts and behaviors are focused on the employer’s success
being faithful to an institution or employer
any failure by an employee to report for work as scheduled or to stay at work when scheduled
the process in which employees leave an organization and have to be replaced
employees are terminated for poor performance, work rule violations or through layoffs
employees leave by choice
lower-performing or disruptive employees leave
key individuals and high performers leave
employees leave for reasons outside the control of the employer
employees leave for reasons that could be influenced by the employer
hiring new workers while layin off others
an interview in which individuals who are leaving an organization are asked to give their reasons
drivers of retention
organizational and management factors, employee-supervisor relationships, job and work-life balance, rewards, career training and development, employer policies and practices