We critically review classic and contemporary theory and research on employee turnover and retention and frame a future research agenda that generates new directions for these theories. We first review first- and second-generation turnover models that shaped conventional understanding of why employees voluntarily quit, classifying reasons as representing perceived desirability of movement or ease of movement. We next review the more contemporary unfolding model and its derivatives (i.e., shocks research, leader-departure effect, turnover event theory) that upended traditional explanations of how and why employees quit. After reviewing classic and contemporary turnover models, we shift our focus to job embeddedness, which over the past 20-plus years has taught us a great deal about why employees stay. We synthesize original job embeddedness research before appraising its extensions and recent developments. We conclude with a discussion of how organizations can cultivate the “right” kind of staying.

中文翻译：

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员工为什么留下或离开的理论的新方向


我们批判性地回顾了关于员工流动和保留的经典和现代理论和研究，并制定了未来的研究议程，为这些理论提供了新的方向。我们首先回顾了第一代和第二代离职率模型，这些模型塑造了对员工自愿辞职原因的传统理解，将原因归类为代表感知到的流动愿望或移动的便利性。接下来，我们回顾了更现代的展开模型及其衍生物（即冲击研究、领导者离职效应、离职事件理论），它们颠覆了关于员工如何以及为什么辞职的传统解释。在回顾了经典和现代的离职模式之后，我们将重点转移到工作嵌入上，在过去的 20 多年里，这让我们对员工留下来的原因有了很大的了解。在评估其扩展和最新发展之前，我们综合了原始的工作嵌入研究。最后，我们讨论了组织如何培养 “正确 ”的留任方式。