Voluntary Turnover Factors in Georgia

Tamar Kekutia


The contemporary world has become VUCA (Volatile, Uncertain, Complex and Ambiguous). In the modern world people are quick to change and think quickly. In VUCA world personnel retention is one of the key points for effective, measurable, and successful results of the company’s activity. In rapidly changing environment talents' recruiting and attraction in long-term cooperation is more difficult. Employee resources should be used effectively for the business success and contrary it is important employees’ satisfaction for bilateral relationship and psychological contracting process. The companies should constantly pay attention how to detect personnel drain process effectively to increase business profitability. The best way to avoid personnel job leaving is to identify, analyze, and eliminate the reasons that caused it and try to prevent it. In this research reviewed all the reasons that might have prompted employees to leave the job. In Georgia financial growth and stability of firms depends on the country economic situation. It should be noted that employee financial dissatisfaction is not always the basis searching for a new job. In Georgia environmental macro factors affect to the institutional structure of companies. As time passes the private financially independent companies have staff crisis. The companies have a shortage of qualified candidate in the long run. At the same time continuously search for a new employee, development and professional growth is associated with the new financial expenses. There are different kinds of impact for human encouragement and motivation. The organizations should constantly control how stable human capital they have. There are researchers' opinions that personnel engagement in the modern world has a particular importance and it is easier to keep the employee engaged than satisfied.

Full Text:



Allen, D. G. (2008). Retaining Talent. A Guide to Analyzing and Managing Employee Turnover. SHRM Foundation’s Effective Practice Guidelines Series. [Online] Available: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Retaining-Talent.pdf

Armstrong, M., & Taylor, S. (2017) Armstrong's Handbook of Human Resource Management Practice. 14th Edition. https://doi.org/10.4135/9781483386874.n31

Attraction–Selection–Attrition Model. (n.d.). The SAGE Encyclopedia of Industrial and Organizational Psychology, 2nd Edition.

Bennett, N., & Lemoine, J. (2014). What a Difference a Word Makes: Understanding Threats to Performance in a VUCA World. SSRN Electronic Journal.

Bersin, J. (2015, January 26). Becoming irresistible: A new model for employee engagement. Deloitte Insight. Deloitte Review Issue 16. [Online] Available: https://www2.deloitte.com/insights/us/en/deloitte-review/issue-16/employee-engagement-strategies.html

Biernacki, P., & Waldorf, D. (1981). Snowball Sampling: Problems and Techniques of Chain Referral Sampling. Sociological Methods & Research, 10(2), 141–163. https://doi.org/10.1177/004912418101000205

Byrne, Z. S. (2014). Understanding Employee Engagement. https://doi.org/10.4324/9780203385944

Dessler, G. (2013) Human Resource Management, 13th Edition. Florida International University, Pearson Education, Inc., publishing.

Goler, L., & Gale, J., & Harrington, B., & Grant, A. (2018, January 11) Why People Really Quit Their Jobs. Harvard Business Review. [Online] Available: https://hbr.org/2018/01/why-people-really-quit-their-jobs

Hom, P. W., & Griffeth, R. W. (1991). Structural equations modeling test of a turnover theory: Cross-sectional and longitudinal analyses. Journal of Applied Psychology, 76(3), 350–366. https://doi.org/10.1037/0021-9010.76.3.350

Klinge, C. M. (2015). A Conceptual Framework for Mentoring in a Learning Organization. Adult Learning, 26(4), 160–166. https://doi.org/10.1177/1045159515594154

Luthans, F., Rhee, S., Luthans, B. C., & Avey, J. B. (2008). Impact of behavioral performance management in a Korean application. Leadership & Organization Development Journal, 29(5), 427–443. https://doi.org/10.1108/01437730810887030

March, J. G. (1991). Exploration and Exploitation in Organizational Learning. Informs - Institute for operations research and management sciences, 71-87. https://doi.org/10.1287/orsc.2.1.71

Mowday, R. T., & Koberg, Ch. S., & McArthur A. W. (1984). The Psychology of the Withdrawal Process: A Cross –Validation Test of Mobley's Intermediate Linkages Model of Turnover in Two Samples. The Academy of Management Journal, 1, 79-94.

Price, J. L., & Mueller, C. W. (1981). A Causal Model of Turnover for Nurses. The Academy of Management Journal, 3, 543-565.

Saridakis, G. (n.d.). Introduction: the state of employee turnover. Research Handbook on Employee Turnover, 1–4. https://doi.org/10.4337/9781784711153.00005

Schneider, B. (1987). The people make the place. Department of Psychology, University of Maryland, College Park, MD 20742. https://doi.org/10.1111/j.1744-6570.1987.tb00609.x

Smart, M., & Chamberlain, A. (2016). Why Do Workers Quit? The Factors that Predict Employee Turnover. Research Report. Glassdoor Economic Research. [Online] Available: https://www.glassdoor.com/research/app/uploads/sites/2/2017/02/WhyDoWorkersQuit_Glassdoor.pdf

Torrington, D., & Hall, L., & Taylor, S. (2005). Sixth edition of Human Resource Management. England. Pearson Education Limited.

University of TWENTE, Netherlands. (n.d.). Attraction–Selection-Attrition Framework: Understanding Organizational Behavior. [Online] Available: https://www.utwente.nl/en/bms/communication-theories/sorted-by-level/meso/Attraction-Selection-Attrition_Framework(ASA)/

Vulpen, E. V. (n.d.). 17 Recruiting Metrics You Should Know About. [Online] Available: https://www.analyticsinhr.com/blog/recruiting-metrics/?utm_source=activecampaign&utm_medium=email&utm_campaign=welcome-sequence&utm_content=metrics-reporting

Vulpen, E. V. (n.d.). What Drives Employee Turnover? Part 2. Analytics in HR. [Online] Available: https://www.analyticsinhr.com/blog/what-drives-employee-turnover/

Wanous, J. P., Poland, T. D., Premack, S. L., & Davis, K. S. (1992). The effects of met expectations on newcomer attitudes and behaviors: A review and meta-analysis. Journal of Applied Psychology, 77(3), 288–297. https://doi.org/10.1037/0021-9010.77.3.288

DOI: https://doi.org/10.5296/ijhrs.v9i2.14395

Copyright (c) 2019 Tamar Tako Kekutia

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

International Journal of Human Resource Studies  ISSN 2162-3058

Email: ijhrs@macrothink.org

Copyright © Macrothink Institute  

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.