On the Consequences of Overturning Turnover

Abstract

The possibility that turnover may have a good side has been given increased attention in recent literature. The purpose of this investigation was to study whether turnover, defined as voluntary exit from employment, among newly hired nurses displaces poor performers. Routine performance ratings of 92 leavers and 184 stayers were compared for differences in overall ratings and for ratings on 10 job factor subscales. Results indicated that those who left employment were judged as significantly lower on overall ratings and on 7 of the 10 job factors on which overall ratings were based. The performance factor that best discriminated between leavers and stayers was the variable of interest and motivation, with those leaving being lower on the scale than the stayers. Further study of the performance-turnover relationship and study of other possible consequences of turnover are suggested.