A Conceptual Model of Expatriate Turnover

Identifying international assignees at risk for premature departure: The interactive effect of outcome favorability and procedural fairness.

“…More specifically, the present studies are grounded in a considerable body of theory and research in organizational justice (e.g., Greenberg, 1990). Second, the theoretical underpinning of the present studies offers an extension to existing models of expatriate adjustment and turnover (e.g., Black et al, 1991;Naumann, 1992), which suggests that expatriates' thoughts of premature departure may be influenced by a variety of factors. The existing models, however, have not considered how the various factors combine with each other to influence expatriates' thoughts of premature departure.…”

Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Universities

“…Turnover intention is one step removed from actual turnover [10].Behavioral intentions are a stronger predictor of employee turnover than job satisfaction. It appears that intentions are an important intermediate linkage between satisfaction, commitment, involvement and turnover [12].…”

Antecedents of Employees’ Turnover Intentions: Evidence from Private Educational Institutions

“…Turnover "typically refers to the separation of an employee from the firm" (Naumann, 1992) whereas turnover intention is the deliberate response to leave any organization (Tett and Mayer, 1993). A consideration of extensive number of factors, has been found to be helpful for understanding employee turnover (Ongori, 2007) which include the work environment, tasks, duties and responsibilities assigned, communication, compensation etc.…”