Knowledge loss induced by organizational member turnover: a review of empirical literature, synthesis and future research directions (Part II)

Abstract

Purpose The purpose of this two-part study is to systematically review, analyze and critically synthesize the current state of empirical research on knowledge loss induced by organizational member turnover (KLT). Design/methodology/approach This study is based on using a systematic literature review methodology reported in Part I. Findings Part II of this study contributes to the advancement of KLT scholarship by offering: an integrative narrative of KLT coping and preventive mechanisms as well as factors affecting them; an organizing framework of KLT empirical literature; and suggestions for future research, which are discussed with respect to the content, based on the proposed framework and by extending contextual dimensions of “who”, “where” and “when”, as well as use of theories and methods. Research limitations/implications This study has limitations related to inclusion/exclusion criteria used for creating the review sample and the “Antecedents–Phenomenon–Outcomes” logic used to synthesize the findings. Originality/value Part II of this study offers a systematic synthesis of KLT empirical research with respect to KLT coping and preventive mechanisms and a discussion of opportunities for future research.

Knowledge Retention and Loss in Brazilian Public Administration

“…The literature reinforces that turnover, identified as the rotation of personnel within the unit or organization, limits the retention of critical knowledge, leading to its loss (Daghfous et al, 2013;Tseole and Marutha, 2022;Galan, 2023).…”

“…Such intention could even be already expressed in the contractual terms used. The outsourcing of critical knowledge is an operational support, but equally a situation that generates knowledge loss and encompasses the turnover of professionals in these contexts (Durst and Zieba, 2019;Galan, 2023).…”

“…In order to understand the loss and retention of this critical knowledge, the area of infrastructure engineering was the focus of this research. Suggestions have been made for future research to delve further into managers' perceptions with the aim of comprehending knowledge loss resulting from turnover (Galan, 2023).…”

Generation Z in Energy Industry: Paradigm Shift in Organizational Dynamics

“…Meanwhile, (Reyes, Aquino, & Bueno, 2019) observe that employee turnover is causing sleepless nights for human resource managers. Because turnover means that another organization may gain a new knowledge employee who can become its competitive advantage (Galan, 2023). (Chen, Ployhart, Thomas, Anderson, & Bliese, 2011) have shown the relevance of distinguishing between the static and dynamic job satisfaction-turnover intention relationships.…”

“…According to (Bothma & Roodt, 2013), turnover intention is an employee's way of withdrawing from a company because they no longer identify with the work. Turnover-related causes of knowledge loss and effects on organizations, organizational units, remaining employees and external stakeholders (Galan, 2023). This research examines the main factors of Gen Z's career expectations with the aim of providing understanding for organizations in the energy industry, ultimately reducing turnover intention.…”