Contextual factors and cost profiles associated with employee turnover

Cornell Hospitality Quarterly

Volumn 49, Issue 1, 2008, Pages 12-27

  Tracey, Bruce J ^a   Hinkin, Timothy R ^a  

^a 335 Statler Hall   (United States)

Author keywords

Human resources; Turnover costs

Indexed keywords

EID: 42549094519     PISSN: 19389655     EISSN: None     Source Type: Journal    
DOI: 10.1177/0010880407310191     Document Type: Article

References (32)

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2. For example, the Occupational Information Network, a warehouse of information about jobs that is maintained by the U.S. Department of Labor, shows that the specific vocational preparation score for a restaurant cook, which reflects the time it takes the average new employee to reach average levels of proficiency, is more than three months and up to two years, depending on the work context and other factors that may influence knowledge and skill acquisition (http://online.onetcenter.org/link/summary/35-2014.00).
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4. A median- or mean-split is a descriptive analytic procedure that divides a sample into two approximately equal subsamples. The result provides a basis for analyzing differences in the subsamples (e.g., mean comparisons using t-tests, analyses of variance, etc.). Due to missing data, a mean-split procedure was used to examine differences in the specific replacement activities in lower versus higher total turnover cost contexts.
5. All references to statistical significance in this report were based on an analysis of variance procedure that used the various job, property, and market-related factors as independent variables and the cost of turnover categories as the dependent variables. Since the sample size was relatively small, a conservative p-value of. 10 (one-tailed) was used.
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