Handbook of Organization Measurement
Employee Turnover (collective/voluntary)
construct.employee_turnover
§1How it’s measured
This is a behavioral construct — an event recorded in HR systems, not a self-report. It is measured as an operational metric with a formula, not a questionnaire; a Likert scale here would be a category error.
The percentage of employees who leave a unit over a one-year period.
(Exits during year ÷ Average headcount) × 100 · percentageTurnover rate segmented by employee performance category.
(Separations within performance category ÷ Average headcount in that category) × 100 · percentageShare of employees terminated/laid off over a period.
involuntary separations / average headcount · rateA predictive score estimating an employee's likelihood of leaving the organization in the near future.
Model-derived score from factors such as engagement, performance trend, promotion history, and absence. · scoreThe rate at which employees leave a given team during a period.
(Team leavers ÷ Average team headcount) × 100 · percentageThe percentage of employees who leave the organization during a given period.
(Separations during period ÷ Average headcount during period) × 100 · percentage§3The math on what we know
Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.
What drives employee turnover (collective/voluntary)
| Predictor | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Absenteeism | +0.25 | 1 | 50 | A | single study |
| Employee Engagement | −0.20 | 1 | 43,987 | B | single study |
What employee turnover (collective/voluntary) predicts
| Outcome | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Customer Satisfaction | −0.22 | 2 | 14,174 | A | — |
| Labor Productivity | −0.13 | 1 | 56,761 | A | single study |
| Organizational Performance | −0.03 | 1 | 24,943 | A | single study |
§4As a model node
Where employee turnover (collective/voluntary) sits when you drop it into a model — what feeds it, what it moves. Read left to right as a small, actionable causal claim.
Inputs (drivers)
- Absenteeism+0.25
- Employee Engagement−0.20
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Employee Turnover (collective/voluntary)
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Outputs (outcomes)
- Customer Satisfaction−0.22
- Labor Productivity−0.13
- Organizational Performance−0.03