We all know that turnover is a pain point for many organizations due to the devastating costs associated with losing high quality talent. Organizations strive to keep turnover rates to a minimum to avoid these unwanted,
and sometimes preventable, consequences. As such, researchers have dedicated a great deal of attention to examining turnover and identifying factors that are believed to drive turnover decisions. One area that has received far less attention in the turnover literature is the leadership domain. A subordinate’s primary point of contact is an organizational leader and the leader has great influence over the subordinate and likely also contributes to desires to stay or leave a job or an organization. Learn more in this whitepaper.
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