What is it about?

The effects of quitting are a self-fulfilling prophecy. If organizations have a culture of fear (i.e. "prevention focus climate") then quitting leads to worse performance. But if they don't have a culture of fear, quitting doesn't seem to hurt organizational performance.

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Why is it important?

This paper is important because it helps reframe how we view turnover. The massive practitioner and researcher interest in turnover exists because of the belief that it is harmful. But meta-analytic correlation between turnover and organizational performance is almost zero. We help explain when turnover is more harmful to organizational performance (and when it's not).


The influence of turnover on performance is self-fulfilling. If organizations fear turnover and view it as a threat, generally it hurts organizational performance. But if organizations do not fear turnover and perhaps even view it as an opportunity to hire someone new and to learn and grow, it can have a potential positive influence on organizational performance.

David Hekman
University of Colorado at Boulder

Read the Original

This page is a summary of: An Examination of Whether and How Prevention Climate Alters the Influence of Turnover on Performance, Journal of Management, December 2020, SAGE Publications,
DOI: 10.1177/0149206320978451.
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