Abstract
Purpose: What do antecedents of turnover tell us when examined using human resources (HR) analytics and machine-learning tools, and what are the respective theoretical and practical implications? Although the turnover literature is expansive, empirical evidence on turnover antecedents studied using data science tools remains limited. Design/methodology/approach: To help reinvigorate research in this field, the authors propose a novel examination of turnover antecedents—competencies, commitment, trust and cultural values—using big data tools to develop a granular, case-dependent measure of turnover. Findings: Using archival data from 700,000 employees of a large organization collected over a period of ten years, the authors find that turnover is generally associated with varying levels of these antecedents. However, in more fine-grained analysis, their relation to turnover is contingent upon role, person and cultural background. Originality/value: The authors discuss the implications on turnover and strategic HR research and the potential of Artificial Intelligence and machine-learning methods in the design and implementation of managerial and HR planning initiatives.
Original language | English |
---|---|
Pages (from-to) | 1405-1424 |
Number of pages | 20 |
Journal | International Journal of Manpower |
Volume | 43 |
Issue number | 6 |
DOIs | |
State | Published - 22 Aug 2022 |
Keywords
- Artificial intelligence
- Big data
- Data science
- HR analytics
- Machine-learning
- SHRM
- Turnover
All Science Journal Classification (ASJC) codes
- Strategy and Management
- Organizational Behavior and Human Resource Management
- Management of Technology and Innovation