Publication Date

6-2017

Abstract

[Excerpt] In large organizations, mid-level unit leaders regularly vacate their positions for a variety of reasons, including promotions, transfers, quits, and terminations. Certainly there are reasons to expect that these departures have residual effects – both positive and negative – on the units involved. Surprisingly, though, researchers have thus far paid scant attention to these dynamics. The present study takes a major step toward filling this void. Specifically, it looks at data from 287 locations of a company in the food and hospitality industry to examine the extent to which succession patterns among mid-level unit leaders influence both short- and longer-term voluntary turnover rates among core employees in the affected entities.

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Recommended Citation
Hausknecht, J. P. (2017, June). How do leader departures affect turnover among those employees left behind? (CAHRS ResearchLink No. 4). Ithaca, NY: Cornell University, ILR School, Center for Advanced Human Resource Studies.

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