Publication Date



[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.


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.