The hypothesized effects of ability in the turnover process.

Area of Science:

• Organizational behavior
• Human resource management
• Psychology

Background:

• Inconsistent findings exist regarding the link between task-relevant ability and employee turnover.
• Existing research lacks a comprehensive model to explain this relationship.

Purpose of the Study:

• To present a process model linking task-relevant ability to turnover.
• To explore the mediating role of movement perceptions (ease and desirability) in this relationship.
• To discuss the implications of ability on the turnover process.

Main Methods:

• Theoretical model development.
• Literature review and synthesis.

Main Results:

• Task-relevant ability influences turnover perceptions.
• Perceptions of movement ease and desirability mediate the ability-turnover link.
• Ability impacts an individual's decision to leave an organization.

Conclusions:

• Task-relevant ability is indirectly related to turnover through perceptions of movement.
• The proposed model offers a framework for understanding employee retention and turnover.
• Practical implications for talent management and organizational design are discussed.