From a spark to a sweeping fire: An integrative conceptual review of group turnover and a theoretical exploration of its development.

The phenomenon of group turnover has generated substantial yet disconnected scholarly interests. Despite valuable insights gained from the collective turnover literature as well as parallel research concerning related or coordinated quitting, a holistic understanding of the unique group turnover phenomenon is needed, both to synthesize existing research across multiple domains and disciplines and to kindle new inquiries regarding its dynamic nature and developmental process. To this end, we begin by conducting an integrative review of research relating to group turnover, reinterpreting it by identifying its common pathways as a function of varying triggers, temporal patterns, and departure destinations.

The comparative effects of supervisor helping motives on newcomer adjustment and socialization outcomes.

The preponderance of organizational socialization research has focused on the perceptions and interests of newcomers. Yet, insiders-particularly immediate supervisors-are central to newcomers' adjustment, primarily in providing newcomers help. To facilitate such behavior, however, it is necessary to understand supervisors' helping motivations.

When "embedded" means "stuck": Moderating effects of job embeddedness in adverse work environments.

Job embeddedness is predominately assumed to benefit employees, work groups, and organizations (e.g., higher performance, social cohesion, and lower voluntary turnover).

The Other Side of Method Bias: The Perils of Distinct Source Research Designs.

Common source bias has been the focus of much attention. To minimize the problem, researchers have sometimes been advised to take measurements of predictors from one observer and measurements of outcomes from another observer or to use separate occasions of measurement. We propose that these efforts to eliminate biases due to common source variance create serious problems.