Abstract
The article examines alternative paths by which voluntary turnover decisions might unfold, which resulted in what came to known as the unfolding model. The ways in which such paths might vary are discussed, including whether discrete informational shock initiated the turnover decision, the occurrence of simultaneous job search, and the profile of job characteristics that employees considered in their decision to quit. An improvement in predictive power in a test of the unfolding model's incremental contribution to turnover prediction beyond that obtained from models before 1994 is also considered.
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