It is a popular adage in both academic and business circles that “people don’t quit bad jobs, they quit bad bosses.” While there is some support behind this claim, researchers are beginning to wonder if turnover truly is that simple. Based on the idea that people approach what brings them pleasure and avoid what brings them pain, researchers in this study (Hommelhoff et al., 2025) looked at the multiple reasons an employee may have for leaving and how each influences their ultimate decision.
THE RESEARCH STUDY
The researchers used three different approaches to examine turnover intentions. First, they performed a literature review of 78 studies looking for the most commonly cited turnover reasons and categorized them. In study two, they used data from 197 employees to see which reasons were most common, and which were associated with each other. Finally, they examined 312 transcripts of exit interviews conducted in various sectors to confirm their previous findings.
Overall, the researchers found that most employees left due to stress or boss issues (avoidance reasons) or for advancement opportunities elsewhere (approach reasons). Some employees left for only avoidance or approach reasons, but the majority listed a combination. On average, each employee listed three or four reasons for leaving.
PRACTICAL APPLICATIONS
Turnover is a prominent and costly issue that many organizations face almost daily. Research like this helps to highlight what employees are actually thinking as they leave, which can help organizations identify and address previously unknown problem areas. Based on these findings, organizations should consider doing the following:
- Maintain manageable workloads for employees. Stress was listed as the number one reason for leaving several times in the study; helping employees manage their workloads can reduce the stress they are facing.
- Work with employees one-on-one to accommodate their specific needs and concerns.
- Offer career growth and advancement opportunities within the organization. This may keep employees from seeking opportunities elsewhere.
Hommelhoff, S., Keller, F., & Stemmler, M. (2025). Turnover reasons are more complex than “people quit bosses”: An approach-avoidance perspective. Journal of Vocational Behavior, 158, 104099.
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