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Badenfelt, U (2010) I trust you, I trust you not: a longitudinal study of control mechanisms in incentive contracts. Construction Management and Economics, 28(03), 10.

Bradley, P E (2010) An ultrametric interpretation of building related event data. Construction Management and Economics, 28(03), 26.

Chao, L-C (2010) Estimating project overheads rate in bidding: DSS approach using neural networks. Construction Management and Economics, 28(03), 99.

Fan, R Y C, Ng, S T and Wong, J M W (2010) Reliability of the Box–Jenkins model for forecasting construction demand covering times of economic austerity. Construction Management and Economics, 28(03), 54.

Jewell, C, Flanagan, R and Anaç, C (2010) Understanding UK construction professional services exports: definitions and characteristics. Construction Management and Economics, 28(03), 9.

Jones, S M, Ross, A and Sertyesilisik, B (2010) Testing the unfolding model of voluntary turnover on construction professionals. Construction Management and Economics, 28(03), 85.

  • Type: Journal Article
  • Keywords: human resource management; workforce; professional; professional service firms; employee relations
  • ISBN/ISSN: 0144-6193
  • URL: https://doi.org/10.1080/01446191003587737
  • Abstract:
    Employee turnover affects performance and competitiveness of companies. Traditional voluntary employee turnover models attempting to predict voluntary turnover are based on job satisfaction. A recent model that breaks away from this tradition is the unfolding model of voluntary employee turnover (UMVT) which takes account of additional factors such as labour market forces, economy and habit. UMVT has been tested in various industries. However, in the construction sector UMVT is tested for the first time in this study. A convenience sample of 320 construction professionals was taken from the Global Construction Consultants, Davis Langdon. The sample provided useable online survey data from 104 respondents who had voluntarily left their previous employers in the last four years. The results reveal that UMVT’s ability to interpret voluntary employee turnover among construction professionals was weak. In contrast to previous studies of UMVT, a significant number of respondents (80.8%) followed paths other than the original five theorized paths. As a result, a new extended version of the UMVT is proposed that includes two new paths that have been theorized, which add to the understanding of voluntary employee turnover and may, in the long term, help support human resource management in construction professional practices to predict and manage voluntary employee turnover.

Lowe, R (2000) Defining and meeting the carbon constraints of the 21st century. Building Research & Information, 28(03), 159–75.

Machado, M V, Roche, P M L, Mustieles, F and Oteiza, I d (2000) The fourth house: the design of a bio climatic house in Venezuela. Building Research & Information, 28(03), 196–211.

Pellegrini-Masini, G, Bowles, G, Peacock, A D, Ahadzi, M and Banfill, P F G (2010) Whole life costing of domestic energy demand reduction technologies: householder perspectives. Construction Management and Economics, 28(03), 29.

Smyth, H (2010) Construction industry performance improvement programmes: the UK case of demonstration projects in the ‘Continuous Improvement’ programme. Construction Management and Economics, 28(03), 70.

Thormark, C (2000) Including recycling potential in energy use into the life cycle of buildings. Building Research & Information, 28(03), 176–83.

Treloar, G J, Fay, R, Love, P E D and Iyer-Raniga, U (2000) Analysing the life-cycle energy of an Australian residential building and its householders. Building Research & Information, 28(03), 184–95.