Voluntary Turnover in the Spanish Cultural and Institutional Context

Abstract

The authors provide a comprehensive review of existing turnover studies in Spain. The literature review reveals that research on voluntary turnover is scarce, while other types of mobility, such as involuntary separations, downsizing, and planned turnover through contract date expiration, have received substantial attention. The authors identify the main institutional characteristics of Spain and explain why these may contribute to the low incidence of voluntary turnover. Specifically, the authors note that employment protection legislation, high unemployment, high unemployment insurance, centralized collective bargaining, the composition of the sector, high power distance, and in-group collectivism are important drivers of the patterns observed in existing turnover studies. The authors also explore how some of the mechanisms and processes exposed by key turnover theories may be applicable to the Spanish context. This chapter highlights the importance of paying attention to the role of the institutional and cultural context to understand different mobility patterns in the labor market. The authors also suggest several avenues for future research including the study of different turnover types, employer and employee outcomes, cultural variations, and employment practices.

Citation

Bonet, R., Elvira, M.M. and Visintin, S. (2021), "Voluntary Turnover in the Spanish Cultural and Institutional Context", Allen, D.G. and Vardaman, J.M. (Ed.) Global Talent Retention: Understanding Employee Turnover Around the World (Talent Management), Emerald Publishing Limited, Leeds, pp. 149-166. https://doi.org/10.1108/978-1-83909-293-020211008