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Rodger W. Griffeth

Research Area:
Social Judgment & Behavioral Decision Making.

Specializations:
Organizational turnover and human resource systems.

Contact Information:

Office: 213 Porter Hall

Phone: (740) 593-1069

E-mail: griffeth@ohio.edu

Research Interests:

Primary:

Modeling employee turnover processes; motivation; job redesign; job satisfaction.

Summary:

Professor Griffeth’s primary research area has been in the understanding and prediction of a major organizational criterion – employee turnover. He has produced a body of research on this topic beginning with the development of a comprehensive and integrative theory of turnover causes. This paper (Psychological Bulletin, 1979), published with Bill Mobley, Bruce Meglino, and Herb Hand, has received a number of citations over the years and may have influenced a number of turnover researchers. Subsequently, Professor Griffeth extended referents cognition theory to derive a more complete explanation of how organizational injustice impacts turnover (Academy of Management Journal, 1997). More recently, he teamed up with Carl Maertz to develop a motive based theoretical synthesis to explain turnover and attachment behavior (Journal of Management, 2004).
 
Dr. Griffeth and Peter Hom have also collaborated on several tests of theories of employee turnover. Their first study together appeared in Organizational Behavior and Human Performance (1984) and was the first test of Mobley's (1977) complete model of how dissatisfaction evolves into turnover behavior. Using path analysis, they found an alternative causal structure which better fit the data (Hom, Griffeth, & Sellaro [HGS] Model). In a follow-up study, they introduced structural equation modeling (SEM) to substantiate this causal structure with panel survey data (Journal of Applied Psychology, 1991). Then in 1992, using meta-analysis to accumulate multiple studies on the HGS model and SEM analysis of these aggregated data, they further corroborated this alternative model (Journal of Applied Psychology, 1992). Currently, they are applying new statistical techniques known as latent growth modeling to assess how changes in theoretical components in the HGS model can influence turnover; in another study integrating the HGS model with another well known turnover model (Price-Mueller) to produce a theoretical synthesis of these two popular models.
 
In another research stream, still related to employee turnover, however, Dr. Griffeth and other colleagues pioneered realistic job previews (accurate, complete descriptions of a new job for entering employees) for professional employees — namely, registered nurses and certified public accountants. Then, they evaluated the previews’ effectiveness for reducing turnover in longitudinal field experiments and used SEM analysis to evaluate the mechanisms behind their impact on turnover (Personnel Psychology, 1997, 1998).
 
Professor Griffeth further contributed to the turnover literature by investigating a universal theoretical underpinning of turnover thinking. March and Simon (1958) first proposed that alternative job opportunities elsewhere (perceived ease of movement and desirability of movement) can motivate quitting behavior. With Robert Steel, Professor Griffeth completed a comprehensive meta-analysis that showed that existing operationalizations of employees’ perceptions of other job alternatives poorly explained turnover (Journal of Applied Psychology, 1989). These disappointing findings prompted some scholars to assert that the perceptions of the employment market plays a minimal role in employees’ decisions to quit. However, Steel and Griffeth (1989) reasoned that methodological artifacts may underpin these results. For example, their meta-analysis found prevailing operationalizations of perceived alternatives primarily relied on single item measures to assess the quality or quantity of alternatives (making for unreliable, deficient scales). In line with this reasoning, they recently showed that, within a multi - study context, a multidimensional measure of perceived alternatives (the Employment Opportunity Index, EOI) was a comprehensive, valid way to assess labor market impressions (Journal of Applied Psychology, 2005). This new scale demonstrated stronger predictive validity, over and above job satisfaction and organizational commitment, as well as previously used measures of perceived alternatives, combined. Their findings thus support March and Simon’s (1958) classic tenet that perceived employment opportunities are important turnover influences.
 
Professor Griffeth also studied our understanding of the performance - turnover relationship (Journal of Applied Psychology, 2001). How job performance relates to turnover determines whether turnover benefits or harms organizations. If performance is positively related to quits (i.e., high performers are more prone to quit than low performers), for example, then turnover is detrimental to organizational effectiveness. Professor Griffeth and David Allen showed that performance visibility and reward contingency both moderate the performance-turnover relationship. Before this major work, turnover meta-analyses simply estimated the performance-turnover relationship, paying little heed to its mediators and moderators.
 
Professor Griffeth also made statistical contributions to improve the indices of the relationship between turnover and predictors (Academy of Management Journal, 1990; Journal of Applied Psychology, 1988). To illustrate, he and Robert Steel (1990) proposed statistical adjustments for non-optimal rates of turnover (e.g., less than 50%) to attain more accurate estimates of the true predictive validity of turnover causes.
 
Professor Griffeth contributed to other aspects of the employment process. He teamed with others to show that employment interviews can have broad validity for predicting job success among new hires (Journal of Applied Psychology, 1990), and conducted complex comparative tests of competing models of recruitment sources (Journal of Management, 1997).
 
Beyond his impressive accomplishments in industrial psychology, Dr. Griffeth also published work in areas of organizational psychology. For example, he published a lab study finding that equity theory and interpersonal attraction interacted to influence behavior (Journal of Applied Psychology, 1989). Furthermore, he completed a field experiment establishing that employee participation in work redesign can enhance the positive effects of job enrichment (Organizational Behavior and Human Performance, 1985).
 
Finally, Griffeth continues to make contributions to the field through his editorship of two relatively new outlets for theory and research. One, the journal entitled Human Resource Management Review, focuses on a small niche of research by primarily publishing conceptual work in applied psychology areas. As editor for Research in Human Resource Management, this book series is devoted to promoting theory and research with each volume focusing on a particular topic. Four volumes have been completed and he is currently working with volume editors for more in the series.

Recent Publications:

	Submitted:
	Griffeth, R., Aquino, K, Gartner, S., & Lee, M. Test of a referent cognitions model in a Korean sample.Applied Psychology: An International Review. (under revision)
	Campbell, N.S., Griffeth, R.W., Maertz, C.P., Jr., & Allen, D.G. Modeling the effects of justice and support on job burnout, commitment, and turnover behavior. Journal of Management.
	In Progress:
	Zangaro, G., Griffeth, R., and Van Scotter, J. Do I stay or do I go? Differences between navy and civil service nurses regarding intention to stay on the job. Target journal: Nursing Research (in preparation).
	Griffeth, R. W., & Hom, P. W., & Gaertner, S. Testing a unified model of employee turnover using structural equation modeling. Target Journal: Journal of Applied Psychology (in preparation).
	Hom, P.W., Griffeth, R.W.,& Sager, J. “Nothing endures but change:” Assessing the dynamic effects of turnover causes. Target Journal: Journal of Applied Psychology (under revision).
	Griffeth, R. W. & Boles, J. An empirical investigation of sales force turnover: A test of a model and a moderator. (in data analysis).
	Griffeth, R.W., & Sager, J. Effects of supervisor's intention to quit on subsequent subordinate job attitudes and turnover. (in data analysis).
	Allen, D.G., Griffeth, R. W., & Van Scotter, J. A Monte Carlo simulation comparing OLS & logistic regression with a dichotomous dependent variable. (in data analyses).
	Refereed Journals (Appeared or Accepted):
	Maertz, C.P., Jr., Griffeth, R.W., Campbell, N.S., & Allen, D.G. (2007). The effects of perceived organizational and supervisor support on turnover. Journal of Organizational Behavior. 28(8),1059-1075.
	Griffeth, R.W., Allen, D.G., and Barrett, R. (2006). Integration of Family Owned Business Succession with Turnover and Life Cycle Models: Development of a Successor Retention Process Model. Human Resource Management Review,16(4), 490-507.
	Landry, B. J. L., Griffeth, R.W. & Hartman, S. (2006). Measuring student perceptions of blackboard using the Technology Acceptance Model (TAM). Decision Sciences Journal of Innovative Education. 4(1),87-99.
	Griffeth, R. W., Steel, R., & Allen, D, & Bryan, N.(2005). Development and validation of a multidimensional measure of perceived alternatives: The employment opportunity index (EOI). Journal of Applied Psychology, 90(2), 335-349.
	Maertz, C. P., Jr., & Griffeth, R.W. (2004). Eight motives of employee attachment and turnover: A theoretical synthesis with implications for research. Journal of Management, 30, 667-684.
	Allen, D. G., Shore, L., & Griffeth, R.W. (2003). Integration of perceived organizational support into the turnover process. Journal of Management. 29, 99-118. The above paper was selected for a Society for Human Resource Management Research Translation (Feb, 2004).
	Riordan, C. M., & Griffeth, R.W., & Weatherly, E. W. (2003). Age and work-related outcomes: The moderating effects of status characteristics. Journal of Applied Social Psychology, 33, 37-57.
	Allen, D.G., & Griffeth, R. (2001). Test of a mediated performance-turnover relationship highlighting the moderating roles of visibility and reward contingency. Journal of Applied Psychology, 86, 1014-1022.
	Griffeth, R., & Gaertner, S. (2001). A role for equity theory in the turnover process: An empirical test. Journal of Applied Social Psychology, 31, 1017-1037.
	Griffeth, R.W., Hom, P.W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-488.
	Johnson, J., Griffeth, R. W. & Griffin, M. (2000). Cognitive and affective determinants of high and low performing quitters and stayers. Journal of Business and Industrial Marketing, 15, 339-415.
	Griffeth, R. W., Gaertner, S., & Sager, J. K., (1999). A model of employees' adaptive response. Human Resource Management Review, 4, 577-590.
	Allen, D.G., & Griffeth, R.W. (1999). Job performance and turnover: A review and integrative multi-route model. Special issue on Employee Turnover, Edited by James Price. Human Resource Management Review, 4, 525-548.
	Hom, P. W., Griffeth, R., Palich, L., & Bracker, J. (1999). Revisiting met expectations as a reason why realistic job previews work. Personnel Psychology, 52, 97-112.
	Sager, J. K., Griffeth, R. W., & Hom, P. W. (1998). A comparison of structural models representing turnover cognitions. Journal of Vocational Behavior, 53, 254-273.
	Hom, P. W., Griffeth, R., Palich, L., & Bracker, J. (1998). Realistic profession previews: Two-occupation test of mediating processes. Personnel Psychology, 51, 421-451.
	Wan-Huggins, V.N., Riordan, C.M., & Griffeth, R.W. (1998). The development and longitudinal test of a model of organizational identification. Journal of Applied Social Psychology, 28(8), 724-749.
	Aquino, K., Griffeth, R.W., Allen, D.G., & Hom, P.W. (1997). An integration of justice constructs into the turnover process: A test of a referent cognitions model. Academy of Management Journal, 40, 1208-1227.
	Allen, D. G., & Griffeth, R. W. (1997). Vertical and lateral information processing: The effect of gender, employee classification level and media richness on communication and work outcomes. Human Relations, 50, 1239-1260.
	Griffeth R., Hom, P., Fink, L., & Cohen, D. (1997). Comparative tests of multivariate models of recruiting sources effects. Journal of Management, 23, 19-36.
	Palich, L. E., Hom, P. W., & Griffeth, R. W. (1995). Managing in the international context: Testing the cultural universality of an organizational commitment model. Journal of Management, 21, 671-690.
	Riordan, C.M. & Griffeth, R.W. (1995). The opportunity for friendship in the workplace: An under explored construct. Journal of Business and Psychology, 10, 141-154.]
	Griffeth, R. W., & Carson, K. D., Carson, P. P., Ragan, J., & Wan-Huggins, V. (1994). The effects of gender and employee classification level on communication related outcomes: A test of structuralist and socialization hypotheses. Journal of Business and Technical Communication, 8, 299-318.
	Phillips, P. L., Griffeth, R. W., & Steel., R. & Carson, K. D. (1994). Promotion and employee turnover: Critique, meta-analysis, and implications. Journal of Business and Psychology, 8, 455-466.
	Johnston, M., Griffeth, R., Burton, S. & Phillips, P. (1993). The effects of promotion on subsequent job attitudes and turnover: A quasi-experimental longitudinal study. Journal of Management, 19, 33-50.
	Balkin, D., & Griffeth, R. Determinants of employee benefits satisfaction (1993). Journal of Business and Psychology, 7, 685-702.
	Hom, P. W., Caranikas-Walker, F., & Prussia, G., Griffeth, R. W., (1992). A meta-analytical structural equations analysis of a model of employee turnover. Journal of Applied Psychology, 77, 890-909. The above paper received the 1993 Scholarly Achievement Award for the Human Resources Management Division of the Academy of Management.
	Griffeth, R. W., Carson, K. D., Marin, D. B. (1992). Information load: A test of an inverted-U hypothesis with hourly and salaried employees. Journal of Applied Social Psychology, 22, 763-779.
	Hom, P. W. & Griffeth, R. W. (1991). Structural equations modeling test of a turnover theory: Cross sectional and longitudinal analyses. Journal of Applied Psychology, 76, 350-366.
	Farh, L., Griffeth, R., & Balkin, D. (1991). Effects of choice of pay plans on satisfaction, goal setting and performance. Journal of Organizational Behavior, 74, 55-62.
	Hartman, S. J., Griffeth, R. W., Crino, M., & Harris, O.J. (1991). Gender-based influences: The promotion recommendation. Sex-Roles: A Journal of Research, 25, 285-300.
	Bedeian, A. G., Pizzolatto, A. B., Long, R. G., & Griffeth, R. W. (1991). The measurement and conceptualization of career stages. Journal of Career Development, 17, 153-166.
	Kinicki, A., Lockwood, C., Hom, P., & Griffeth, R. (1990). Interview predictions of applicant qualifications and interviewer validity: Aggregate and individual analysis. Journal of Applied Psychology, 75, 477-486.
	Steel, R. P., Shane, G. S., & Griffeth, R. W. (1990). Correcting turnover statistics for comparative analysis. Academy of Management Journal, 33, 179-187.
	Carson, K. D., & Griffeth, R. W. (1990). Changing a management information system: Managing resistance by attending to the rights and responsibilities of employees. Employee Responsibilities and Rights Journal, 3, 47-58.
	Steel, R. P., & Griffeth, R. W. (1989). The elusive relationship between estimates of perceived employment opportunity and ensuing turnover behavior: A methodological or conceptual artifact? Journal of Applied Psychology, 74, 846-854.
	Griffeth, R. W. Vecchio, R. P., Logan, J. W., Jr. (1989). Equity theory and interpersonal attraction. Journal of Applied Psychology, 74, 394-401.
	Kemery, E. R., Dunlap, W. P., & Griffeth, R. W. (1988). Correction for range restrictions in point biserial correlations. Journal of Applied Psychology, 73, 688-691.
	Griffeth, R. W. & Bedeian, A. G. (1989). The effects of rater age, ratee age, and ratee gender on employee evaluations. Journal of Organizational Behavior, 10, 83-90.
	Griffeth, R. W., & Hom, P. W. (1988). Locus of control and delay of gratification as moderators of employee turnover. Journal of Applied Social Psychology, 18, 1318-1333.
	Hartman, S., Griffeth, R., Miller, L., & Kinicki, A. (1988). The impact of occupation, performance, and gender on sex-role stereotyping. Journal of Social Psychology, 128, 451-463.
	Griffeth, R. W., & Hom, P. W. (1988). A comparison of different conceptualizations of perceived alternatives in turnover research. Journal of Organizational Behavior, 9, 103-111.
	Vecchio R. P., Griffeth, R. W., & Hom, P. W. (1986). The predictive validity of the vertical dyad linkage approach. The Journal of Social Psychology, 126 (5), 617-625.
	Bannister, B. D., & Griffeth, R. W. (1986). Applying a causal analytic framework to the Mobley, Horner, and Hollingsworth (1978) turnover model: A useful reexamination. Journal of Management, 12, 433-443.
	Kinicki, A. J., & Griffeth, R. W. (1985). A reexamination of the attributional processes associated with sex role stereotyping in sex linked occupations. Journal of Vocational Behavior, 27, 155-170.
	Griffeth, R. W., Hom, P. W., DeNisi, A., & Kirchner, W. (1985). A comparison of different methods of clustering countries on the basis of employee attitudes. Human Relations, 38, 813-840.
	Griffeth, R. W. (1985). Moderation of the effects of job enrichment by participation: A longitudinal field experiment. Organizational Behavior and Human Decision Processes, 35, 73-93.
	Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley's (1977) model of employee turnover. Organizational Behavior and Human Performance, 34, 141-174.
	Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86, 493-522.
	Hand, H. H., Griffeth, R. W., & Mobley, W. H. (1978). Military enlistment, reenlistment, and withdrawal research: A critical review of the literature. Journal Supplemental Abstract Series Catalog of Selected Documents in Psychology, 8, 74-75. (Ms. No. 1743).
	Griffeth, R. W., & Cafferty, T.P. (1977). Police and citizens value systems: Some cross sectional comparisons. Journal of Applied Social Psychology, 7, 191-204.
	Griffeth, R. W., & Rogers, R. W. (1976). Effects of fear-arousing components of driver performance students' safety attitudes and simulator performance. Journal of Educational Psychology, 68, 501-506. (reprinted in Human Behavior, February, 1976).
	Refereed Practitioner:
	Steel, R.P., Griffeth, R.W., & Hom, P.W. (2002). Practical retention policy for the practical manager. The Academy of Management Executive, 16,149-162.
	Smith, R. D., & Griffeth, R. W. (Fall, 1986). Obstacles to successful use of micros in personnel administration. Personnel and Computers, 1, 26-28.
	Invited Practitioner:
	Griffeth, R. W. (1994). Reducing Employee Turnover. HR Atlanta, 2, 4-7.
	Warkentin, M.E. & Griffeth, R.W. (1992). AI in Business and Management: Human Resources. PC AI, 6, 56-59.
	Miscellaneous:
	Griffeth, R., & Gatewood, R. (1987). Instructor's Manual to accompany Human Resource Selection by R. D. Gatewood & H. S. Feild, The Dryden Press, Inc.
	Hom, P. W., & Griffeth, R. W. (Eds., May, 1985). Proceedings of the Midwest American Institute of Decision Sciences, Kent, Ohio: Kent State University, May, 1985.
	Griffeth, R. W. (1981). An information processing model of employee turnover behavior. Dissertation Abstracts International, 1981, 42, 2113-B (University Microfilms No. 8123415).
	Dees, J. W., Carpenter, W., & Griffeth, R. W. (1970). Number Grouping Test. Copyright by the Human Resources Research Organization (HumRRO), Alexandria, Virginia.
	Dees, J. W., McPherson, J. H., Grigsby, D. P., Carpenter, W., Sarris, W. J., & Griffeth, R. W. (1970). Seeing Deficiencies Test. Copyright by the Human Resources Research Organization, Alexandria, Virginia.
	Dees, O'Reilly, Sennett, and Griffeth. (1969). Embedded Figures Test (with Instruction Manual). Copyright by George Washington University, Washington, D.C.
	Refereed Proceedings:
	Aquino, K. & Griffeth, R.W. (1999). An exploration of the antecedents and consequences of perceived organizational support: A longitudinal study. Proceedings of the Southern Management Association.
	Aquino, K., Griffeth, R.W., & Gartner, S. (March, 1998). A test of the nomological validity and generalizability of a referent cognitions model: A constructive replication and extension to a sample of Korean factory worker. Proceedings of the Southwestern Academy of Management.
	Allen, D.G., Griffeth, R. W., & Lee, M. (March, 1998). Comparison of parallel, divergent, and integrative models of organizational and union commitment in a Korean high technology firm. Proceedings of the Southwestern Academy of Management.
	Allen, D.G., Lee, M. B. & Griffeth, R.W. (November, 1997). Commitment to union and organization: A comparison of different methods of operationalizing dual commitment. Proceedings of the Southern Management Association.
	Schnake, M., Griffeth, R.W., & Barr, S. H. (November, 1996). An integrative model of effort propensities. Proceedings of the Southern Management Association.
	Riordan, C. M., & Griffeth, R.W. (November, 1995). Age and work-related outcomes: The moderating effects of status characteristics. Proceedings of the Southern Management Association.
	Wan-Huggins, V.N., Griffeth, R.W., & Lance, C.E. (November, 1995). Development and empirical test of an integrative taxonomy of the turnover-performance relationship. Proceedings of the Southern Management Association.
	Cohen, D.J., Griffeth, R.W., & Barksdale, K. (November, 1994). Evaluating the effectiveness of an on-site employer sponsored child care center: Human Resource Implication. Proceedings of the Southern Management Association.
	Griffeth, R. W., Cohen, D., Johnston, M., & Burton, S. (August, 1992). Correlates of internal and external mobility: A longitudinal investigation. Proceedings of the National Academy of Management (Nominated for the Careers Division Best Paper Award).
	Balkin, D., & Griffeth, R. W. (March, 1992). Determinants of employee benefits satisfaction. Proceedings of the Southwest Academy of Management.
	Griffeth, R. W., & Cohen, D. (November, 1991). Test of an equity theory based model of employee turnover. Proceedings of the Southern Management Association.
	Hom, P W., Caranikas-Walker, F., Prussia, G., Dickie, L., Anderson, J., & Griffeth, R. W. (August, 1991). A Meta-analytical test of a model of employee turnover. Proceedings of the National Academy of Management.
	Palich, L. E., Hom, P. W., & Griffeth, R. W. (November, 1990). Managing in the international context: Testing the cultural universality of an organizational commitment model. Proceedings of the Decision Sciences Institute.
	Phillips, P. L., Griffeth, R. W., & Steel, R.P. (November, 1990). Organizational advancement and employee turnover: A critical review and meta-analysis of the literature. Proceedings of the Southern Management Association.
	Griffeth, R.W., Phillips, P.L., Hom, P.W., & Steel, R.P. (November, 1990). Affective and cognitive variables discriminating between functional and dysfunctional stayers and leavers: An alternative methodological approach in a health care setting. Proceedings of the Southern Management Association, Orlando, Florida. The above paper was selected as the Best Paper of the Health Care/Public Sector/Management History Track and nominated for the Best Paper Competition for all tracks of the 1990 Southern Management Association Meeting.
	Carson, K. D., Phillips, P. L., & Griffeth, R. W. (March, 1990). Moderating effects of growth need strength: A longitudinal field experiment with part-time employees. Proceedings of the Southwestern Academy of Management.
	Carson, K. D., & Griffeth, R. W. (January, 1990). Vertical information processing: The effects of gender, employee classification level, and media richness. Proceedings of the Second International Conference on Managing the High Technology Firm, Boulder, Colorado.
	Phillips, P., Griffeth, R., Griffin, M., Johnston, M., Hom, P., & Steel, R. (November, 1989). Turnover functionality reborn: Personal and work-related factors that differentiate among high and low performing quitters and stayers. Proceedings of the Southern Management Association.
	Long, R. G., Pizzolatto, A. B., Bedeian, A. G., & Griffeth, R. W. (November, 1989). A multivariate analysis of career stage effects on selected work-related outcomes. Proceedings of the Southern Management Association.
	Long, R. G., Carson, K. D., Griffeth, R. W., & Bedeian, A. G. (November, 1989). Males in business reported higher on 'femininity': A threat to 'masculinity' or threats to external and statistical conclusion validities? Proceedings of the Southern Management Association.
	Griffin, M., Phillips, P., Johnston, M., & Griffeth, R. (November, 1989). Work related factors discriminating functional and dysfunctional turnover. Proceedings of the Southern Marketing Association.
	Griffeth, R. W., Johnston, M.W. & Boles, J. (March, 1989). An empirical investigation of salesforce turnover: A test of a model and a moderator. Proceedings of the Southwestern Marketing Association.
	Griffeth, R. W., Carson, K., & Hom, P. (March, 1989). Effects of negative affectivity within an integrated model of employee turnover. Proceedings of the Southwest Academy of Management.
	Hartman, S. J., Mahesh, S., Griffeth, R. W., & Hom, P. W. (November, 1988). The use of a decision tree approach with expert systems in turnover forecasting. Proceedings of the Decision Sciences Institute.
	Griffeth, R. W., Carson, K. D., & Marin, D. B. (August, 1988). Information overload: A test of an inverted-U hypothesis with hourly and salaried employees. Proceedings of the National Academy of Management. The above paper was awarded the 1988 Academy of Management, Organizational Communication Division, Best Competitive Paper Award.
	Griffeth, R. W., Vecchio, R. P., & Logan, J. W. (March, 1988). Equity theory and interpersonal attraction. Proceedings of the Southwestern Academy of Management. The above paper was awarded the 1988 Southwestern Academy of Management, Distinguished Paper Award.
	Lockwood, A. C., Kinicki, A. J., Hom, P. W., & Griffeth, R. W. (November, 1987). Subjective and objective components of the employment interview. Proceedings of the Institute of Decision Sciences.
	Klugherz, M. J., & Griffeth, R. W. (October, 1987). Changing a management information system: Managing the resistance through participation. Proceedings of the Council on Employee Responsibilities and Rights.
	Hom, P. W., & Griffeth, R. W. (August, 1987). Longitudinal study of Mobley's (1977) turnover model. Proceedings of the Academy of Management. The above paper was awarded the 1987 Academy of Management, Organizational Behavior Division, Outstanding Competitive Paper Award.
	Griffeth, R. W., & Bedeian, A. G. (March, 1987). The effects of rater age, ratee age, and ratee gender on employee evaluations. Proceedings of the Southwestern Academy of Management.
	Vecchio, R. P., Griffeth, R. W., & Hom, P. W. (February, 1986). The predictive utility of the vertical dyad linkage model in a health care setting: A constructive replication. Proceedings of the Southeastern American Institute for Decision Sciences.
	Mahesh, J., Hartman, S., Brown, R., & Griffeth, R. (November, 1986). Job satisfaction decisions: A comparison of multiattribute value functions, decision utility, and JDI measures. Proceedings of the American Institute for Decision Sciences.
	Griffeth, R. W., & Hom, P. W. (November, 1986). A comparison of several conceptualizations of perceived alternatives in turnover research. Proceedings of the Southern Management Association.
	Hartman, S., Griffeth, R., Miller, L., & Kinicki, A. (November, 1986). Sex role stereotyping: The impact of occupation, performance, and sex on the judgement process. Proceedings of the Southern Management Association.
	Hom, P. W., & Griffeth, R. W. (August, 1985). Psychological processes that mediate the effect of the realistic job preview on nursing turnover. Proceedings of the Academy of Management.
	Griffeth, R. W., Sellaro, C. L., & Hom, P. W. (November, 1984). Peripherality in the labor market and level of professionalism in nurses. Proceedings of the American Institute for Decision Sciences.
	Kinicki, A. J., & Griffeth, R. W. (August, 1983). A reexamination of the attributional processes associated with sex role stereotyping in sex linked occupations. Proceedings of the Academy of Management.
	Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (November, 1981). The validity of Mobley's (1977) model of employee turnover. Proceedings of the American Institute for Decision Sciences.
	Bannister, B. D., & Griffeth, R. W. (November, 1980). Extending the Mobley, Horner, and Hollingsworth (1978) turnover model using path analysis. Proceedings of the American Institute for Decision Sciences.
	Griffeth, R. W., Hom, P. W., DeNisi, A., & Kirchner, W. (August, 1980). A multivariate multinational comparison of managerial attitudes. Proceedings of the National Academy of Management.
	Griffeth, R. W., & Cafferty, T. P. (November, 1980). Some comparative tests of two turnover models. Proceedings of the American Institute for Decision Sciences.
	Technical Reports:
	Griffeth, R.W., & Allen, D.G. (1999). Feedback report: American Red Cross Turnover and Employee Satisf