Allen, Shore, & Griffeth (2003) examining the role of perceived organizational Support and supportive Human resource

Practices in the turnover process. They investigated a model of antecedents of perceived organizational support (POS) and the role of POS in predicting voluntary turnover for examining the relationship between six variables (HR practices, POS, job satisfaction, organizational commitment, turnover intentions and turnover). They used two samples to test the proposed model that is consisting of 6 variables. Sample one consisted of 264 salespeople working in the beauty and cosmetics areas of a large department store in the southeastern US while Sample two consist of 442 insurance agents of a large national insurance company. Identical analyses were performed on both samples. A confirmatory factor analysis (CFA) was performed to assess the distinctiveness of the measures, LISREL was used to evaluate the fit of the measurement model as well as mean, standard deviation and correlations were used to study the variables. The study shows a significant contribution towards both the POS and turnover literature in a number of ways. Results indicate that supportive HR practices were consistently positively related to POS and POS is negatively correlated with turnover intensions as the individual who perceive greater POS are less likely to withdraw and this relationship is mediating by satisfaction and commitment in which commitment accounting for most of the relationship. He recommended that there is need to examine the impact of supportive HR practices interventions on POS using a longitudinal design. Lee & Rwigema (2005) explore dynamism in the process of employee turnover. Their

intentions of this particular research is to investigate the process of turnover, with a special emphasis on what was felt to be an understudied area and compare the model over differing recalled times, using both static scores in explaining and predicting individual turnover. As the longitudinal approach is used so, they use six initial models to explore the dynamics of turnover,

the first model is based on; satisfaction, commitment and withdrawal intentions prior to decision, 2nd model is based on; the static antecedents six months prior to the decision, 3rd model is based on; one year prior to the decision. After some time periods 4th model is used which based on; change in variables over the last six months prior to the decision, model 5th is based on; change from one year to six months prior to the decision; and model six is; change over the past year. They collected data through the use of self-report questionnaires with the sample size of 108 white collar or professional workers from manufacturing, service, retail and other firms in South Africa. Median differences, t-tests and logistic regression models were utilized for the analysis and results shown that sample suggested a varying turnover process, depending on period in time. Leavers in the test sample started with a considerable drop in satisfaction over a six-month period (Model Five). This apparently led to increased withdrawal intentions at the end of the six months (Model Two) and possibly increased search intentions and behavior (not assessed here). The subsequent six months saw a further drop in satisfaction, and this time also a significant drop in commitment (Model Four). At the end of this period, there are significantly low satisfaction scores and high withdrawal intentions (Model One). The study recommended that managers and researchers are encouraged to develop contingency approaches to retention, whereby differences in turnover process depending on time, demographics group or any other considerations must be understood and adjusted for. Lachman & diamante (1967) investigated the withdrawal and restraining factors in teachers turnover intentions. They examines how work related withdrawal inducing and restraining factors affect the intention to leave work of male and female teachers with the sample size of 239 high school teachers in Israel. The model consisting of two major variables like withdrawal factors intrinsic job rewards, management policies and practices, social relations and work load

 induce burnout, which, in turn, affect turnover intentions and the restraining factors age, tenure, pension privileges, position in school, specify of training have an inverse unmediated effect on turnover intentions. For analysis standardized regression coefficients, mean and standard deviation were used which results that the analysis of quitting intentions are relevant in explaining the variance in quitting that is attributable to work factors. Their findings support the proposition that turnover intentions are restrained by various gains and investment outcomes acquired during employment in a particular job that cannot be transferred to another job. Furthermore, the influence of job-related restraining factors on the intention to leave appears to be as important as that of withdrawal factors. He recommended that (1) Teachers' turnover intentions are similarly affected by both withdrawal and restraining factors, and therefore both should be used in explaining such intentions. (2) The proposed theoretical model of turnover intentions varies with sex, and these differences should be accounted for in future turnover studies.