Research & Projects

Managing Revolving Organizations

With new labor market dynamism high degrees of employee turnover can be costly and disruptive to organizations. Previous research has investigated a number of factors affecting employee turnover such as individual differences, the nature of the job, the organizational context, or job search gateways. While this research has made significant progress in understanding why employees leave an organization and what retention practices can be employed, very little research has been conducted that addresses the unique structures, decision making, and culture of those firms that face extreme levels of employee turnover across organizational levels and units; we call these organizations revolving organizations. Based on an in-depth case study of a unique case, we explore the mechanisms and managerial practices of a revolving organization in the consulting industry. For this research we draw on multiple data sources such as participant observations, in-depth interviews, and full access to documented files of the organization.

Research partner: Sascha Albers, University of Cologne; Anna Osterspey, University of Bern; Oscar GmbH

  • Prof. Dr. Markus Reihlen