Original Research

Voluntary turnover of high achievers: A systems psychodynamics analysis with CIBART

Calum B. McComb, Antoni Barnard
SA Journal of Industrial Psychology | Vol 50 | a2212 | DOI: https://doi.org/10.4102/sajip.v50i0.2212 | © 2024 Calum B. McComb, Antoni Barnard | This work is licensed under CC Attribution 4.0
Submitted: 25 April 2024 | Published: 30 August 2024

About the author(s)

Calum B. McComb, Department of Industrial and Organisational Psychology, College of Economic and Management Sciences, University of South Africa, Pretoria, South Africa
Antoni Barnard, Department of Industrial and Organisational Psychology, College of Economic and Management Sciences, University of South Africa, Pretoria, South Africa

Abstract

Orientation: Voluntary turnover is a costly and frequently disruptive organisational phenomenon, particularly when it involves high achievers.

Research purpose: The study aimed to develop a psychodynamic exposé of voluntary turnover by applying the conflict, identity, boundaries, authority, roles and task (CIBART) model to the lived experiences of high achievers.

Motivation for the study: The research primarily focusses on voluntary turnover as an individual, rational decision-making process. It recognises the contribution of unconscious systems psychodynamics to voluntary turnover. Research conducted from this perspective is necessary to gain a more comprehensive and in-depth understanding of the topic.

Research approach/design and method: Seven case studies of individual voluntary turnover were conducted in a large private retail company. Data were collected using free association narrative (FANI) interviews. The analysis of the data was guided by hermeneutic phenomenology, and the interpretive frame used was the CIBART model.

Main findings: Six themes were constructed to describe the conflict dynamics along each of the six CIBART dimensions. Within each theme, the conflict dynamic is exposed, revealing the subsequent anxiety and defences that accumulate leading to the decision to leave. Ultimately, the six themes synthesise to propose that voluntary turnover is a conscious manifestation, yet an unconscious defence against system-wide conflict.

Practical/managerial implications: Facilitating leaders’ understanding and processing of the conflict dynamics that occur across the CIBART dimensions, and which contribute to voluntary turnover, create opportunities for both transformation and prevention.

Contribution/value-add: The research offers insights into the psychodynamics of voluntary turnover, which consulting psychologists and organisational leaders can utilise to address this phenomenon within their work groups.


Keywords

voluntary turnover; systems psychodynamics; CIBART; hermeneutic phenomenology; high achievers.

JEL Codes

J63: Turnover • Vacancies • Layoffs; M12: Personnel Management • Executives; Executive Compensation; M51: Firm Employment Decisions • Promotions

Sustainable Development Goal

Goal 8: Decent work and economic growth

Metrics

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