A Comprehensive Programmatic Investigation of the Antecedents and Consequences Related With the Great Resignation of Individuals and Organizations – A COVID-19 Strategic Review and Research Agenda
Keywords:management policy, Great Resignation, employer, employee, retention, engagement, workforce, toxic culture, workplace flexibility, employee arrangement
“The Great Resignation” has caused an impact across every industry in the U.S. (Thompson, 2021b). Since it began with record-high resignation rates in April 2021, there has been much speculation on why workers are resigning as organizations struggle to deal with these impacts (Iacurci, 2022). This study reviews emergent research into the causes of “The Great Resignation” to determine if recent research and preliminary studies support popular theory/ opinions and aim to link the emergent causes with more developed studies in employee retention to provide actionable strategies for organizations. This review finds that wages, childcare issues, and workplace culture are all leading causes of resignations (Fuller & Kerr, 2022; Slater, 2022). Other popular theories on resignation causes such as government aid, preference for remote work, burnout, and employer requirements were also considered. Because this study provides an initial review of emergent research and seeks to add further contributions, future research is needed to provide additional insights to fully understand and determine the causes and impacts of “The Great Resignation” in the U.S.