How long will you stay at that new job?

The study analyzed survey data from 656 graduate trainees in 32 cohorts at global information technology services firm. It found that new employees close to their cohort are more likely to be influenced by them and would consider a new job search if the cohort decided to search for a job. However, the cohort’s impact is mitigated if the employee prefers their organization’s geographic location.

The study’s principal investigator is Amit Chauradia, PhD, assistant professor at the University of South Florida’s Muma College of Business, and its first author is Koustab Ghosh, PhD, associate professor at the Indian Institute of Management Rohtak, Haryana, India.

“We all want to reduce turnover, that’s the biggest problem organizations face,” explains Chauradia.

He says that if a new employee really prefers their current location it reduces the impact that the cohort will have on turnover. “So for example, if I want to be in Cincinnati, then whatever the core does impacts me a little, but not as much,” says Chauradia.

UC’s Peat says their study findings build off discussions on social contagion effects of turnover, but charts new ground in focusing on the impact of cohorts on job behavior. He adds that a focus on work location is part of a growing national conversation as more companies ask workers to return to in-office activities.

“So with these return-to-office requirements you can’t just live anywhere,” says Peat. “You have to live locationally bound somewhat to an office.”

Featured top image of a group of employees celebrating a job well done. Photo/Istock.