Foreign experience of psychological prevention of staff turnover
The article considers three main foreign approaches to solving the problem of staff turnover in organizations. The factors and causes of staff turnover identified in the American socio-psychological school, the German classical school and the Japanese school of organizational psychology are reflected. Concepts, models and technologies of psychological prevention of staff turnover are presented, based on socio-economic and socio-historical state features. It was revealed that the main factors of staff turnover of foreign psychological schools include: the system of labor relations, economic changes, demographic trends, the accepted system of values. It is established that researchers adhere to a single structure of factorization of the causes of staff turnover, including organizational (management style, value system of the organization, indicators of social and economic security) and individual psychological (professional motivation, socio-psychological and professional adaptation, dedication to the company, professional integration, involvement in professional activities) reasons. The analysis of the periodization of socio-historical and social development made it possible to identify typical features of foreign approaches to psychological prevention of staff turnover, as well as to identify significant differences between them, which contributes to the introduction of these methods and technologies into the practice of domestic organizations.