Compare methods

	Event History Turnover Analysis	Psychological Empowerment Scale
Field	Organizational Behavior	Organizational Behavior
Family	Survival analysis	Latent structure
Year of origin	1993	1995
Originator	Paul D. Allison; June G. Morita, Thomas W. Lee & Richard T. Mowday	Gretchen M. Spreitzer; Kenneth W. Thomas & Betty A. Velthouse
Type	Time-to-event modeling of employee turnover	Multidimensional latent-construct measurement model
Seminal source	Morita, J. G., Lee, T. W., & Mowday, R. T. (1993). The regression-analog to survival analysis: A selected application to turnover research. Academy of Management Journal, 36(6), 1430-1464.	Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
Aliases	Survival Analysis of Turnover, Hazard Modeling of Employee Turnover, Time-to-Turnover Analysis, Employee Tenure Survival Models	Spreitzer Empowerment Scale, Psychological Empowerment in the Workplace, Four-Dimensional Empowerment Measure, Workplace Psychological Empowerment
Related	3	3
Summary	Event history turnover analysis models not just whether employees leave but when they leave, treating tenure as a duration and the act of quitting as an event whose timing carries information. Paul Allison's 1984 monograph brought event history methods — survival and hazard models — into the social sciences with a regression-oriented treatment that handles the censoring inherent in longitudinal data. Morita, Lee, and Mowday's 1993 Academy of Management Journal paper applied these techniques to turnover research, showing organizational scholars how to model the hazard of leaving and why time-to-event methods are superior to simple stayed-versus-left comparisons. The core object is the hazard function, the instantaneous risk of quitting given that one has stayed so far, which can depend on tenure and on employee and job characteristics. Because some employees are still present when the study ends, the analysis must correctly handle censored observations rather than discarding or mis-coding them. The result is a model that explains and predicts the timing of turnover.	The Psychological Empowerment Scale is Gretchen Spreitzer's measure of empowerment as an internal motivational state, defined by four cognitions: meaning, competence, self-determination, and impact. It operationalizes the interpretive model of Thomas and Velthouse, who in 1990 recast empowerment not as a managerial act of delegating power but as intrinsic task motivation reflected in how workers experience their roles. Spreitzer's 1995 Academy of Management Journal paper developed and validated a multidimensional scale, using confirmatory factor analysis across two samples to show that the four dimensions combine into a higher-order empowerment construct. She then situated empowerment in a nomological network of antecedents and consequences, linking it to managerial effectiveness and innovative behavior. The scale gave the field a concise, validated instrument and established psychological empowerment as a measurable state distinct from structural or relational notions of empowerment.