Employees' roles as organizational members often do not end immediately after they have made the decision to leave or it has been made for them. Instead, this decision serves as a turning point initiating an exit transition process. The purpose of this article is to consolidate prior scholarship in order to gain an understanding of the state of the science, as it pertains to exit transitions. Our literature review yielded almost 200 articles that have directly or indirectly studied the exit transition process. In organizing the insights from these studies, four categories of exit transition scholarship emerged—exit transitions in the context of voluntary turnover, involuntary turnover, temporary transitions, and top management exits. Moreover, our review indicated that exit transitions are shaped by three critical forces—the permanence of the transition, the magnitude of the identity change associated with the exit, and the organizational impact of the exit. We review research on each of the four categories and show how each type of transition is shaped by these forces. Finally, we turn our focus to the future of work and discuss how changes in the way that work is structured may alter the study of employee exit transitions in the future.

中文翻译：

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从内部人到外部人的道路：员工离职过渡的回顾

员工作为组织成员的角色通常不会在他们决定离开或已决定要离开后立即终止。相反，此决定可作为启动退出过渡过程的转折点。本文的目的是巩固先前的奖学金，以便对与退出过渡有关的科学状况有所了解。我们的文献综述产生了近200篇直接或间接研究出口过渡过程的文章。在整理来自这些研究的见解时，出现了四类退出过渡奖学金：自愿离职，非自愿离职，临时过渡和高层管理人员退出情况下的退出过渡。此外，我们的评论表明，出口过渡由三个关键因素决定：过渡的持久性，与出口相关的身份变化的幅度以及出口的组织影响。我们回顾了对这四个类别的研究，并展示了这些转变如何影响每种类型的过渡。最后，我们将重点放在工作的未来，并讨论工作结构方式的变化如何改变将来对员工离职过渡的研究。