We theorize and demonstrate that the effects of both voluntary turnover rates and transfer-out rates
on job demands are far less deterministic than they might appear because managers can actively influence
job demands when employees leave. For instance, they can reduce the amount of assigned work so that remaining employees do not face additional per-person work requirements. If hospital administrators admit fewer patients (according to conversations with hospital management and empirical observations, this occurs regularly), then
turnover and transfer-out rates may not impact job demands. Alternatively, units can maintain prior
levels of output requirements and increase the work burden on remaining employees.