Using a sample (n = 297) of private sector firms, this article conside
rs the role that firm characteristics, work force characteristics, loc
ation, and employee benefits practices have in explaining employee att
rition. Hierarchical regression analyses suggest that benefit practice
s are associated with turnover, even when controlling for firm charact
eristics, firm setting, and work force characteristics. Specifically,
firms where benefits were a higher percentage of total labor costs and
firms whose benefits packages were described to be of higher quality
experienced less attrition. Implications of the findings for human res
ource management are discussed.