perhaps one seeks to examine attrition, and examines all the variables. The researcher than sorts the demographic variables for those who voluntary quit an organization, and force ranks demographic variables that are highest. They then conclude the demographic variables that are greatest are a likely cause of the attrition.

Question to all - what are some of the fallacies in such an approach? And how might this task - assessing reasons for attrition - be better approached?

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There are several fallacies in the approach you described for examining attrition 1 Correlation vs Causation Just because a demographic variable is st... View the full answer