| Turnover has been a hot topic to researchers and enterprisers for decades. When people are worrying about the high turnover rate and busy struggling against job-hopping, a topic which is not new but has been ignored is raised by the author to offer a new visual angle to the turnover problem. We have to know that once there is a employee in a team quits, there should be more than one employees who experience the turnover event. Existing studies as well a investigation conduct by the author show that the event of colleague turnover has a considerably obvious impact on the stayers.What is the impact, how it works and the relationships between impacting factors are discussed and investigated in this study. By literature study and interview, 6 factors though which the event of colleague turnover impact on the stayers are identified, they are: Cognitive Appraisal of the Turnover Event, the Perceiving of Suddenness, Changes of Conventionality of Work, Perceiving of Possible Job Alternatives, Justification of the Causal Agent, Perceiving of the Turnover Risk. Propositions are made and an Impact of Colleague Turnover questionnaire is created.Based on a survey of 138 employees, we have following conclusions:1. The impact of colleague turnover on stayer's affective reaction and turnover intention has been proved.2. The quality of relationship with the former colleague has a positive correlation with turnover intention3. The quality of relationship with the former colleague has a positive correlation with negative affective reaction.4. The quality of relationship with the former colleague has a negative correlation with positive affective reaction.5. Justification of the Causal Agent has a positive correlation with turnover intention6. The quality of relationship with the former colleague has a negative with a perceiving Changes of Conventionality of Work. 7. The quality of relationship with the former colleague has a positive correlation withPerceiving of Possible Job Alternatives.
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