Abstract:In contrast with hourly manufacturing and service workers, the productivity of salaried knowledge workers such as engineers can be difficult to measure. In particular, hourly workers may practice physical absenteeism, while salaried engineers may practice mental absenteeism. An important aspect of this issue is what specifically causes engineers to mentally depart from their jobs before they physically leave. This phenomenon is labeled “cognitive turnover” (CT). The contribution of this article is to provide empirical data from engineers across multiple organizations to illustrate how CT can be identified and measured. This research demonstrates the first two phases in the development of a methodology that an engineering manager can use to identify the measures that provide evidence of eCT for engineering knowledge workers. The methodology seeks to identify personnel experiencing CT, categorize relevant causes, and provide pertinent solutions. This will allow organizations to evaluate their situa...