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An agency-level analysis of turnover...

Cohen, Galia.

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An agency-level analysis of turnover behavior and turnover intention: Evidence from the U.S. federal government.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	An agency-level analysis of turnover behavior and turnover intention: Evidence from the U.S. federal government./
作者:	Cohen, Galia.
面頁冊數:	176 p.
附註:	Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.
Contained By:	Dissertation Abstracts International75-11A(E).
標題:	Sociology, Organizational. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3629016
ISBN:	9781321056709

An agency-level analysis of turnover behavior and turnover intention: Evidence from the U.S. federal government.
Cohen, Galia.

An agency-level analysis of turnover behavior and turnover intention: Evidence from the U.S. federal government. - 176 p.

Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.

Thesis (Ph.D.)--The University of Texas at Dallas, 2014.

This item must not be sold to any third party vendors.

A major objective of human resource planning in the federal government is predicting future employee turnover. This is especially true in light of the alarming quit rates among new hires and retirement-eligible employees in federal agencies (Partnership for Public Service and Booz Allen Hamilton, 2010). However, such predictions are usually based on employee intent -to-quit the job rather than on actual quitting (Kirschenbaum and Weisberg 1990; Cho and Lewis 2012). Studies examining the relationship between turnover intention and actual turnover are scarce and demonstrate conflicting results. In particular, some scholars argue that a survey response to one's intention to leave his job cannot actually attest for his real future behavior and that turnover intention is a poor predictor of actual turnover (for example: Modway 1987; Kirschenbaum and Weisberg 1990, Jung 2010).

ISBN: 9781321056709Subjects--Topical Terms:

1018023
Sociology, Organizational.

An agency-level analysis of turnover behavior and turnover intention: Evidence from the U.S. federal government.
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245 1 3 $a An agency-level analysis of turnover behavior and turnover intention: Evidence from the U.S. federal government.
300 $a 176 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.
500 $a Adviser: R. Paul Battaglio.
502 $a Thesis (Ph.D.)--The University of Texas at Dallas, 2014.
506 $a This item must not be sold to any third party vendors.
506 $a This item must not be added to any third party search indexes.
520 $a A major objective of human resource planning in the federal government is predicting future employee turnover. This is especially true in light of the alarming quit rates among new hires and retirement-eligible employees in federal agencies (Partnership for Public Service and Booz Allen Hamilton, 2010). However, such predictions are usually based on employee intent -to-quit the job rather than on actual quitting (Kirschenbaum and Weisberg 1990; Cho and Lewis 2012). Studies examining the relationship between turnover intention and actual turnover are scarce and demonstrate conflicting results. In particular, some scholars argue that a survey response to one's intention to leave his job cannot actually attest for his real future behavior and that turnover intention is a poor predictor of actual turnover (for example: Modway 1987; Kirschenbaum and Weisberg 1990, Jung 2010).
520 $a The purpose of this study is to provide an agency-level evaluation of the usefulness of turnover intention as a reliable proxy for actual turnover in U.S. federal agencies. Two hierarchical regressions, for actual turnover rate and for turnover intention rate, are undertaken. The findings suggest that although correlated, turnover intention and actual turnover are two distinct concepts that are predicted by different sets of variables. The strongest variables that explain agency turnover intention rate are a mix of perceptual factors, while those explaining agency actual turnover rate pertain more to the agency's demographic characteristics. This study highlights the value of differentiating actual turnover and intention to turnover in the organizational level.
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650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
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