Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees

As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect...

Ausführliche Beschreibung

Gespeichert in:

Bibliographische Detailangaben
Veröffentlicht in:	Review of public personnel administration 2012-03, Vol.32 (1), p.4-23
Hauptverfasser:	Cho, Yoon Jik, Lewis, Gregory B.
Format:	Artikel
Sprache:	eng
Schlagworte:	Baby boomers Careers Employee attitude Employee turnover Employment practices Federal employees Human resource management Human Resources Joint ventures Management Retirement Studies
Online-Zugang:	Volltext
Tags:	Tag hinzufügen Keine Tags, Fügen Sie den ersten Tag hinzu!

container_end_page	23
container_issue	1
container_start_page	4
container_title	Review of public personnel administration
container_volume	32
creator	Cho, Yoon Jik Lewis, Gregory B.
description	As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect turnover intention and whether they matter equally at all stages of the federal career. First, however, we test how well turnover intention predicts behavior using a 1% sample of the Central Personnel Data File (CPDF) and the 2005 Merit Principles Survey (MPS). Although turnover intention and behavior are correlated, they respond differently enough to demographic factors to suggest the need for caution in extrapolating the apparent impact of HRM practices from turnover intention to behavior.
doi_str_mv	10.1177/0734371X11408701
format	Article
fullrecord	<record><control><sourceid>proquest_cross</sourceid><recordid>TN_cdi_proquest_miscellaneous_1023023259</recordid><sourceformat>XML</sourceformat><sourcesystem>PC</sourcesystem><sage_id>10.1177_0734371X11408701</sage_id><sourcerecordid>1023023259</sourcerecordid><originalsourceid>FETCH-LOGICAL-c341t-8fa49a8cc102c42f3fe4a08a0be889b80b8de16e595815de8e67ef4d884f87aa3</originalsourceid><addsrcrecordid>eNp1kM1LAzEQxYMoWKt3j4unXlYz2aSZHLX4USh4qdDbkt2d6JZ2U5Ntwf_elIpCQRgYmPd7j8cwdg38FkDrO64LWWhYAEiOmsMJG4BSItfKLE7ZYC_ne_2cXcS45ByEVHrARvNt6PyOQjbteur61neZ7Zrs9_xAH3bX-nDJzpxdRbr62UP29vQ4n7zks9fn6eR-lteFhD5HZ6WxWNfARS2FKxxJy9HyihBNhbzChmBMyigE1RDSWJOTDaJ0qK0thmx0yN0E_7ml2JfrNta0WtmO_DaWKbdII5RJ6M0RuvSpdmpXGjE2QmqABPEDVAcfYyBXbkK7tuErJZX7z5XHn0uW_GCJ9p3-Mv_lvwG75Wxl</addsrcrecordid><sourcetype>Aggregation Database</sourcetype><iscdi>true</iscdi><recordtype>article</recordtype><pqid>926924711</pqid></control><display><type>article</type><title>Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees</title><source>Access via SAGE</source><source>Worldwide Political Science Abstracts</source><creator>Cho, Yoon Jik ; Lewis, Gregory B.</creator><creatorcontrib>Cho, Yoon Jik ; Lewis, Gregory B.</creatorcontrib><description>As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect turnover intention and whether they matter equally at all stages of the federal career. First, however, we test how well turnover intention predicts behavior using a 1% sample of the Central Personnel Data File (CPDF) and the 2005 Merit Principles Survey (MPS). Although turnover intention and behavior are correlated, they respond differently enough to demographic factors to suggest the need for caution in extrapolating the apparent impact of HRM practices from turnover intention to behavior.</description><identifier>ISSN: 0734-371X</identifier><identifier>EISSN: 1552-759X</identifier><identifier>DOI: 10.1177/0734371X11408701</identifier><language>eng</language><publisher>Los Angeles, CA: SAGE Publications</publisher><subject>Baby boomers ; Careers ; Employee attitude ; Employee turnover ; Employment practices ; Federal employees ; Human resource management ; Human Resources ; Joint ventures ; Management ; Retirement ; Studies</subject><ispartof>Review of public personnel administration, 2012-03, Vol.32 (1), p.4-23</ispartof><rights>SAGE Publications 2012</rights><rights>Copyright SAGE PUBLICATIONS, INC. Mar 2012</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c341t-8fa49a8cc102c42f3fe4a08a0be889b80b8de16e595815de8e67ef4d884f87aa3</citedby><cites>FETCH-LOGICAL-c341t-8fa49a8cc102c42f3fe4a08a0be889b80b8de16e595815de8e67ef4d884f87aa3</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktopdf>$$Uhttps://journals.sagepub.com/doi/pdf/10.1177/0734371X11408701$$EPDF$$P50$$Gsage$$H</linktopdf><linktohtml>$$Uhttps://journals.sagepub.com/doi/10.1177/0734371X11408701$$EHTML$$P50$$Gsage$$H</linktohtml><link.rule.ids>314,780,784,21819,27924,27925,43621,43622</link.rule.ids></links><search><creatorcontrib>Cho, Yoon Jik</creatorcontrib><creatorcontrib>Lewis, Gregory B.</creatorcontrib><title>Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees</title><title>Review of public personnel administration</title><description>As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect turnover intention and whether they matter equally at all stages of the federal career. First, however, we test how well turnover intention predicts behavior using a 1% sample of the Central Personnel Data File (CPDF) and the 2005 Merit Principles Survey (MPS). Although turnover intention and behavior are correlated, they respond differently enough to demographic factors to suggest the need for caution in extrapolating the apparent impact of HRM practices from turnover intention to behavior.</description><subject>Baby boomers</subject><subject>Careers</subject><subject>Employee attitude</subject><subject>Employee turnover</subject><subject>Employment practices</subject><subject>Federal employees</subject><subject>Human resource management</subject><subject>Human Resources</subject><subject>Joint ventures</subject><subject>Management</subject><subject>Retirement</subject><subject>Studies</subject><issn>0734-371X</issn><issn>1552-759X</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2012</creationdate><recordtype>article</recordtype><sourceid>7UB</sourceid><recordid>eNp1kM1LAzEQxYMoWKt3j4unXlYz2aSZHLX4USh4qdDbkt2d6JZ2U5Ntwf_elIpCQRgYmPd7j8cwdg38FkDrO64LWWhYAEiOmsMJG4BSItfKLE7ZYC_ne_2cXcS45ByEVHrARvNt6PyOQjbteur61neZ7Zrs9_xAH3bX-nDJzpxdRbr62UP29vQ4n7zks9fn6eR-lteFhD5HZ6WxWNfARS2FKxxJy9HyihBNhbzChmBMyigE1RDSWJOTDaJ0qK0thmx0yN0E_7ml2JfrNta0WtmO_DaWKbdII5RJ6M0RuvSpdmpXGjE2QmqABPEDVAcfYyBXbkK7tuErJZX7z5XHn0uW_GCJ9p3-Mv_lvwG75Wxl</recordid><startdate>201203</startdate><enddate>201203</enddate><creator>Cho, Yoon Jik</creator><creator>Lewis, Gregory B.</creator><general>SAGE Publications</general><general>SAGE PUBLICATIONS, INC</general><scope>AAYXX</scope><scope>CITATION</scope><scope>7UB</scope></search><sort><creationdate>201203</creationdate><title>Turnover Intention and Turnover Behavior</title><author>Cho, Yoon Jik ; Lewis, Gregory B.</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c341t-8fa49a8cc102c42f3fe4a08a0be889b80b8de16e595815de8e67ef4d884f87aa3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2012</creationdate><topic>Baby boomers</topic><topic>Careers</topic><topic>Employee attitude</topic><topic>Employee turnover</topic><topic>Employment practices</topic><topic>Federal employees</topic><topic>Human resource management</topic><topic>Human Resources</topic><topic>Joint ventures</topic><topic>Management</topic><topic>Retirement</topic><topic>Studies</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Cho, Yoon Jik</creatorcontrib><creatorcontrib>Lewis, Gregory B.</creatorcontrib><collection>CrossRef</collection><collection>Worldwide Political Science Abstracts</collection><jtitle>Review of public personnel administration</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Cho, Yoon Jik</au><au>Lewis, Gregory B.</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees</atitle><jtitle>Review of public personnel administration</jtitle><date>2012-03</date><risdate>2012</risdate><volume>32</volume><issue>1</issue><spage>4</spage><epage>23</epage><pages>4-23</pages><issn>0734-371X</issn><eissn>1552-759X</eissn><abstract>As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect turnover intention and whether they matter equally at all stages of the federal career. First, however, we test how well turnover intention predicts behavior using a 1% sample of the Central Personnel Data File (CPDF) and the 2005 Merit Principles Survey (MPS). Although turnover intention and behavior are correlated, they respond differently enough to demographic factors to suggest the need for caution in extrapolating the apparent impact of HRM practices from turnover intention to behavior.</abstract><cop>Los Angeles, CA</cop><pub>SAGE Publications</pub><doi>10.1177/0734371X11408701</doi><tpages>20</tpages></addata></record>
fulltext	fulltext
identifier	ISSN: 0734-371X
ispartof	Review of public personnel administration, 2012-03, Vol.32 (1), p.4-23
issn	0734-371X 1552-759X
language	eng
recordid	cdi_proquest_miscellaneous_1023023259
source	Access via SAGE; Worldwide Political Science Abstracts
subjects	Baby boomers Careers Employee attitude Employee turnover Employment practices Federal employees Human resource management Human Resources Joint ventures Management Retirement Studies
title	Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees
url	https://sfx.bib-bvb.de/sfx_tum?ctx_ver=Z39.88-2004&ctx_enc=info:ofi/enc:UTF-8&ctx_tim=2024-12-28T15%3A49%3A06IST&url_ver=Z39.88-2004&url_ctx_fmt=infofi/fmt:kev:mtx:ctx&rfr_id=info:sid/primo.exlibrisgroup.com:primo3-Article-proquest_cross&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&rft.genre=article&rft.atitle=Turnover%20Intention%20and%20Turnover%20Behavior:%20Implications%20for%20Retaining%20Federal%20Employees&rft.jtitle=Review%20of%20public%20personnel%20administration&rft.au=Cho,%20Yoon%20Jik&rft.date=2012-03&rft.volume=32&rft.issue=1&rft.spage=4&rft.epage=23&rft.pages=4-23&rft.issn=0734-371X&rft.eissn=1552-759X&rft_id=info:doi/10.1177/0734371X11408701&rft_dat=%3Cproquest_cross%3E1023023259%3C/proquest_cross%3E%3Curl%3E%3C/url%3E&disable_directlink=true&sfx.directlink=off&sfx.report_link=0&rft_id=info:oai/&rft_pqid=926924711&rft_id=info:pmid/&rft_sage_id=10.1177_0734371X11408701&rfr_iscdi=true