Turnover Behavior among U.S. Government Employees (notice n° 569753)
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|---|---|
| fixed length control field | 02073cam a2200169 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121131605.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Hur, Hyungjo |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Turnover Behavior among U.S. Government Employees |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2020.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 15 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | High employee turnover is a critical policy issue for public managers to solve. The U.S. government is concerned about slowing turnover rates, which accelerated from 14-15% to more than 18% since the Great Recession. Explanations for increases in employee departure are more difficult to pin down. The expected wave of baby boomer retirements did not materialize and cannot explain turnover. The impact of the Great Recession on employment makes it more difficult to theorize about the relationship between employee organizational fit and turnover. This study analyzes U.S. government employees’ turnover using data from the 2003, 2006, 2010, and 2013 editions of the National Survey of College Graduates (NSCG). The data provide a unique opportunity to study cohorts of U.S. government workers before and after the recession. Statistical models of employee turnover focus on comparing the factors that lead to employee departure. The exodus of workers from government offices can be explained more by the fit between the individual and organizational needs, as opposed to a mismatch between the skills required in the job and the needs of the organization. The results show that when there is a mismatch between individual skill level and the skills in their job, individuals are more likely to move within government. Workers that made job changes after the recession (2010-13) had a greater gap in organizational fit than those that made job changes prior to the recession (2003-06). |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Hawley, Joshua |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | International Review of Administrative Sciences | 86 | 4 | 2020-12-02 | p. 671-686 | 0303-965X |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-international-review-of-administrative-sciences-2020-4-page-671?lang=en&redirect-ssocas=7080">https://shs.cairn.info/journal-international-review-of-administrative-sciences-2020-4-page-671?lang=en&redirect-ssocas=7080</a> |
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