EVALUATION OF PRECURSORS OF HOSPITAL EMPLOYEE TURNOVER
EVALUATION OF PRECURSORS OF HOSPITAL EMPLOYEE TURNOVER
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DOI：
10.1037/0021-9010.63.4.408
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发表时间：
1978-01-01
影响因子：
9.9
通讯作者：
HOLLINGSWORTH, AT
中科院分区：
文献类型：
--
作者：
MOBLEY, WH;HORNER, SO;HOLLINGSWORTH, AT
为了评估员工离职的启发式模型，收集了203名医院员工的调查数据。调查问卷包括一般和工作方面的满意度，对辞职的想法，辞职的意图，找到另一份工作的可能性，和传记信息的措施。47周后收集周转数据。工作满意度与离职率、年龄-任期与离职率、满意度与离职想法、离职意向与离职率之间的零阶相关与前人研究结果一致。当一个简化的启发式模型的员工退出决策过程进行回归分析，显着的系数，从工作满意度的离职和搜索的想法，但不实际的离职。根据假设，离职意向与实际流失之间的相关系数是唯一显著的。结果支持在撤回过程中的意图的首要地位，并进一步证明需要的模型的营业额的过程中更完整的比传统的不满营业额模型。(26参考）（PsycINFO数据库记录（c）2016阿帕，保留所有权利）
To evaluate a heuristic model of employee turnover, survey data were collected from 203 hospital employees. The questionnaire included measures of general and job facet satisfaction, thoughts about quitting, the intention to quit, the perceived probability of finding another job, and biographical information. Turnover data were collected 47 wks later. Zero-order correlations between job satisfaction and turnover, age–tenure and turnover, satisfaction and thinking of quitting, and intention to quit and turnover were consistent with previous research. When a simplified heuristic model of the employee withdrawal decision process was subjected to regression analysis, significant coefficients were evident from job satisfaction to thinking of quitting and intention to search, but not to actual turnover. As hypothesized, intention to quit exhibited the only significant coefficient with actual attrition. Results support the primacy of intentions in the withdrawal process and serve to further demonstrate the need for models of the turnover process more complete than the traditional dissatisfaction–turnover model.(26 ref)(PsycINFO Database Record (c) 2016 APA, all rights reserved)