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Employee turnover and organizational performance: testing a hypothesis from classical public administration

Meier, Kenneth John and Hicklin, Alisa 2008. Employee turnover and organizational performance: testing a hypothesis from classical public administration. Journal of Public Administration Research and Theory 18 (4) , pp. 573-590. 10.1093/jopart/mum028

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Abstract

Empirical studies of public employee turnover, particularly using turnover as an independent variable, are rare; and most of the literature assumes turnover to have a negative impact on organizations. This study examines a provocative but little supported hypothesis that has recently emerged in the private sector literature that turnover may provide positive benefits to the organization, at least up to a point. Using data from several hundred public organizations over a nine-year period, we test the proposition that moderate levels of turnover may positively affect organizational performance. We find that while turnover is indeed negatively related to performance for the organization's primary goal, it does have the hypothesized nonlinear relationship for a secondary output that is characterized by greater task difficulty.

Item Type: Article
Date Type: Publication
Status: Published
Schools: Business (Including Economics)
Subjects: H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
H Social Sciences > HG Finance
H Social Sciences > HJ Public Finance
J Political Science > JN Political institutions (Europe) > JN101 Great Britain
Publisher: Oxford University Press
ISSN: 1053-1858
Last Modified: 04 Jun 2017 03:12
URI: http://orca.cf.ac.uk/id/eprint/18173

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Cited 39 times in Web of Science. View in Web of Science.

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