Sturman M C, Trevor C O
School of Hotel Administration, Cornell University, Ithaca, New York 14853-6902, USA.
J Appl Psychol. 2001 Aug;86(4):684-96. doi: 10.1037/0021-9010.86.4.684.
This article examines how the literatures of dynamic performance and the performance-turnover relationship inform each other. The nonrandom performance turnover relationship suggests that dynamic performance studies may be biased by their elimination of participants who do not remain for the entire study period. The authors demonstrated that the performance slopes of those who leave an organization differ from the performance slopes of those who remain. This finding suggests that studies of the performance-turnover relationship need to consider employee performance trends when predicting turnover. Replicating and extending the research of D. A. Harrison, M. Virick, and S. William (1996), the authors found that performance changes from the previous month and performance trends measured over a longer time period explained variance in voluntary turnover beyond current performance. Finally, the authors showed that performance trends interacted with current performance in the prediction of voluntary turnover.
本文探讨了动态绩效文献与绩效-离职率关系如何相互影响。非随机的绩效-离职率关系表明，动态绩效研究可能因剔除了未参与整个研究期的参与者而存在偏差。作者证明，离职员工的绩效斜率与留任员工的绩效斜率不同。这一发现表明，在预测离职率时，绩效-离职率关系的研究需要考虑员工的绩效趋势。通过复制和扩展D. A. 哈里森、M. 维里克和S. 威廉姆斯（1996年）的研究，作者发现，与上月相比的绩效变化以及在更长时间段内衡量的绩效趋势，能够解释当前绩效之外的自愿离职率差异。最后，作者表明，在预测自愿离职率时，绩效趋势与当前绩效存在相互作用。
