McCarthy Ilana O, Moonesinghe Ramal, Dean Hazel D
Centers for Disease Control and Prevention, Atlanta, GA, USA.
Sage Open. 2020;10(2). doi: 10.1177/2158244020931847.
Employee turnover is a major challenge facing the federal workforce, which has lost more employees to voluntary turnover than any other form of turnover. This study determined the associations between engagement, demographic factors, and voluntary turnover intention by analyzing 2015 Federal Employee Viewpoint Survey data. The findings indicate that employees with higher engagement levels are less likely to report an intention to leave their jobs than those with lower engagement levels. All engagement factors-perceptions of supervisors, leaders, and intrinsic work experience-are independently associated with turnover intention. Demographics also influenced turnover intention; being younger, male, and in a supervisory role and having a higher education level and shorter tenure were more likely to indicate turnover intention. Increasing employee engagement can have a positive effect on retaining a productive federal workforce. To retain an effective federal workforce, human capital management practices are needed to optimize factors that reduce turnover intention.
员工流动率是联邦劳动力面临的一项重大挑战，与其他任何形式的流动相比，因自愿离职而流失的员工更多。本研究通过分析2015年联邦员工观点调查数据，确定了敬业度、人口统计学因素与自愿离职意向之间的关联。研究结果表明，敬业度较高的员工比敬业度较低的员工更不太可能表示有离职意向。所有敬业度因素——对主管、领导的看法以及内在工作体验——都与离职意向独立相关。人口统计学因素也影响离职意向；年龄较小、男性、担任管理职务、教育水平较高且任期较短的人更有可能表示有离职意向。提高员工敬业度对留住高效的联邦劳动力可能会产生积极影响。为了留住高效的联邦劳动力，需要采用人力资本管理做法来优化那些降低离职意向的因素。
