Lowery B J, Jacobsen B S
Nurs Res. 1984 Nov-Dec;33(6):363-7.
The possibility that turnover may have a good side has been given increased attention in recent literature. The purpose of this investigation was to study whether turnover, defined as voluntary exit from employment, among newly hired nurses displaces poor performers. Routine performance ratings of 92 leavers and 184 stayers were compared for differences in overall ratings and for ratings on 10 job factor subscales. Results indicated that those who left employment were judged as significantly lower on overall ratings and on 7 of the 10 job factors on which overall ratings were based. The performance factor that best discriminated between leavers and stayers was the variable of interest and motivation, with those leaving being lower on the scale than the stayers. Further study of the performance-turnover relationship and study of other possible consequences of turnover are suggested.
近期文献越来越关注人员流动可能存在积极一面的可能性。本调查的目的是研究新聘用护士中被定义为自愿离职的人员流动是否会取代表现不佳者。比较了92名离职者和184名留任者的常规绩效评级，以分析总体评级以及10个工作因素子量表评级的差异。结果表明，离职人员在总体评级以及构成总体评级的10个工作因素中的7个因素上的评分明显较低。区分离职者和留任者的最佳绩效因素是兴趣和动机变量，离职者在该量表上的得分低于留任者。建议进一步研究绩效与人员流动的关系以及人员流动的其他可能后果。
