000			01901naa a2200181uu 4500
001			0121416064137
003			OSt
005			20190211174125.0
008			101214s2010 xx ||||gr |0|| 0 eng d
100	1		_aCHAN SU, Jung _943355
245	1	0	_aPredicting organizational actual turnover rates in the U.S. federal government
260			_aPhiladelphia : _bRoutledge, _cSeptember 2010
520	3		_aThis study expands the level of analysis on turnover in public administration, especially in the U.S. federal government, from the individual level to the organizational level by using organizational actual turnover rates. Some scholars argue that public employees' turnover intention generally reflects actual turnover. However, very little empirical evidence supporting this argument has been provided in public administration, especially in a broad array of public agencies. This study has rejected this argument by showing insignificant or weakly significant correlations between organizational actual turnover and weighted turnover intention rates. In addition, overall, the two regression results for organizational actual turnover and turnover intention also show different results from those in the existing literature on individual-level turnover intention. The significant predictors of organizational actual turnover rates are goal ambiguity, pay satisfaction, and diversity policy satisfaction. The correlation and regression results imply that research on predictors of turnover may need to consider the differences that may result from using different units of analysis and to make a distinction between turnover intention and actual turnover
773	0	8	_tInternational Public Management Journal _g13, 3, p. 297-317 _dPhiladelphia : Routledge, September 2010 _xISSN 10967494 _w
942			_cS
998			_a20101214 _b1606^b _cDaiane
998			_a20110119 _b1511^b _cCarolina
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c37748 _d37748
041			_aeng