000			01718naa a2200241uu 4500
001			2052914304741
003			OSt
005			20231023143551.0
008			120529s2008 xx ||||gr |0|| 0 eng d
100	1		_916327 _aMeier, Kenneth J.
245	1	0	_aEmployee turnover and organizational performance : _btesting a hypothesis from classical public administration
260			_aCary : _bOxford University, _coct. 2008
520	3		_aEmpirical 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
650		4	_aMudança Organizacional _912138
650		4	_aComportamento Organizacional _912914
650		4	_aPesquisa Empírica _935474
700	1		_aHICKLIN, Alisa _932895
773	0	8	_tJournal of Public Administration Research and Theory - JPART _g18, 4, p. 573-590 _dCary : Oxford University, oct. 2008 _xISSN 10531858 _w
942			_cS
998			_a20120529 _b1430^b _cGeisneer
998			_a20120824 _b1549^b _cKeicielle
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c42457 _d42457
041			_aeng