员工离职意向和自愿离职的过程对工作绩效的影响[文献翻译].doc
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1、本科毕业论文(设计)外文翻译外文题目THEIMPACTOFJOBPERFORMANCEONEMPLOYEETURNOVERINTENTIONSANDTHEVOLUNTARYTURNOVERPROCESS外文出处DARNOLDPERSONNELREVIEWVOL38NO2,2009P142158外文作者RYANDZIMMERMAN,TODDC原文THEIMPACTOFJOBPERFORMANCEONEMPLOYEETURNOVERINTENTIONSANDTHEVOLUNTARYTURNOVERPROCESSRYANDZIMMERMAN,TODDCINTENTIONSTOQUITUNTILTHE
2、MIDTOLATE1970S,MOSTATTITUDEBASEDTURNOVERMODELSPOSITEDDIRECTLINKSBETWEENEMPLOYEEATTITUDES,SUCHASJOBSATISFACTION,ANDTHEACTOFQUITTINGBRAYFIELDANDCROCKETT,1955VROOM,1964HOWEVER,ORGANIZATIONALRESEARCHERSTYPICALLYFOUNDONLYMODESTRELATIONSHIPSBETWEENTHESEATTITUDINALVARIABLESANDVOLUNTARYTURNOVERINHIS1976REVI
3、EWOFTHENATUREANDCONSEQUENCESOFJOBSATISFACTION,LOCKE1976NOTEDTHATCORRELATIONSBETWEENJOBSATISFACTIONANDVOLUNTARYTURNOVERWEREOFTENFOUNDTOBEMODERATEATBESTINCONTRAST,INREVIEWINGTHETURNOVERANDABSENTEEISMLITERATURE,PORTERANDSTEERS1973SUGGESTEDTHATAGREATEREMPHASISSHOULDBEPLACEDONUNDERSTANDINGTHETURNOVERDECI
4、SIONPROCESSSPECIFICALLY,THEYSUGGESTEDTHAT“INTENTTOLEAVE”ISALIKELYMEDIATORTOTHEATTITUDEBEHAVIORRELATIONSHIPANDREPRESENTSTHELASTSTEPPRIORTOQUITTINGIN1975,FISHBEINANDAJZENPROVIDEDATHEORETICALBASISFORFOCUSINGONBEHAVIORALINTENTIONSTHEIRTHEORYOFATTITUDESPOSTULATESTHAT“THEBESTSINGLEPREDICTORONANINDIVIDUALS
5、BEHAVIORWILLBEAMEASUREOFHISINTENTIONTOPERFORMTHATBEHAVIOR”FISHBEINANDAJZEN,1975,P369FINALLY,MOBLEY1977HYPOTHESIZEDAMODELOFTHEINTERMEDIATELINKAGESBETWEENJOBSATISFACTIONANDVOLUNTARYTURNOVER,WHICHOUTLINEDSEVERALCOGNITIVEDECISIONSMADEBYANEMPLOYEEBETWEENEXPERIENCINGJOBDISSATISFACTIONANDLEAVINGTHEORGANIZA
6、TIONTHESESTEPSINCLUDETHINKINGOFQUITTING,EVALUATIONOFTHEEXPECTEDUTILITYOFSEARCHINGFORANEWJOBANDTHECOSTOFQUITTING,INTENTIONTOSEARCH,SEARCHINGFORALTERNATIVES,EVALUATIONOFALTERNATIVES,COMPARISONOFALTERNATIVESWITHTHECURRENTJOB,ANDINTENTTOQUITONEIMPORTANTQUESTIONTHATMOBLEYS1977MODELRAISEDWASWHETHERALLOFTH
7、EDECISIONSMADEINTHEMODELHADSUBSTANTIVEVALIDITYSEVERALPRIMARYSTUDIESCONDUCTEDTOTESTMOBLEYSMODELFOUNDTHATMANYOFTHEMODELLINKAGESWERENOTSIGNIFICANT,HADSMALLEFFECTS,ORHADSIGNSTHATOPPOSEDTHEPREDICTEDRELATIONSHIPEGHOMETAL,1984MILLERETAL,1979UTILIZINGMETAANALYTICRESULTSINTHEIRTESTOFASTRUCTURALMODELOFTURNOVE
8、R,HOMETAL1992FOUNDTHATWITHINAMODELTHATINCLUDEDTHOUGHTSOFQUITTING,SEARCHINTENTION,ANDINTENTTOQUITASMEDIATORSINTHEJOBSATISFACTIONVOLUNTARYTURNOVERRELATIONSHIP,ONLYINTENTTOQUITFULLYMEDIATEDTHESATISFACTIONTURNOVERRELATIONSHIPFURTHER,INTHEIRMETAANALYTICPATHANALYSIS,TETTANDMEYER1993DETERMINEDTHATTHEBESTFI
9、TTINGTURNOVERMODELHADTURNOVERINTENTIONSASFULLYMEDIATINGTHERELATIONSHIPBETWEENJOBSATISFACTIONANDVOLUNTARYTURNOVERASSHOWNBYTHESEEMPIRICALRESULTS,WHILETHEREAREMULTIPLETURNOVERCOGNITIONSRELEVANTTOTURNOVER,THEIRUSEFULNESSOVERANDABOVEINTENTIONSTOQUITISPROBLEMATICUNFORTUNATELY,THEAUTHORSOFNEITHERMETAANALYT
10、ICPATHANALYSISCHOSETOINCLUDEJOBPERFORMANCEINTHEIRMODELBECAUSEOFTHIS,HOWEMPLOYEESPERFORMANCEAFFECTSTHEVOLUNTARYTURNOVERPROCESSISUNCLEARJOBPERFORMANCEANDTURNOVERINTENTIONSANDBEHAVIORSJOBPERFORMANCEISLIKELYTOIMPACTVOLUNTARYTURNOVERINDIRECTLYTHROUGHINTENTIONSTOQUIT,ASWELLASHAVEDIRECTEFFECTSONVOLUNTARYTU
11、RNOVERTHISDIRECTEFFECTONVOLUNTARYTURNOVERMANIFESTSITSELFASUNPLANNEDQUITTINGBASEDONLEEANDMITCHELLS1994UNFOLDINGMODELOFTURNOVER,EMPLOYEESMAYRESPONDTO“SHOCKS”INTHEWORKENVIRONMENTTHATCAUSETHEMTOTHINKOFQUITTINGTHEIRJOBSSPECIFICALLY,ALLENANDGRIFFETH1999NOTETHATSUCHSHOCKSCOULDHAPPENWHENEMPLOYEESRECEIVENEGA
12、TIVEFEEDBACKDURINGINFORMALPERFORMANCEFEEDBACKORDURINGTHEIRFORMALPERFORMANCEAPPRAISALS,WHICHCOULDLEADTOINTENTIONSTOQUITORIMMEDIATEQUITTINGFURTHER,BASEDONEXPECTANCYTHEORYVROOM,1964,NEGATIVEJOBPERFORMANCEAPPRAISALSMAYSIGNALTOEMPLOYEESTHATTHEYAREUNLIKELYTORECEIVEVALUEDOUTCOMESFROMTHEORGANIZATIONEGPAYRAI
13、SESORPROMOTIONSORTHATTHEYMAYBEFIREDTHESEUNDESIRABLEOUTCOMESMAYLEADTHEMTOCOGITATEASTOWHETHERTOLEAVETHEIRORGANIZATIONSRATHERTHANFACEUNPLEASANTANDPOTENTIALLYPSYCHOLOGICALHARMFULCIRCUMSTANCESFINALLY,ASNOTEDBYHOMANDGRIFFETH1995,INORDERTOALLOWPOORPERFORMINGEMPLOYEESTO“SAVEFACE”ORTOAVOIDNEGATIVECONSEQUENCE
14、SOFTERMINATINGEMPLOYEESEGLAWSUITSORUNEMPLOYMENTCOMPENSATION,ORGANIZATIONSSOMETIMES“ENCOURAGE”SUCHEMPLOYEESTOQUIT,RATHERTHANFIRINGTHEMTHISCIRCUMSTANCECOULDYIELDADIRECTIMPACTONTURNOVERINTENTIONSAND/ORTURNOVERDECISIONSH1JOBPERFORMANCEHASANEGATIVERELATIONSHIPWITHINTENTIONSTOQUITH2INTENTIONSTOQUITPARTIAL
15、LYMEDIATESTHERELATIONSHIPBETWEENJOBPERFORMANCEANDVOLUNTARYTURNOVERMEDIATINGROLEOFJOBSATISFACTIONWITHINTHETURNOVERMODEL,JOBSATISFACTIONWILLLIKELYPARTIALLYMEDIATETHEJOBPERFORMANCEINTENTTOQUITRELATIONSHIPTHISBELIEFISGROUNDEDINEXPECTANCYTHEORY,WHICHSTATESTHATHIGHPERFORMANCELEADSTOGREATERREWARDSBOTHEXTRI
16、NSICANDINTRINSICWHICHINTURNINCREASESJOBSATISFACTIONLAWLERANDPORTER,1967CONSIDERABLERESEARCHHASSHOWNAMODERATERELATIONSHIPBETWEENJOBPERFORMANCEANDJOBSATISFACTIONR030,K312,N54,417,JUDGEETAL,2001,WITHAHANDFULOFSTUDIESFINDINGSUPPORTFORACAUSALRELATIONSHIPINWHICHJOBPERFORMANCEIMPACTSJOBSATISFACTIONEGSIEGEL
17、ANDBOWEN,1971STUMPFANDHARTMAN,1984JOBSATISFACTIONLIKELYINFLUENCESTURNOVERINTENTIONSANDBEHAVIORSBASEDONFISHBEINANDAJZENS1975ATTITUDESINTENTIONSBEHAVIORSMODELATTITUDESTOWARDTHEJOBIMPACTTHEBELIEFSABOUTTHECONSEQUENCESORUTILITYOFLEAVINGTHEORGANIZATIONWHICHULTIMATELYLEADSTOACTUALTURNOVERBEHAVIORSINONEOFTH
18、EEARLIESTEXPOSITIONSONJOBSATISFACTION,HOPPOCK1935,P5STATEDTHAT“WHETHERORNOTONEFINDSHISEMPLOYMENTSUFFICIENTLYSATISFACTORYTOCONTINUEINITISAMATTEROFTHEFIRSTIMPORTANCETOEMPLOYERANDEMPLOYEE”ASSUCH,ORGANIZATIONALRESEARCHERSPLACEJOBSATISFACTIONASANIMPORTANTANTECEDENTINTHETURNOVERPROCESSINFACT,ALMOSTALLTHEO
19、RETICALTURNOVERMODELSCONTAINTHERELATIONSHIPBETWEENJOBSATISFACTION,INTENTTOQUIT,ANDACTUALTURNOVERBEHAVIORSATTHEIRCOREEMPIRICALLY,JOBSATISFACTIONHASBEENFOUNDTOBEANIMPORTANTPREDICTOROFBOTHTURNOVERINTENTIONSR2049,HOMETAL,1992R2058,TETTANDMEYER,1993,ASWELLASTURNOVERITSELFR2022,GRIFFETHETAL,2000R2025,TETT
20、ANDMEYER,1993PRIORPATHANALYSESHAVESHOWNTHATINTENTTOQUITFULLYMEDIATESTHERELATIONSHIPBETWEENJOBSATISFACTIONANDTURNOVERHOMETAL,1992TETTANDMEYER,1993BECAUSEOFTHISTHEORETICALANDEMPIRICALEVIDENCE,JOBSATISFACTIONISEXPECTEDTOBEAMEDIATORBETWEENJOBPERFORMANCEANDTURNOVERINTENTIONSANDBEHAVIORSHOWEVER,ASDISCUSSE
21、DPREVIOUSLY,BECAUSEFEEDBACKREGARDINGPOORJOBPERFORMANCEMAYINDUCEEMPLOYEESTOIMPULSIVELYLEAVEORPLANTOLEAVETHEIREMPLOYERS,JOBSATISFACTIONISLIKELYTOONLYPARTIALLYMEDIATETHEEFFECTOFJOBPERFORMANCEONTURNOVERINTENTIONSANDBEHAVIORSH3JOBSATISFACTIONPARTIALLYMEDIATESTHERELATIONSHIPBETWEENJOBPERFORMANCEANDINTENTT
22、OQUITTHECURRENTSTUDYTHISSTUDYMAKESTWOIMPORTANTCONTRIBUTIONSTOTHETURNOVERLITERATUREFIRST,THISSTUDYISTHEFIRSTTOCALCULATEATRUESCOREESTIMATEOFTHERELATIONSHIPBETWEENJOBPERFORMANCEANDINTENTTOQUITSECOND,THISSTUDYUSESMETAANALYTICESTIMATESTOTESTATHEORETICALMODELWHEREBYTHERELATIONSHIPBETWEENJOBPERFORMANCEANDT
23、URNOVERISPARTIALLYMEDIATEDBYBOTHJOBSATISFACTIONANDINTENTTOQUITSEEFIGURE1INADDITION,TWOCOMPETINGMODELSARETESTEDANDCOMPAREDTOTHEHYPOTHESIZEDPARTIALMEDIATIONMODELTHESEALTERNATIVEMODELSALLOWUSTOTESTWHETHERJOBPERFORMANCEIMPACTSTURNOVERINTENTIONSANDBEHAVIORSREGARDLESSOFHOWSATISFIEDEMPLOYEESAREWITHTHEIRJOB
24、S,ORIFALLOFTHEEFFECTSOFPERFORMANCEONINTENTTOQUITANDTURNOVERAREFULLYMEDIATEDTHEFIRSTALTERNATIVEMODELPOSITSNODIRECTEFFECTFROMJOBPERFORMANCETOINTENTTOQUITTHESECONDALTERNATIVEMODELISAFULLMEDIATIONMODELWITHNODIRECTEFFECTSFROMJOBPERFORMANCETOINTENTTOQUITORACTUALTURNOVERBEHAVIORSTHERESULTSOFTHISSTUDYWILLAL
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- 员工 离职 意向 自愿 过程 工作 绩效 影响 文献 翻译
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