Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees

As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect...

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Bibliographic Details
Published in:Review of public personnel administration 2012-03, Vol.32 (1), p.4-23
Main Authors: Cho, Yoon Jik, Lewis, Gregory B.
Format: Article
Language:English
Subjects:
Baby boomers
Careers
Employee attitude
Employee turnover
Employment practices
Federal employees
Human resource management
Human Resources
Joint ventures
Management
Retirement
Studies
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Summary:As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect turnover intention and whether they matter equally at all stages of the federal career. First, however, we test how well turnover intention predicts behavior using a 1% sample of the Central Personnel Data File (CPDF) and the 2005 Merit Principles Survey (MPS). Although turnover intention and behavior are correlated, they respond differently enough to demographic factors to suggest the need for caution in extrapolating the apparent impact of HRM practices from turnover intention to behavior.
ISSN:0734-371X
1552-759X
DOI:10.1177/0734371X11408701