外文翻译员工离职意向和自愿离职的过程对工作绩效的影响.docx
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外文翻译员工离职意向和自愿离职的过程对工作绩效的影响.docx
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外文翻译员工离职意向和自愿离职的过程对工作绩效的影响
外文翻译--员工离职意向和自愿离职的过程对工作绩效的影响
本科毕业论文(设计)
外文翻译
外文题目Theimpactofjobperformanceonemployeeturnoverintentionsandthevoluntaryturnoverprocess
外文出处Darnold.PersonnelReviewVol.38No.2,2009p.142-158
外文作者RyanD.Zimmerman,ToddC
原文:
Theimpactofjobperformanceonemployeeturnoverintentionsandthevoluntaryturnoverprocess
RyanD.Zimmerman,ToddCIntentionstoquit
Untilthemidtolate1970s,mostattitude-basedturnovermodelspositeddirectlinksbetweenemployeeattitudes,suchasjobsatisfaction,andtheactofquittingBrayfieldandCrockett,1955;Vroom,1964.However,organizationalresearcherstypicallyfoundonlymodestrelationshipsbetweentheseattitudinalvariablesandvoluntaryturnover.Inhis1976reviewofthenatureandconsequencesofjobsatisfaction,Locke1976notedthatcorrelationsbetweenjobsatisfactionandvoluntaryturnoverwereoftenfoundtobemoderateatbest.Incontrast,inreviewingtheturnoverandabsenteeismliterature,PorterandSteers1973suggestedthatagreateremphasisshouldbeplacedonunderstandingtheturnoverdecisionprocess.Specifically,theysuggestedthat“intenttoleave”isalikelymediatortotheattitude-behaviorrelationshipandrepresentsthelaststeppriortoquitting.In1975,FishbeinandAjzenprovidedatheoreticalbasisforfocusingonbehavioralintentions.Theirtheoryofattitudespostulatesthat“thebestsinglepredictoronanindividual’sbehaviorwillbeameasureofhisintentiontoperformthatbehavior”FishbeinandAjzen,1975,p.369.Finally,Mobley1977hypothesizedamodeloftheintermediatelinkagesbetweenjobsatisfactionandvoluntaryturnover,whichoutlinedseveralcognitivedecisionsmadebyanemployeebetweenexperiencingjobdissatisfactionandleavingtheorganization.Thesestepsincludethinkingofquitting,evaluationoftheexpectedutilityofsearchingforanewjobandthecostofquitting,intentiontosearch,searchingforalternatives,evaluationofalternatives,comparisonofalternativeswiththecurrentjob,andintenttoquit.
OneimportantquestionthatMobley’s1977modelraisedwaswhetherallofthedecisionsmadeinthemodelhadsubstantivevalidity.SeveralprimarystudiesconductedtotestMobley’smodelfoundthatmanyofthemodellinkageswerenotsignificant,hadsmalleffects,orhadsignsthatopposedthepredictedrelationshipetal.,1984;Milleretal.,1979.Utilizingmeta-analyticresultsintheirtestofastructuralmodelofturnover,Hometal.1992foundthatwithinamodelthatincludedthoughtsofquitting,searchintention,andintenttoquitasmediatorsinthejobsatisfaction-voluntaryturnoverrelationship,onlyintenttoquitfullymediatedthesatisfaction-turnoverrelationship.Further,intheirmeta-analyticpathanalysis,TettandMeyer1993determinedthatthebestfittingturnovermodelhadturnoverintentionsasfullymediatingtherelationshipbetweenjobsatisfactionandvoluntaryturnover.Asshownbytheseempiricalresults,whiletherearemultipleturnovercognitionsrelevanttoturnover,theirusefulnessoverandaboveintentionstoquitisproblematic.Unfortunately,theauthorsofneithermeta-analyticpathanalysischosetoincludejobperformanceintheirmodel.Becauseofthis,howemployees’performanceaffectsthevoluntaryturnoverprocessisunclear.
Jobperformanceandturnoverintentionsandbehaviors
Jobperformanceislikelytoimpactvoluntaryturnoverindirectlythroughintentionstoquit,aswellashavedirecteffectsonvoluntaryturnover.Thisdirecteffectonvoluntaryturnovermanifestsitselfasunplannedquitting.BasedonLeeandMitchell’s1994unfoldingmodelofturnover,employeesmayrespondto“shocks”intheworkenvironmentthatcausethemtothinkofquittingtheirjobs.Specifically,AllenandGriffeth1999notethatsuchshockscouldhappenwhenemployeesreceivenegativefeedbackduringinformalperformancefeedbackorduringtheirformalperformanceappraisals,whichcouldleadtointentionstoquitorimmediatequitting.Further,basedonexpectancytheoryVroom,1964,negativejobperformanceappraisalsmaysignaltoemployeesthattheyareunlikelytoreceivevaluedoutcomesfromtheorganizatione.g.payraisesorpromotionsorthattheymaybefired.Theseundesirableoutcomesmayleadthemtocogitateastowhethertoleavetheirorganizationsratherthanfaceunpleasantandpotentiallypsychologicalharmfulcircumstances.Finally,asnotedbyHomandGriffeth1995,inordertoallowpoorperformingemployeesto“saveface”ortoavoidnegativeconsequencesofterminatingemployeese.g.lawsuitsorunemploymentcompensation,organizationssometimes“encourage”suchemployeestoquit,ratherthanfiringthem.Thiscircumstancecouldyieldadirectimpactonturnoverintentionsand/orturnoverdecisions.
H1.Jobperformancehasanegativerelationshipwithintentionstoquit.
H2.Intentionstoquitpartiallymediatestherelationshipbetweenjobperformanceandvoluntaryturnover.
Mediatingroleofjobsatisfaction
Withintheturnovermodel,jobsatisfactionwilllikelypartiallymediatethejob
performance-intenttoquitrelationship.Thisbeliefisgroundedinexpectancytheory,whichstatesthathighperformanceleadstogreaterrewardsbothextrinsicandintrinsicwhichinturnincreasesjobsatisfactionLawlerandPorter,1967.Considerableresearchhasshownamoderaterelationshipbetweenjobperformanceandjobsatisfactionr0.30,k312,n54,417,Judgeetal.,2001,withahandfulofstudiesfindingsupportforacausalrelationshipinwhichjobperformanceimpactsjobsatisfactione.g.SiegelandBowen,1971;StumpfandHartman,1984.JobsatisfactionlikelyinfluencesturnoverintentionsandbehaviorsbasedonFishbeinandAjzen’s1975attitudes-intentions-behaviorsmodel.Attitudestowardthejobimpactthebeliefsabouttheconsequencesorutilityofleavingtheorganizationwhichultimatelyleadstoactualturnoverbehaviors.Inoneoftheearliestexpositionsonjobsatisfaction,Hoppock1935,p.5statedthat“Whetherornotonefindshisemploymentsufficientlysatisfactorytocontinueinit...isamatterofthefirstimportancetoemployerandemployee.”.Assuch,organizationalresearchersplacejobsatisfactionasanimportantantecedentintheturnoverprocess.Infact,almostalltheoreticalturnovermodelscontaintherelationshipbetweenjobsatisfaction,intenttoquit,andactualturnoverbehaviorsattheircore.Empirically,jobsatisfactionhasbeenfoundtobeanimportantpredictorofbothturnoverintentionsr20.49,Hometal.,1992;r20.58,TettandMeyer,1993,aswellasturnoveritselfr20.22,Griffethetal.,2000;r20.25,TettandMeyer,1993.PriorpathanalyseshaveshownthatintenttoquitfullymediatestherelationshipbetweenjobsatisfactionandturnoverHometal.,1992;TettandMeyer,1993.Becauseofthistheoreticalandempiricalevidence,jobsatisfactionisexpectedtobeamediatorbetweenjobperformanceandturnoverintentionsandbehaviors.However,asdiscussedpreviously,becausefeedbackregardingpoorjobperformancemayinduceemployeestoimpulsivelyleaveorplantoleavetheiremployers,jobsatisfactionislikelytoonlypartiallymediatetheeffectofjobperformanceonturnoverintentionsandbehaviors.
H3.Jobsatisfactionpartiallymediatestherelationshipbetweenjobperformanceandintenttoquit.
Thecurrentstudy
Thisstudymakestwoimportantcontributionstotheturnoverliterature.First,thisstudyisthefirsttocalculateatruescoreestimateoftherelationshipbetweenjobperformanceandintenttoquit.Second,thisstudyusesmeta-analyticestimatestotestatheoreticalmodelwherebytherelationshipbetweenjobperformanceandturnoverispartiallymediatedbybothjobsatisfactionandintenttoquitseeFigure1.Inaddition,twocompetingmodelsaretestedandcomparedtothehypothesizedpartialmediationmodel.Thesealternativemodelsallowustotestwhetherjobperformanceimpactsturnoverintentionsandbehaviorsregardlessofhowsatisfiedemployeesarewiththeirjobs,orifalloftheeffectsofperformanceonintenttoquitandturnoverarefullymediated.Thefirstalternativemodelpositsnodirecteffectfromjobperformancetointenttoquit.Thesecondalternativemodelisafullmediationmodelwithnodirecteffectsfromjobperformancetointenttoquitoractualturnoverbehaviors.Theresultsofthisstudywillallowresearcherstobetterunderstandhowemployees’jobperformanceaffectsjobsatisfaction,intenttoquit,andvoluntaryturnover.
Discussion
Thepurposeofthisstudywastoprovideameta-analyticestimateoftherelationshipbetweenjobperformanceandintenttoquit,aswellastotestatheoreticalmodelexplaininghowjobperformanceaffectsemployees’jobsatisfaction,intentionstoquit,andturnoverdecisions.Theresultsofthisstudysuggestthattherelationshipbetweenperformanceandintenttoquitisbothnegativeandmodest.Further,theresultssuggestthatthereareexcludedvariablesthatmoderatethemagnitudeoftherelationship.Onlytherelationshipbetweenobjectiveratingsofperformanceandintenttoquitwashomogenous.Inaddition,theresultsofthisstudyindicatethatjobperformanceaffectsturnoverintentionsandbehaviorsbothdirectlyandindirectly.Themeta-analyticresultthatpoorperformersaremorelikelytointendtoquitisconsistentwithothermeta-analyticfindingsbetweenperformanceandotherwork-relatedattitudesandbehaviors.PoorerperformershavebeenfoundtobelesssatisfiedwiththeirjobsJudgeetal.,2001,morelikelytobeabsentViswesvaran,2002,andmorelikelytoleavetheorganizationGriffethetal.,2000.Thefactthatthesourceofthej
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- 外文 翻译 员工 离职 意向 自愿 过程 工作 绩效 影响