A causal analysis of the impact of job performance on the voluntary turnover process
构建并纵向检验了一个包含工作绩效作为预测因素的离职模型，通过路径分析发现七条假设路径中有六条显著且方向符合预期，一条显著但方向相反。
Abstract A model of job turnover that includes job performance as a predictor was presented and tested longitudinally using path analysis. Out of seven hypothesized paths, six were significant and in the predicted direction. The seventh one was significant but in a direction opposite to that predicted.