Effectiveness of organizational efforts to lower turnover intentions: The moderating role of employee locus of control
研究组织通过信息共享、工作意义、学习机会和绩效奖励来降低员工离职意愿的效果，发现员工的控制点人格特质会调节这些措施的有效性。
Abstract In the current career climate characterized by change and turbulence, employees may demonstrate limited psychological attachment to their employers. Rousseau (1998) suggested that organizations can elicit psychological attachment from employees by reinforcing perceptions of organizational membership and demonstrating care and support for them. The effectiveness of these strategies, however, may depend on individuals' personality traits. In this study, we examined the moderating effect of locus of control in the relationship among four valued aspects of the work environment—information sharing, job significance, opportunity for learning, and availability of rewards for performance—and employees' intentions to stay. In two empirical studies, we found that information sharing, job significance, and locus of control interacted to positively affect intentions to stay and that opportunity for learning, availability of rewards for performance, and locus of control also interacted to increase intentions to stay. Implications of these results for theory building and practice are discussed. © 2009 Wiley Periodicals, Inc.