Organizational Demography and Turnover: An Examination of Multiform and Nonlinear Heterogeneity
基于Blau的异质性与社会结构理论，研究美国398家社区医院护理人员中教育背景、任职年限和就业状态三个维度的异质性对自愿离职的影响，发现异质性效应因维度而异且呈倒U型关系。
This paper advances the study of organizational demography and turnover by testing propositions derived from Blau's theory of heterogeneity and social structure. In a sample of 398 U.S. community hospitals, voluntary nursing turnover was examined in relation to three demographic dimensions-educational preparation, tenure and employment status-among nurse staff. The form of relationships between turnover and heterogeneity was specified to test whether heterogeneity affects turnover in a linear fashion or, alternatively, in an inverted U-shaped pattern. Our results suggest that effects of heterogeneity on turnover differ by dimension and that such effects can obtain independently of other dimensions. Further, interactions between demographic dimensions show that demographic dimensions also interact with each other to affect nursing turnover. Our findings partially support Blau's conceptualization of heterogeneity in social structure and highlight the importance of multiform heterogeneity in the study of organizational demography and group interaction outcomes.