Voluntary turnover rates and organizational performance in the US federal government: the moderating role of high-commitment human resource practices
利用美国联邦政府面板数据，研究发现自愿离职率与组织绩效呈倒U型关系，且高承诺人力资源实践显著调节这一曲线关系。
Despite the growing body of literature on antecedents of employee turnover, little attention has been paid to the effect of voluntary turnover on organizational outcomes in public administration. Using panel data from the US federal government, this article tests the proposition that the relationship between voluntary turnover rates and organizational performance is negative but becomes curvilinear as turnover rates increase. Based on the contingency perspective of the turnover–performance link, this article further examines the moderating role of high-commitment human resource practices (HCHRP) in the relationships. Findings indicate that voluntary turnover has a positive relationship with organizational performance, but it turns out to be an inverted U-shaped curve as turnover rates increase from low to high levels. Furthermore, the moderating effect on the curvilinear relationship is especially pronounced for federal agencies with high levels of HCHRP.