Exit, Voice, Loyalty, and Pay: Evidence from the Public Workforce
基于联邦人力资本调查数据，检验赫希曼的退出、建言与忠诚理论在公共部门员工离职意向中的应用，发现忠诚和建言感知能降低离职意向，但薪酬不满是重要离职原因，尤其对高管影响最大，且存在动机挤出现象。
We assess Hirschman's theory of exit, voice, and loyalty in the context of voluntary exit from organizations in the public workforce. Specifically, we test the effects of loyalty and voice on the likelihood a person states their intention to leave. We assess these relationships using data from the Federal Human Capital Survey. Our statistical analysis provides evidence that perceptions about voice and loyalty limit exit at all levels of the organizational hierarchy. Yet, dissatisfaction with pay is also a substantial cause of intention to leave—and this effect is greatest for executive-level employees. We also show evidence for “motivation crowding” when pay-based motivation is emphasized.