The implications of linking the dynamic performance and turnover literatures.
探讨动态绩效与绩效-离职关系文献如何相互启发，发现离职者与留任者的绩效变化趋势不同，且绩效趋势能预测自愿离职，对研究绩效动态性和离职预测有用。
This article examines how the literatures of dynamic performance and the performance-turnover relationship inform each other.The nonrandom performanceturnover relationship suggests that dynamic performance studies may be biased by their elimination of participants who do not remain for the entire study period.The authors demonstrated that the performance slopes of those who leave an organization differ from the performance slopes of those who remain.This finding suggests that studies of the performance-turnover relationship need to consider employee performance trends when predicting turnover.Replicating and extending the research of D. A. Harrison, M.Virick, and S. William (1996), the authors found that performance changes from the previous month and performance trends measured over a longer time period explained variance in voluntary turnover beyond current performance.Finally, the authors showed that performance trends interacted with current performance in the prediction of voluntary turnover.A substantial body of research examining performance over time suggests that performance is dynamic (Deadrick, Bennett, & Russell, 1997;Deadrick & Madigan, 1990;Ployhart & Hakel, 1998).Consequently, research in this domain has moved from demonstrations of performance's dynamism (exhibited through the presence of simplex patterns) to modeling either (a) mean changes in job performance or (b) the patterns of individual job performance changes (Hofmann, Jacobs, & Gerras, 1992).Empirical studies in these areas have provided a greater understanding of the trend of individual changes (e.