When does employee turnover matter? Analyzing the role of organizational memory in the federal IT workforce
研究提出组织记忆理论，发现联邦机构中集中化管理和任务标准化能缓冲IT员工流动对项目进度的负面影响，尤其对自愿离职和管理层离职的知识损失更有效。
Abstract This paper proposes a theory of organizational memory predicting that task knowledge retained in organizational structures (i.e., agency centralization and task standardization) buffers the disruptive effects of employee turnover. Using a dataset of information technology (IT) projects implemented by 94 US federal agencies between FY2015 and FY2021, estimates from fractional panel probit models reveal that both centralized authorities under chief information officers and task standardization reduce project delays associated with IT workforce turnover; they are particularly effective in mitigating knowledge loss from voluntary and managerial position turnover. This evidence highlights the contingent nature of the turnover–performance relationship, suggesting that government agencies with high turnover may experience fewer delays when organizational structures retain task knowledge.