The indirect relationship between employee job performance and voluntary turnover: A meta-analysis

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-07-14 DOI:10.1016/j.hrmr.2024.101039

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引用次数: 0

Abstract

Employee turnover brings lots of negative effects on organizations. Researchers have investigated why employees quit their jobs and found job performance to be an important predictor. Previous studies have proposed potential mediators of the performance-turnover relationship from job attitudes, job alternatives, and job embeddedness perspectives. Nevertheless, they have failed to provide sufficient empirical support for these three paths and which of these three mediating mechanisms matters most. To address these questions, we used meta-analytic structural equation modeling (MASEM) to examine these three mediating mechanisms between job performance and voluntary turnover. Drawing on 299 independent samples (N = 524,740), we found that job performance had a negative impact on employee voluntary turnover through desirability of movement and turnover intention, through job embeddedness and turnover intention, and a positive impact through ease of movement and turnover intention. Among these three paths, desirability of movement had the strongest mediating effect, followed by job embeddedness and ease of movement. Theoretical and practical implications as well as future directions were discussed.

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员工工作绩效与自愿离职之间的间接关系：荟萃分析

员工流失会给组织带来很多负面影响。研究人员调查了员工辞职的原因，发现工作绩效是一个重要的预测因素。以往的研究从工作态度、工作替代性和工作嵌入性的角度提出了绩效-离职关系的潜在中介因素。然而，这些研究未能为这三种途径提供足够的实证支持，也未能说明这三种中介机制中哪一种最重要。为了解决这些问题，我们使用元分析结构方程模型（MASEM）来研究工作绩效与自愿离职之间的三种中介机制。通过对 299 个独立样本（样本数=524,740）的研究，我们发现工作绩效通过流动可取性和离职意向、工作嵌入性和离职意向对员工自愿离职产生负面影响，而通过流动便利性和离职意向对员工自愿离职产生正面影响。在这三条路径中，流动可取性的中介效应最强，其次是工作嵌入性和流动便利性。研究还讨论了理论和实践意义以及未来发展方向。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.