美国政府雇员的离职行为

Turnover behavior among US government employees

公共部门高员工离职率是公共部门管理者需要解决的一个重要政策问题。美国政府正密切关注如何降低员工离职率。自大萧条以来,员工离职率已从14%—15%提升至18%以上,而这一比率增加的原因同时也变得更难确定。预期中的婴儿潮一代的退休潮并没有出现,因此这也不能解释离职率的增加。经济大萧条对就业的影响使得从理论上解释员工—组织匹配和离职之间的关系变得更加困难。本研究利用2003年、2006年、2010年和2013年的全国大学毕业生调查(National Survey of College Graduates)数据,分析了美国政府雇员的离职情况。这些数据为比较研究经济衰退前与后的美国政府工作人员提供了一个独有的机会。员工离职的统计模型侧重于比较导致员工离职的因素。政府部门员工的大量流失更多地可以解释为个人需求和组织供给之间的不匹配,而不是工作所需技能与组织需求之间的不匹配。结果表明,当员工技能水平与工作所需技能不匹配时,员工更可能在政府内部部门流动。经济衰退后(2010—2013年)跳槽的员工技能不匹配度大于经济衰退前(2003—2006年)跳槽的员工。

High employee turnover is a critical policy issue for public managers to solve.The US government is concerned about slowing turnover rates,which have accelerated from14%-15%to more than 18%since the Great Recession.Explanations for increases in employee departure are more difficult to pin down.The expected wave of babyboomer retirements did not materialize and cannot explain turnover.The impact of the Great Recession on employment makes it more difficult to theorize about the relationship between employee-organizational fit and turnover.This study analyzes US government employees’turnover using data from the 2003,2006,2010,and2013 editions of the National Survey of College Graduates.The data provide a unique opportunity to study cohorts of US government workers before and after the recession.Statistical models of employee turnover focus on comparing the actors that lead to employee departure.The exodus of workers from government offices can be explained more by the fit between the individual and organizational needs than by a mismatch between the skills required in the job and the needs of the organization.The results show that when there is a mismatch between individual skill level and the skills in their job,individuals are more likely to move within government.Workers that made job changes after the recession(2010-2013)had a greater gap in organizational fit than those that made job changes prior to the recession(2003-2006).