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管理不正常离职的理论与实践:开发一种改进的离职原因衡量标准

Carl Maertz,博士 基思,M. 拉古拉姆,S. 波特,C. 道尔顿,G.
组织管理。 1月31,2022

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我们研究了功能失调(即高绩效或高能力)离职人员与功能(即低绩效或低能力)离职人员的离职原因。 在一家美国零售银行中,高绩效员工表示希望获得更好的晋升或发展机会是他们离职的主要原因,而低绩效员工则比高绩效员工更频繁地提到想要不同的工作任务、工作不安全感、工作压力、同事问题和一般管理问题表演者。 在一家印度 IT 咨询公司,工作绩效和能力水平与报告领导/高层管理人员的问题呈正相关,而绩效与报告特定的替代工作机会呈负相关。 通过这些研究,我们为学者和从业者开发了一种新颖的离职原因测量方法,可以评估原因的重要性,实现跨研究的重要数据积累,并增加退出或停留访谈/调查的诊断潜力。 最后,我们为构建理论和改进高绩效人员流失管理提供了方向。

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