Sources of referral and employee turnover.

Compared 7 methods or sources that are used to obtain new workers in terms of their influence on employee turnover. 4 sources are shown to be predictors of stable employment: (a) the reemployment of former workers who left but now desire to return, (b) the hiring of individuals referred by their high schools, (c) the hiring of individuals referred by present employees, and (d) others (primarily walk-ins). 3 sources associated with high employee turnover are: (a) the utilization of hiring agencies other than the major one under contract with the firm, (b) newspaper advertising, and (c) the use of the major hiring agency. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review and conceptual analysis of the employee turnover process.

Research on employee turnover since L. W. Porter and R. M. Steers's (see record 1974-04029-001) analysis of the literature reveals that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment are consistently and negatively related to turnover. Generally, however, less than 20% of the variance in turnover is explained. Lack of a clear conceptual model, failure to consider available job alternatives, insufficient multivariate research, and infrequent longitudinal studies are identified as factors precluding a better understanding of the psychology of the employee turnover process. A conceptual model is presented that suggests a need to distinguish between satisfaction (present oriented) and attraction/expected utility (future oriented) for both the present role and alternative roles, a need to consider nonwork values and nonwork consequences of turnover behavior as well as contractual constraints, and a potential mechanism for integrating aggregate-level research findings into an individual-level model of the turnover process. (62 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An evaluation of precursors of hospital employee turnover.

To evaluate a heuristic model of employee turnover, survey data were collected from 203 hospital employees. The questionnaire included measures of general and job facet satisfaction, thoughts about quitting, the intention to quit, the perceived probability of finding another job, and biographical information. Turnover data were collected 47 wks later. Zero-order correlations between job satisfaction and turnover, age–tenure and turnover, satisfaction and thinking of quitting, and intention to quit and turnover were consistent with previous research. When a simplified heuristic model of the employee withdrawal decision process was subjected to regression analysis, significant coefficients were evident from job satisfaction to thinking of quitting and intention to search, but not to actual turnover. As hypothesized, intention to quit exhibited the only significant coefficient with actual attrition. Results support the primacy of intentions in the withdrawal process and serve to further demonstrate the need for models of the turnover process more complete than the traditional dissatisfaction–turnover model. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Strategies for reducing employee turnover: A meta-analysis.

Investigated the relative effectiveness of realistic job previews (RJPs) and job enrichment as turnover reduction strategies. A thorough literature search located 20 experiments (N?=?6,492 Ss) dealing with attempts to reduce turnover in field settings. Several meta-analysis techniques showed that variation in the outcomes of job enrichment studies can be attributed to sampling error alone, whereas variation in the outcomes of RJP studies cannot. A search for moderators in the latter case revealed moderate support for the notion that task complexity affects RJP outcomes. Furthermore, the meta-analyses indicated that job enrichment interventions are about twice as effective at reducing turnover as RJPs. Based on the calculated effect sizes, estimates of savings from turnover reductions are provided. (62 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Performance antecedents of voluntary and involuntary managerial turnover.

Examined the job performance of 420 credit managers (mean age at hiring 25 yrs) from a large finance company who either quit their job, were fired, or were promoted to a higher position in the company. Six biographical variables and 12 performance appraisal scores accumulated from data in employee files were used in a cross-validated multiple discriminant analysis to predict membership in the 3 classification groups. Results reveal a systematic relation between the performance appraisal variables and the classification groups: The performance of promoted Ss was significantly superior to that of Ss who quit, which in turn was significantly superior to the performance of the fired Ss. 18 discriminating variables accounted for a 46.7% hit rate in group membership. Findings are discussed in the context of research on performance antecedents of voluntary and involuntary turnover, as well as the feedback properties of performance appraisal information. It is suggested that no single performance–turnover relation exists. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Intermediate linkages in the relationship between job satisfaction and employee turnover.

The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction–turnover relationship. Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction–turnover relationship, is presented. Previous studies relevant to the hypothesized linkages are cited, and possible avenues of research are suggested. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attitudinal and motivational antecedents of participation in voluntary employee development activities.

This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature was tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation, filtered through their impact on attitudes and behavioral intentions toward future participation. Learning goal orientation also influenced attitudes toward participation. Whereas personal control over participation and higher levels of voluntariness were negatively related to participation, intentions to participate and availability of opportunities arose as strong predictors of higher participation rates. Many significant hypothesized paths were found, and 85% of the variance in participation was explained by the model variables. Increasing employee awareness of opportunities and managing positive attitudes toward those opportunities are recommended as key factors for increasing participation rates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

人工神经网络在金属注射成形技术中的应用

概括介绍了金属注射成形技术的特点,叙述了人工神经网络在金属注射成形中应用的合理性;综述了人工神经网络在塑料注射成形和金属注射成形中应用的研究现状;展望了人工神经网络未来在金属注射成形智能化控制中的应用前景。     

A meta-analytical structural equations analysis of a model of employee turnover.

Combined meta-analysis with structural equations modeling (SEM) to validate the W. H. Mobley et al (1978) turnover theory as well as alternative structural networks proposed by A. Dalessio et al (1986), P. W. Hom et al (1984), and B. D. Bannister and R. W. Griffeth (1986). The authors aggregated correlations from 17 studies (N?=?5,013 employees), correcting for unreliability and sampling error. Then they used SEM to assess the models, comparing their relative fits to data. SEM analyses corroborated the Mobley et al model better than did past research, but these analyses also showed that the Dalessio et al and the Hom et al theories explained sample data more plausibly. Additional SEM tests found that turnover base rates, time lags between turnover and model assessments, unemployment rates, and occupational differences moderated the models' pathways. The present findings suggest various implications for these theories and for turnover research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychology of employee lateness, absence, and turnover: A methodological critique and an empirical study.

Data on organizational commitment, job satisfaction, lateness behavior, unauthorized absence behavior, voluntary employee turnover, and biographical and situational information were obtained for 406 employees of an engineering plant in England. Results suggest the need for examination of the impact of behavior on affect. It is concluded that the generalized notion of "withdrawal" is misleading and that a redirection of research in this area both through methodological improvements and theoretical innovation is needed. (57 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of experimental socialization paradigms upon two moral responses to transgression.

In an initial experiment on the antecedents of self-criticism and reparation, 57 5th-grade girls were equally assigned to 2 treatments: High Cognitive Structure High Control and Low Cognitive Structure-Low Control. Each S was repeatedly punished for an aggressive act on 10 training trials. On the test trial, a more destructive act was contrived to elicit internalized moral responses. In a 2nd experiment, using the same techniques but designed to distinguish independent antecedents, 68 5th-grade boys were equally assigned to each of 4 treatments: High Cognitive Structure-High Control, High Cognitive Structure-Low Control, Low Cognitive Structure-High Control, and Low Cognitive Structure-Low Control. Induction of self-criticism was significantly related to E's cognitive structuring during training. Reparative responses were a function of whether S or E controlled punishment. The 2 moral responses were concluded to be the consequences of distinct patterns of social reinforcement and not attributable to a unitary entity such as "conscience" or "superego." (33 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Temporal tempering: An event history analysis of the process of voluntary turnover.

In the present study, the authors examined the importance of time in the voluntary turnover process. The researchers used a representative sample of early-career individuals in the American workforce. Moderating effects of time were found for both job satisfaction and cognitive ability. The relationships of these predictors with turnover decreased as a function of time. The temporal nature of effects inherent in the voluntary turnover process is discussed in detail, and the importance of considering changing effects across time is emphasized. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Level and time effects of recruitment sources on early voluntary turnover.

To better understand the effects of recruitment source on the level and timing of organizational departure, a turnover model incorporating dynamic predictors was examined. A large, longitudinal sample containing both stayers and leavers was analyzed with parametric survival models. Results indicate that the turnover hazard function for individuals recruited through personal recruitment sources was lower early in an employee’s tenure than for individuals recruited through formal sources. Moreover, the peak of the turnover hazard was delayed significantly for such employees. However, the turnover rate differential due to the use of personal recruitment methods clearly diminished as tenure increased. Further, the recruitment source effect on the turnover hazard was partially mediated by job satisfaction. The pattern of results observed expands understanding of the unfolding model of turnover. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Emotional exhaustion as a predictor of job performance and voluntary turnover.

Recent research suggests that a better understanding of emotional exhaustion requires the development of new theoretical perspectives. To that end, with the conservation of resources model (COR) as the theoretical framework, the present 1-year longitudinal study was undertaken. Composed of 52 social welfare workers, this research examined the relationship of emotional exhaustion to job satisfaction, voluntary turnover, and job performance. Positive affectivity (PA) and negative affectivity (NA) were used as control variables. Whereas emotional exhaustion was unrelated to job satisfaction, it was associated with both performance and subsequent turnover. In addition, the relationship between emotional exhaustion and performance and also between emotional exhaustion and turnover remained significant above and beyond the effects of PA and NA. Future research directions and implications of the findings are introduced. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A conceptual and empirical analysis of the cognitive ability–voluntary turnover relationship.

Despite much research into cognitive ability as a selection tool and a separate large literature on the causes of voluntary turnover, little theoretical or empirical work connects the two. We propose that voluntary turnover is also a potentially key outcome of cognitive ability. Incorporating ideas from the person–environment fit literature and those regarding push and pull influences on turnover, we posit a theoretical connection between cognitive ability and voluntary turnover that addresses both why and how voluntary turnover is related to cognitive ability. Integrating data from 3 different sources, our empirical analyses support the theoretical perspective that the relationship between cognitive ability and voluntary turnover depends on the cognitive demands of the job. When the cognitive demands of a job are high, our findings support the hypothesized curvilinear relationship between cognitive ability and voluntary turnover, such that employees of higher and lower cognitive ability are more likely than medium cognitive ability employees to leave voluntarily. With regard to jobs with low cognitive demands, our data are more consistent with a negative linear relationship between cognitive ability and voluntary turnover, such that higher cognitive ability employees are less likely to leave voluntarily. We also examine the role of job satisfaction, finding that job satisfaction is more strongly linked to voluntary turnover in jobs with high cognitive demands. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Factors affecting employee selection in two cultures.

4 samples—100 Illinois and 100 Greek students, 32 Illinois and 20 Greek personnel directors (PDs)—were asked to respond to a structured questionnaire which permitted the computation of the relative weights that would be given to various characteristics (competence, age, sex, race, religion, sociability, and wealth) by these people, if they were hiring employees for various levels of jobs in the accounting and finance department of a company. The responses of the 4 samples were similar. However, the American PDs gave more weight to race and the Greek PDs more weight to age than did the other samples. The students differed significantly from the PDs; in both cultures, the students gave larger weights to competence than did the personnel directors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

FLAC和神经网络在隧道位移反分析中的应用

应用三维有限差分程序FLAC^3D和BP神经网络对隧道位移进行分析,使用正交实验和FLAC^3D正演结果作为样本,用神经网络建立围岩位移与反演参数的映射关系．反演得出了围岩的弹性模量和初始地应力测压系数,并使用FLAC^3D正算验证反演参数的精度．结果表明：可搜索得出反演参数的最优解,实现在隧道围岩中的位移反分析．可将反演结果用于隧道的设计,反演精度满足工程要求．     

Application of social learning theory to employee self-management of attendance.

Training in self-management was given to 20 unionized state government employees to increase their attendance at the work site. Analyses of variance revealed that compared to a control condition (n?=?20), training in self-regulatory skills taught employees how to manage personal and social obstacles to job attendance, and it raised their perceived self-efficacy that they could exercise influence over their behavior. Consequently, employee attendance was significantly higher in the training than in the control group. The higher the perceived self-efficacy, the better the subsequent job attendance. These data were significant at the .05 level. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Application of autonomous neural network systems to medical pattern classification tasks

This paper presents a study of the application of autonomously learning multiple neural network systems to medical pattern classification tasks. In our earlier work, a hybrid neural network architecture has been developed for on-line learning and probability estimation tasks. The network has been shown to be capable of asymptotically achieving the Bayes optimal classification rates, on-line, in a number of benchmark classification experiments. In the context of pattern classification, however, the concept of multiple classifier systems has been proposed to improve the performance of a single classifier. Thus, three decision combination algorithms have been implemented to produce a multiple neural network classifier system. Here the applicability of the system is assessed using patient records in two medical domains. The first task is the prognosis of patients admitted to coronary care units; whereas the second is the prediction of survival in trauma patients. The results are compared with those from logistic regression models, and implications of the system as a useful clinical diagnostic tool are discussed.