Abstract

This paper advances the theory of turnover and performance in public organizations, incorporating labor market conditions and quality of labor. In doing so, we first present theories on optimal turnover rates, based on a cost-benefit theoretical framework. We then discuss how optimal turnover rates in public organizations change according to labor supply and demand. After that, we illustrate how public labor market conditions and quality of labor affect turnover-performance relationship. Throughout the paper, we propose a set of testable propositions for future scholars, which posit the turnover-performance relationships being conditioned on various organizational and environmental contextual factors.

摘要

本文提出了公共组织的人员流动和绩效理论，将劳动力市场条件和劳动力质量纳入其中。为此，我们首先提出了基于成本效益理论框架的最佳离职率理论。然后，我们讨论公共组织中的最佳流动率如何根据劳动力供求变化。之后，我们说明公共劳动力市场条件和劳动力质量如何影响营业额-绩效关系。在整篇论文中，我们为未来的学者提出了一组可检验的命题，这些命题假设离职-绩效关系取决于各种组织和环境背景因素。