Abstract
Employee turnover is a major challenge facing the federal workforce, which has lost more employees to voluntary turnover than any other form of turnover. This study determined the associations between engagement, demographic factors, and voluntary turnover intention by analyzing 2015 Federal Employee Viewpoint Survey data. The findings indicate that employees with higher engagement levels are less likely to report an intention to leave their jobs than those with lower engagement levels. All engagement factors-perceptions of supervisors, leaders, and intrinsic work experience-are independently associated with turnover intention. Demographics also influenced turnover intention; being younger, male, and in a supervisory role and having a higher education level and shorter tenure were more likely to indicate turnover intention. Increasing employee engagement can have a positive effect on retaining a productive federal workforce. To retain an effective federal workforce, human capital management practices are needed to optimize factors that reduce turnover intention.
Highlights
Retaining an engaged and competent U.S federal workforce is essential for federal agencies to fulfill their missions
SAGE Open have more detrimental effects on governmental performance than other nonservice organizations. This exemplifies the necessity of identifying the causes of turnover, such as a lack of engagement, and remediate them before organizational performance suffers. To better understand these predictors, we examined organizational climate survey data collected by the 2015 U.S Federal Employee Viewpoint Survey (FEVS) with the aim of identifying employee factors, including demographics and engagement levels, associated with turnover intention among the federal workforce
We explore the association between employee engagement and turnover intention, adjusted for demographic variables
Summary
Retaining an engaged and competent U.S federal workforce is essential for federal agencies to fulfill their missions. A type of turnover in which an employee chooses to resign from a job (U.S Bureau of Labor Statistics [BLS], 2017), can have detrimental effects on an organization (Bertelli, 2007; Hur, 2013) It can result in a loss of internal working knowledge, an interruption in work activities and productivity, increased costs associated with finding a suitable replacement, and a disruption to team work cohesion; it can have a negative impact on organizational performance (Park & Shaw, 2013; Shaw, 2011; Strober, 1990). To better understand these predictors, we examined organizational climate survey data collected by the 2015 U.S Federal Employee Viewpoint Survey (FEVS) with the aim of identifying employee factors, including demographics and engagement levels, associated with turnover intention among the federal workforce
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