So Hard to Say Goodbye? Turnover Intention among U.S. Federal Employees

Why do U.S. federal government employees choose to leave the federal service? By focusing on turnover intentions, this article develops propositions about why employees anticipate leaving their jobs along three dimensions: (1) demographic factors, (2) workplace satisfaction factors, and (3) organizational/relational factors. Two distinct measures of turnover intention are advanced that reflect those who intend to leave their agency for another position within the federal government and those who intend to leave the federal government for an outside position. The 2006 Federal Human Capital Survey is used to test the impacts of three clusters of independent variables on these measures of turnover intention. The findings suggest that overall job satisfaction and age affect turnover consistently. Practical recommendations are outlined for public managers seeking to boost employee retention.     

Militarized occupations: evolution of Women’s International League for Peace and Freedom’s 1920s intersectional conversation

Abstract

This article brings together transnational feminism, intersectionality, and militarized occupations by recovering Women’s International League for Peace and Freedom’s (WILPF) 1920s intersectional conversation. Mary Church Terrell, Helen Curtis, Addie Hunton, Jane Addams, and Emily Balch negotiated WILPF’s stance on two occupations: the controversy over the French use of colonial troops in its occupation of Germany, and the US occupation of Haiti. My argument is that through the evolving intersectional conversation, WILPF came to understand the necessity of weaving racialized sexual politics into its analysis of and activism around the politics of militarized occupations. To develop the argument, I construct and apply an ideal type of an intersectional conversation that incorporates a notion of unbracketing substantive inequalities during the conversation. I conclude with some implications for today about what we can learn in the twenty-first century from a moment in an early twentieth-century genealogy of intersectional transnational feminism.     

Predicting Organizational Actual Turnover Rates in the U.S. Federal Government

ABSTRACT

This study expands the level of analysis on turnover in public administration, especially in the U.S. federal government, from the individual level to the organizational level by using organizational actual turnover rates. Some scholars argue that public employees' turnover intention generally reflects actual turnover. However, very little empirical evidence supporting this argument has been provided in public administration, especially in a broad array of public agencies. This study has rejected this argument by showing insignificant or weakly significant correlations between organizational actual turnover and weighted turnover intention rates. In addition, overall, the two regression results for organizational actual turnover and turnover intention also show different results from those in the existing literature on individual-level turnover intention. The significant predictors of organizational actual turnover rates are goal ambiguity, pay satisfaction, and diversity policy satisfaction. The correlation and regression results imply that research on predictors of turnover may need to consider the differences that may result from using different units of analysis and to make a distinction between turnover intention and actual turnover.     

A rising generation of Europeans? Revisited

The EJPR article ‘A rising generation of Europeans?’ provided systematic evidence for the existence of generational differences in attitudes towards the European Union (EU). In this research note, it is argued that identifying generational differences in specifically affective orientations is the crucial issue for the future of the EU. Drawing on and extending the earlier work expectations in respect to generational and life‐cycle differences in affective orientations are developed and tested, highlighting the existence of the former, their consistency across a range of indicators, and the absence of the latter. The results are an important counterpoint to the growth in ambivalence in attitudes towards the EU.     

The legitimacy of occupation authority: beyond just war theory

ABSTRACT

So far, most of the philosophical literature on occupations has tried to assess the legitimacy of military rule in the aftermath of armed conflicts by exclusively employing the theoretical resources of just war theory. In this paper, I argue that this approach is mistaken. Occupations occur during or in the aftermath of wars but they are fundamentally a specific type of rule over persons. Thus, theories of political legitimacy should be at least as relevant as just war theory for the moral evaluation of occupations. This paper, therefore, draws on both traditions and argues that just war theory plays a limited role in identifying the purposes and appropriate agents of occupation authority, but that theories of legitimacy are necessary for explaining why and under which conditions foreign actors have the right to rule in the aftermath of armed conflicts.     

The puzzle transformed: Explaining declining turnout

This analysis of the decline in aggregate voting turnout in the United States between the 1950s and the 1980s attributes the decline to changes in the generational composition of the electorate. In particular, the post-New Deal generation (first presidential vote in 1968 or later), which continues to grow in size, votes at a rate well below that of older generations. A minor part of the generational differences in turnout can be attributed to generational differences in party identification and social connectedness (as measured by such indicators as home ownership and church attendance). The larger portion of generational turnout differences cannot be directly explained with variables contained in the National Election Studies. The generational differences in turnout arenot reflected in preelection participation (informal campaigning, doing party work, etc.) and they cannot be accounted for by a declining sense of political efficacy or citizen duty or by lessened interest in campaigns and election outcomes.     

Generation, Age, and Time: The Dynamics of Political Learning during Russia's Transformation

When the Soviet Union collapsed, most Russians had lived their entire lives in a quintessentially authoritarian culture. Having been socialized in this environment, how could citizens acquire the attitudes and behaviors necessary to support a new, more pluralistic regime? Cultural theories of political learning emphasize the primacy of childhood socialization and hold that altering initial attitudes is a decades‐long process that depends on generational replacement. Institutional theories emphasize adult relearning in response to changing circumstances regardless of socialization. Lifetime learning integrates the competing perspectives. Multilevel models using New Russia Barometer data from 1992 to 2005 confirm the persistence of some generational differences in Russian political attitudes but demonstrate even larger effects resulting from adult relearning. Lifetime learning provides the most comprehensive account and suggests that Russians would quickly acquire the attitudes and behaviors appropriate to democracy—if Russian elites supply more authentic democratic institutions.     

Careers of women public managers: Career needs of women public managers across generations

This study examines women's managerial experiences in leadership roles and reflects on their career needs. Women's career needs are understood by applying the Kaleidoscope Career Model (KCM), which is yet to be widely explored in public sector settings. The KCM recognizes the interplay of multiple experiences that shape the career development of women in the workforce. Using 21 in-depth interviews with women municipal government leaders in the United States; we find that while all three parameters of the KCM model are relevant for women public managers, the need for balance is overwhelmingly evident for women across all generations. Further, we demonstrate how the relationality of women public managers and the interplay of personal and professional needs drive their career goals. The findings from this study are relevant to human resource development policies and practices that consider generational differences into account. Work-life balance needs are relevant for women across all generations (Baby Boomer, Generation X, and Generation Y), and organizations play a vital role in mitigating the burden for women managers. Women public managers' need for balance dominates across generations over the need for challenge and authenticity. Human resource management programs should consider policies and programs that are responsive to the specific needs of women across different generations. Women managers from Generation X and Baby Boomer generational cohorts express interest in leaving their current position or look forward to retirement in the future.     

Post‐ministerial occupation in advanced industrial democracies: Ambition,individual resources and institutional opportunity structures

The post‐office occupation of former cabinet members remains basically unexplored in both single‐case and comparative studies. Is being a minister just a career tout court, or does serving in executive office facilitate movement to other positions? This article sheds new light on this question by advancing the theoretical development and empirical understanding of the various types of post‐ministerial occupation. The analysis takes into account ex‐ministers’ ambition, political capital resources and the institutional opportunity structures that might well affect both ambition and individual resources. Additionally, given that access to executive office is profoundly gendered, the article addresses the central question of whether post‐ministerial occupations similarly present differential patterns for women and men. The empirical results of a cross‐national comparison of 23 advanced industrial democracies show that, for most departing ministers, serving in executive office is indeed a stepping stone to other positions. Post‐office trajectories are not only shaped by ex‐ministers’ political capital resources such as seniority, party office, policy expertise and type of portfolio held while in cabinet, but also by different institutional factors that present country‐specific combinations. Specifically, systemic variables shape the relevance of political capital resources and affect how ambition is constructed and towards which goals. Strong gendered post‐office patterns are not found, although some intriguing gender differences are observed.     

What is wrong with job security?

Most Western studies into motivation suggest that public servants are prosocial. Moreover, scholars suggest that a desire for external rewards, like pay and job security, may crowd out prosocial proclivity. However, recent studies from non‐Western contexts provide mixed results about the actual drivers of public servants' motivation to seek and retain public sector employment and perform their duties. To advance the development of theory regarding motivational dynamics of public servants in developing countries, we examine how pursuing external rewards impacts public service motivation, job satisfaction, and turnover intention among public servants in Kazakhstan (n = 627), a developing former Soviet republic that has been subjected to various waves of personnel reform. Our quantitative and qualitative data show that a desire for job security relates positively to public service motivation and job satisfaction, whereas a desire for monetary rewards correlates negatively with public service motivation and positively with turnover intention. We conclude with the implications for theory and practice.     

The national evaluation of the food stamp employment and training program

This article reports the results of the national evaluation of the Food Stamp Employment and Training (E&T) Program, based on an experimental study involving over 13,000 program participants in 53 separate local food stamp agencies. The story told by these findings begins with the types of individuals who participated in the E&T Program in FY 1988. Nearly 70 percent did not have children (removing this barrier to finding employment), and about half were single, highly mobile adults living alone. Most received no public assistance other than food stamps. For the most part, then, these were individuals who needed to work—food stamp benefits are not intended to meet total subsistence needs. It would, therefore, be expected that most of the E&T participants would be looking for work (whether or not they were successful) in the absence of E&T requirements. Next, it is apparent that large numbers of E&T participants did not engage in employment or training services in FY 1988. As currently structured, beyond imposing the obligation to meet the requirements of E&T, the program failed to provide any actual services to about half of those deemed eligible to participate. For the most part, the services received by E&T participants consisted primarily of referral to individual job search. In the absence of E&T, many of the individuals currently targeted by the program were able to obtain similar referrals on their own. Consequently, it is not surprising, that E&T was found to have no effect on participants' employment and earnings, and only a relatively small effect on average food stamp benefits.     

External affairs and trusted family businesses: A research agenda

In the past two decades, the Journal of Public Affairs has solidified corporate public affairs as a legitimate leadership skillset vital to driving future business growth. Yet, more work at a persistently overlooked gap in the Journal, the intersection of public affairs and family businesses, might shed new light on thriving, trusted, and sustainable business practices. This paper examines the unique contributions of family businesses as trusted influencers. As one of the most prominent forms of business, worldwide, family businesses persistently enjoy unusually high levels of public trust while collectively employing millions of wage earners yet their contributions to corporate external affairs research ostensibly have been largely overlooked. These “silent” community and social influencers offer a potentially new perspective on effective public outreach given their persistent and unique trust advantage. Family business' trust-based capabilities can potentially bring new insights to understanding effective stakeholder engagement, credible communications, and issues management—the sweet spot of corporate public affairs functions. Future research opportunities based on relational- and locational- advantages of trusted family businesses are identified.     

Impact of “U.S. Veterans' Access,Choice and Accountability Act of 2014” on employee morale and work behavior: Does “creating an at‐will workplace” lead to better outcomes?

This study estimates the impact of job security rule changes on federal civilian employees' work attitudes and behavior (i.e., job satisfaction and turnover intention) by looking at recent U.S. Department of Veterans Affairs (VA)'s Veterans' Access, Choice and Accountability Act (VACAA) of 2014. The data for the analysis are derived from the 2010, 2011, 2013, 2014, and 2015 U.S. Federal Employee Viewpoint Surveys. A difference‐in‐differences quasiexperimental methodology was used to examine the effect of a job security rule change on VA employee job satisfaction and turnover intention. This study's results indicate that the overall effect of the introduction of a new job security rule at VA is a decrease of approximately 7 percentage points in employee job satisfaction and 8 percentage points in employee turnover intention, which are a substantial effect. This study contributes to both the theoretical and the empirical understanding of at‐will employment systems and public employee work morale and attitudes.     

A rising generation of Europeans? Life‐cycle and cohort effects on support for ‘Europe’

Despite much research on age and attitudes, it remains unclear whether age reflects accumulated life experience or conditions prevailing during an individual's formative years – that is, a life‐cycle effect or a cohort effect. In respect to attitudes towards the European Union (EU), the issue is particularly important. Although many analyses indicate a correlation between age and support, the relationship has not been adequately theorised and extant analyses have generated contradictory results. In this article, theoretical expectations for both life‐cycle and cohort effects on support for the EU are developed and tested using a cross random effects model. This not only identifies the nature of an age‐support relationship, but also highlights substantial generational differences in attitudes towards European integration and explains the inconsistencies in extant empirical analyses.     

All the world is a stage: global governance,human resources,and the ‘problem’ of smallness

Abstract

The involvement of small island states (SISs) in a growing number of international organisations (IOs) has placed increased pressure on domestic bureaucracies and political systems. Rapid turnover among SIS leaders, combined with generational change and decreased local support, has amplified disadvantages. Growing complexity has therefore further exposed the long-standing vulnerabilities of SISs. They can play a creative role at the margins, and on certain issues in certain IOs, but in general asymmetries prevail. The lesson is that national sovereignty does not always equal control, and what might superficially appear to be equal access is constrained by the availability of technical expertise to the detriment of SISs.     

Generational equity or privatization of social security?

He is primary author of Ties That Bind: The Interdependence of Generations,a study that examines the framing of the generational equity debate. He is currently doing research for a book concerning the planning of retirement of the baby boom generation.     

Building sustainable professional capacity in African public sectors: retention constraints in Kenya

Significant investments are being made by aid agencies to increase Master's-level training of African professionals serving in the public sector. Yet no case studies present detailed data or analysis of past efforts to build sustainable human capacity in governmental institutions. The article reviews career and retention data on 169 economists, planners, and statisticians trained under funding provided by 6 long-term aid projects for targeted posts in Kenyan ministries. After reviewing retention constraints revealed by this data and other evidence, it offers recommendations that might assist governments and aid agencies to design and implement capacity building initiatives with a higher probability of ensuring that returned graduates serve for adequate periods of time in the positions for which they were trained. © 1997 by John Wiley & Sons, Ltd. Public Admin. Dev. Vol. 17 , 307–324 (1997). No. of Figures: 0. No. of Tables: 1. No. of Refs: 31.     

The generational decay of Euroscepticism in the UK and the EU referendum

A prominent feature of media coverage during the UK’s referendum on European Union (EU) membership was the stark difference between the pro-EU young and their Eurosceptic elders, widely assumed to reflect a generational divide. The positive relationship between age and hostility towards the EU is well established in academic research, however only Down, and Wilson [(2013). “A rising generation of Europeans? Life-cycle and cohort effects on support for ‘Europe’.” European Journal of Political Research 52: 431–456] have considered whether this reflects a generational or life-cycle effect. While their research confirms that there is such a generational effect, their capacity to explain it is limited. This study utilizes data from Britain and builds on previous attempts to identify and explain generational trends in Euroscepticism, bridging it with studies on individual-level determinants of hostility towards the EU, providing the most detailed assessment of the extent and causes of generational differences in Euroscepticism to date. The results confirm that today’s young people are the most supportive generation of EU membership, caused by a combination of factors including their experience of the EU during their formative years, their relationships with domestic political institutions, and their access to education.     

Con a voluntary workfare program change the behavior of welfare recipients? new evidence from washington state's family independence program (FIP)

This article examines a voluntary workfare demonstration program in Washington state—the Family Independence Program (FIP)—designed to encourage longer-term investments in employment and training (E&T) activities, with the ultimate objective of achieving economic self-sufficiency for welfare recipients. A unique longitudinal data set is used to compare E&T enrollment and the labor market and welfare outcomes for a sample of FIP clients and a comparison group of Aid to Families with Dependent Children (AFDC) recipients subject to the state's mandatory workfare requirements. Correcting for self-selection, the estimates obtained indicate that FIP's combination of financial incentives, enhanced support services, and a more client-centered environment results in an E&T enrollment rate that is from 9 to 12 percentage points higher during the post-FIP June 1989 to May 1990 period than the rate for respondents subject to the state's workfare program. Relative to the enrollment rate calculated for nonparticipants, FIP net impact estimates in this range represent a 33 to 44 percent increase in E&T enrollment. These results offer a more positive assessment of the potential of a voluntary workfare program to affect the behavior of welfare recipients than does the large-scale FIP evaluation carried out by the Urban Institute. However, both the evidence presented here and the Urban Institute's evaluation suggest that FIP had little impact on employment and earnings but significantly increased welfare receipt and the level of welfare benefits.     

Progress toward Pay Equity in State Governments?

Are state governments fulfilling their responsibilities to be model employers of women and minorities? Using U.S. Census Bureau data on individual employees from 1980 to 2015, this article looks at how much progress state governments have made toward eliminating racial and gender pay differences. It examines whether differences in education, age/experience, citizenship, English ability, hours worked, and occupation explain the pay differences. Patterns and explanations vary substantially by group, but state governments are doing a better job than private firms of closing pay gaps on almost every measure .