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"original_study": {
"claim": {
"hypothesis": "Overall job satisfaction makes an employee less likely to leave across the board.",
"hypothesis_location": "The hypothesis is discussed in the Determinants of Employee Turnover: Workplace Satisfaction Factors section.",
"statement": "overall job satisfaction makes anemployee less likely to leave across the board: as job satisfaction increases, employees areless likely to intend to leave their agency for another within the federal government...[Leaving Agency, Job satisfaction = –0.444, SE = 0.0163, significant at p < .01, two tailtest].",
"statement_location": "Table 2",
"study_type": "Observational"
},
"data": {
"source": "Federal Human Capital Survey (FHCS) administered by the U.S. Office of Personnel Management.",
"wave_or_subset": "2006",
"sample_size": "more than 200,000 U.S. federal government employees (full-time, permanent)",
"unit_of_analysis": "individual - U.S. federal government employee",
"access_details": "There is no mention how the data was accessed, only that it was collected and managed by the U.S. Office of Personnel Management. Also, no restriction is mentioned so maybe the data is open access.",
"notes": "the sample size is not clearly stated (only: more than 200,000 U.S. federal government employees); the data was clustered by the agency; the DV - turnover intention is used as a surrogate for actual turnover. Data limitations prevented authors from predicting actual turnover, but turnover intention and actual turnover are usually highly and positively correlated in research. Gender data would have been an appropriate demographic variable to include but was missing for approximately 140,000 respondents so it was excluded from analysis."
},
"method": {
"description": "The authors probed associations between demographic, workplace satisfaction, and organizational/relational factors and employee turnover intention on survey data from U.S. federal employees.",
"steps": "1. The authors obtained Federal Human Capital Survey data.\n2. They retained only respondents who intended to leave for another job and omitted those planning to retire. \n3. They measured turnover intention as a dichotomous variable (1 = those who plan to leave their agency to take another job within the federal government, 0 = all others) and labelled it Leaving Agency.\n4. They added independent variables.\n5. Finally, they estimated logistic regression models with robust standard errors clustered by agency.",
"models": "logistic regression (with two tailed tests)",
"outcome_variable": "turnover intention (dichotomous variable, where 1 represents those who plan to leave their agency to take another job within the federal government, and 0 represents all others)",
"independent_variables": "Age, Agency tenure, Race/ethnicity, Job satisfaction, Satisfaction with pay, Satisfaction with benefits, Satisfaction with advancement, Performance culture, Empowerment, Relationship with supervisor, Relationship with coworkers; Interactions between age and satisfaction with benefits, and age and satisfaction with advancement were also included.",
"control_variables": "not stated (all variables besides the DV are marked as independent)",
"tools_software": "not stated"
},
"results": {
"summary": "Higher overall job satisfaction significantly reduces employees’ intention to leave their agency for another federal job (Job satisfaction = –0.444, SE = 0.0163, p < .01, two-tailed test).",
"numerical_results": [
{
"outcome_name": "Leaving Agency",
"value": "-0.444",
"unit": "NA",
"effect_size": "not stated",
"confidence_interval": {
"lower": "not stated",
"upper": "not stated",
"level": "not stated"
},
"p_value": "< .01",
"statistical_significance": "true",
"direction": "negative"
}
]
},
"metadata": {
"original_paper_id": "not stated",
"original_paper_title": "So Hard to Say Goodbye? Turnover Intention among U.S. Federal Employees",
"original_paper_code": "not stated",
"original_paper_data": "not stated"
}
}
}
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