| { | |
| "original_study": { | |
| "claim": { | |
| "hypothesis": "A large body of empirical research indicates a consistent and inverse relationship between overall job satisfaction and turnover.", | |
| "hypothesis_location": "Section; Determinants of Employee Turnover; Subsection: Workplace Satisfaction Factors; p. 752", | |
| "statement": "As expected, overall job satisfaction makes an employee less likely to leave across the board: as job satisfaction increases, employees are less likely to intend to leave their agency for another within the federal government and less likely to intend to leave the federal government for outside work.", | |
| "statement_location": "Section:Findings; Subsection: Workplace Satisfaction Factors; p. 757", | |
| "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", | |
| "unit_of_analysis": "U.S. federal government employees", | |
| "access_details": "not stated", | |
| "notes": "The exact sample size is not listed in the text." | |
| }, | |
| "method": { | |
| "description": "Use logistic regressions to estimate the effect that job satisfaction has on turnover intention.", | |
| "steps": "(1) Create the two dependent, dichotomous variables of turnover intention - overall turnover intention and intention to leave for a position outside the government; (2) construct regressors by combining question responses by loading weights; (3) estimate the effects using logistic regressions with robust standard errors (4) use a series of Monte Carlo estimations to show how an employee’s probability of turnover intention is influenced by two different types of changes in our independent variables: i. moving from the minimum to the maximum possible value, and ii. increasing the value by a mean-centered standard deviation.", | |
| "models": "logistic regressions with robust standard errors", | |
| "outcome_variable": "turnover intention", | |
| "independent_variables": "overall job satisfaction", | |
| "control_variables": "demographic factors: satisfaction with benefits; advancement opportunity; empowerment; performance culture; coworker relationships; supervisor relationships; interactions of satisfaction with benefits and satisfaction with advancement", | |
| "tools_software": "Stata 11" | |
| }, | |
| "results": { | |
| "summary": "Overall job satisfaction makes an employee less likely to leave across the board", | |
| "numerical_results":[ | |
| { | |
| "outcome_name": "Leaving Agency", | |
| "value": "0.444", | |
| "unit": "percentage point", | |
| "effect_size": "a standard deviation increase in job satisfaction is associated with a 5 percentage point decrease in the probability of intending to leave one’s agency", | |
| "confidence_interval": { | |
| "lower": "not stated", | |
| "upper": "not stated", | |
| "level": "not stated" | |
| }, | |
| "p_value": "<0.01", | |
| "statistical_significance": "1% level", | |
| "direction": "Negative", | |
| "notes": "Confidence intervals are not reported, but standard errors reported instead (0.0163)." | |
| } | |
| ] | |
| }, | |
| "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" | |
| } | |
| } | |
| } | |