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A Conceptual and Empirical Analysis of the Cognitive Ability-Voluntary Turnover Relationship

机译：认知能力与自愿离职关系的概念和实证分析

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摘要

Despite much research into cognitive ability as a selection tool and a separate large literature on the causes of voluntary turnover, little theoretical or empirical work connects the two. We propose that voluntary turnover is also a potentially key outcome of cognitive ability. Incorporating ideas from the person-environment fit literature and those regarding push and pull influences on turnover, we posit a theoretical connection between cognitive ability and voluntary turnover that addresses both why and how voluntary turnover is related to cognitive ability. Integrating data from 3 different sources, our empirical analyses support the theoretical perspective that the relationship between cognitive ability and voluntary turnover depends on the cognitive demands of the job. When the cognitive demands of a job are high, our findings support the hypothesized curvilinear relationship between cognitive ability and voluntary turnover, such that employees of higher and lower cognitive ability are more likely than medium cognitive ability employees to leave voluntarily. With regard to jobs with low cognitive demands, our data are more consistent with a negative linear relationship between cognitive ability and voluntary turnover, such that higher cognitive ability employees are less likely to leave voluntarily. We also examine the role of job satisfaction, finding that job satisfaction is more strongly linked to voluntary turnover in jobs with high cognitive demands.
机译：尽管对作为选择工具的认知能力进行了大量研究，并且有大量关于自愿离职原因的文献，但很少有理论或经验工作将两者联系在一起。我们建议自愿离职也是认知能力的潜在关键结果。结合人际环境适合的文献以及有关推销对推销影响的观点，我们在认知能力和自愿离职之间建立了理论联系，解决了自愿离职与认知能力相关的原因和方式。整合来自3个不同来源的数据，我们的经验分析支持以下理论观点：认知能力和自愿离职之间的关系取决于工作的认知需求。当对工作的认知要求很高时，我们的发现支持了认知能力和自愿离职之间的假想曲线关系，因此，认知能力较高和较低的雇员比中度认知能力的雇员更有可能自愿离职。对于具有较低认知需求的工作，我们的数据与认知能力和自愿离职之间的负线性关系更为一致，因此具有较高认知能力的员工不太可能自愿离职。我们还研究了工作满意度的作用，发现在具有较高认知要求的工作中，工作满意度与自愿离职更紧密相关。

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