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Association of Employee Engagement Factors and Turnover Intention Among the 2015 U.S. Federal Government Workforce

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  • Ilana O. McCarthy
  • Ramal Moonesinghe
  • Hazel D. Dean

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.

Suggested Citation

  • Ilana O. McCarthy & Ramal Moonesinghe & Hazel D. Dean, 2020. "Association of Employee Engagement Factors and Turnover Intention Among the 2015 U.S. Federal Government Workforce," SAGE Open, , vol. 10(2), pages 21582440209, June.
    • Handle: RePEc:sae:sagope:v:10:y:2020:i:2:p:2158244020931847
    DOI: 10.1177/2158244020931847
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    References listed on IDEAS

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    1. Congressional Budget Office, 2017. "Options for Changing the Retirement System for Federal Civilian Workers," Reports 53003, Congressional Budget Office.
    2. Leider, J.P. & Harper, E. & Shon, J.W. & Sellers, K. & Castrucci, B.C., 2016. "Job satisfaction and expected turnover among federal, state, and local public health practitioners," American Journal of Public Health, American Public Health Association, vol. 106(10), pages 1782-1788.
    3. Congressional Budget Office, 2017. "Comparing the Compensation of Federal and Private-Sector Employees, 2011 to 2015," Reports 52637, Congressional Budget Office.
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    Cited by:

    1. Diane Pelly, 2023. "Worker Well-Being and Quit Intentions: Is Measuring Job Satisfaction Enough?," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 169(1), pages 397-441, September.
    2. Sonia Nawrocka & Hans De Witte & Margherita Brondino & Margherita Pasini, 2021. "On the Reciprocal Relationship between Quantitative and Qualitative Job Insecurity and Outcomes. Testing a Cross-Lagged Longitudinal Mediation Model," IJERPH, MDPI, vol. 18(12), pages 1-28, June.
    3. Diane Pelly, 2022. "Worker well-being and quit intentions: is measuring job satisfaction enough?," Working Papers 202204, Geary Institute, University College Dublin.
    4. Belval, Erin J. & Bayham, Jude & Magstadt, Shayne, 2024. "Retention of highly qualified wildland firefighters in the Western United States," Forest Policy and Economics, Elsevier, vol. 158(C).

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