Goal-Setting, Supervisory Behavior, and Employee Turnover: A Field Experiment.

摘要

This study examines the effects of experimentally introducing a participative goal-setting program aimed at reducing employee turnover in fifty branches of a West Coast bank. One half the branches received the goal-setting treatment (focusing on employee development goals), while the matched control groups received no treatment. Results showed that, for those branches that implemented the goals, turnover was reduced significantly compared to the matched control groups. Moreover, the extent to which the goals were actually implemented was found to be influenced by the efficiency level of the individual branches. Results are discussed in the light of relevant goal-setting and turnover literature. (Author)