摘要：This paper investigates the claims of alarming turnover rates in the childcare work force (as claimed by the Center for the Childcare workforce) in the context of organizational literature. Data collected from 70 childcare centers of New York City partially support the traditional claim that behavioral variables (such as job satisfaction and commitment) explain variations in turnover rate. Additionally, it claims that negative work outcomes (or work itself could be cause of voluntary turnover) in this instance, the behavior problem, discipline problem, funding uncertainty and the like may be included in any deterministic model of employee turnover. Finally, this study did not find overwhelming evidence supporting the alarming rate of turnover in the childcare centers.
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