Under conditions of organizational turbulence, it is crucial to staff organizations with public servants who feel committed and capable of creating public value. However, managers may neglect training and development during turbulent times while they attempt to protect the technical core of the agency. This study draws on job demands-resources theory (JD-R) to understand the role of job-related training and resources on perceived work unit performance and turnover intention during the COVID-19 pandemic. Using the 2020 Federal Employee Viewpoint Survey (FEVS), I find that workers who reported needing, but not receiving, training or resources to cope with new work roles were more likely to report a deterioration in their work unit’s performance and to report new intentions to leave their job. These effects were stronger when an employee’s demands increased over the pandemic. The findings emphasize the importance of balancing demands and resources as organizational leaders react to turbulent conditions.

中文翻译：

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动荡时期的美国联邦员工发展：利用工作需求资源理论解释 COVID-19 大流行期间感知绩效和离职意向的变化

在组织动荡的情况下，拥有有奉献精神并有能力创造公共价值的公务员的组织至关重要。然而，在动荡时期，管理者在试图保护机构的技术核心时可能会忽视培训和发展。本研究利用工作需求-资源理论 (JD-R) 来了解 COVID-19 大流行期间与工作相关的培训和资源对工作单位绩效和离职意向的影响。通过 2020 年联邦员工观点调查 (FEVS)，我发现那些表示需要但没有接受培训或资源来应对新工作角色的员工更有可能报告其工作单位的绩效恶化，并报告新的意图离开他们的工作。当员工的要求在大流行期间增加时，这些影响会更强烈。研究结果强调了组织领导者应对动荡环境时平衡需求和资源的重要性。