EMPLOYEE-ORGANIZATION EXCHANGE RELATIONSHIPS, HRM PRACTICES, AND QUIT RATES OF GOOD AND POOR PERFORMERS

• 成果类型: Article
• 署名作者: Shaw, Jason D.; Dineen, Brian R.; Fang, Ruolian; Vellella, Robert F.
• 署名单位: University of Minnesota System; University of Minnesota Twin Cities; University of Kentucky
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/AMJ.2009.44635525
• 发表日期: 2009
• 页码: 1016-1033
• 关键词: human-resource management; VOLUNTARY TURNOVER; SOCIAL-EXCHANGE; DYSFUNCTIONAL TURNOVER; pay; systems; IMPACT; PRODUCTIVITY; MODEL; VOICE

摘要

We developed and tested an exchange-theory-based extension of the relationship between human resource management (HRM) practices and quit rates in a two-wave trucking industry study and attempted a constructive replication in a two-wave study of supermarkets. We found that HRM inducements and investments relate negatively to good- and poor-performer quit rates, whereas expectation-enhancing practices relate negatively to good-performer quit rates and positively to poor-performer quit rates. We find support for the predictions that expectation-enhancing practices attenuate the negative relationship between inducements and investments and good-performer quit rates (Study 1) and exacerbate the negative relationship with poor-performer quit rates (Study 2).