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Employee-organization exchange relationships, HRM practices, and quit rates of good and poor performers
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)..Printed journal
Ketersediaan
| Call Number | Location | Available |
|---|---|---|
| PSB lt.dasar - Pascasarjana | 1 |
| Penerbit | : Academy of Management |
|---|---|
| Edisi | - |
| Subjek | Supermarkets Human resource management Correlation analysis Employee turnover studies Trucking industry |
| ISBN/ISSN | 14273 |
| Klasifikasi | - |
| Deskripsi Fisik | - |
| Info Detail Spesifik | - |
| Other Version/Related | Tidak tersedia versi lain |
| Lampiran Berkas | Tidak Ada Data |