Employee-organization exchange relationships, hrm practices, and quit rates of good and poor performers

Jason DeFrance Shaw, Brian Dineen, Ruolian Fang, Robert Vellella

Research output: Journal article publicationJournal articleAcademic researchpeer-review

241 Citations (Scopus)


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 goodperformer quit rates (Study 1) and exacerbate the negative relationship with poorperformer quit rates (Study 2).
Original languageEnglish
Pages (from-to)1016-1033
Number of pages18
JournalAcademy of Management Journal
Issue number5
Publication statusPublished - 1 Oct 2009
Externally publishedYes

ASJC Scopus subject areas

  • Business and International Management
  • General Business,Management and Accounting
  • Strategy and Management
  • Management of Technology and Innovation


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