Abstract
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 language | English |
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Pages (from-to) | 1016-1033 |
Number of pages | 18 |
Journal | Academy of Management Journal |
Volume | 52 |
Issue number | 5 |
DOIs | |
Publication status | Published - 1 Oct 2009 |
Externally published | Yes |
ASJC Scopus subject areas
- Business and International Management
- Business, Management and Accounting(all)
- Strategy and Management
- Management of Technology and Innovation