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A model of high performance work practices and turnover intentions

Luna‐Arocas, Roberto; Camps, Joaquín - In: Personnel Review 37 (2007) 1, pp. 26-46

Purpose – This paper aims to clarify the relationship between human resource practices and staff retention by selecting three high performance work practices (precursors) and one outcome variable (turnover intentions), and trying to demonstrate the mediator role of employee commitment and job...

Persistent link: https://www.econbiz.de/10014974037

Absence and return to work: towards a research agenda

Cunningham, Ian; James, Philip - In: Personnel Review 29 (2000) 1, pp. 33-47

Notes that the present human resource literature on absence pays relatively little attention to the management of genuine injury and illness. Seeks to partially address this lacuna in the literature through the findings of an exploratory study of the arrangements used to facilitate the return to...

Persistent link: https://www.econbiz.de/10014973709

Translating national policy changes into local HRM practices

van Gestel, Nicolette; Nyberg, Daniel - In: Personnel Review 38 (2009) 5, pp. 544-559

Purpose – The purpose of this paper is to explore how a national policy on sickness absence management is translated by HR managers into local human resource management (HRM) practices by developing and applying an analytical framework with three dimensions: individual preferences, strategic...

Persistent link: https://www.econbiz.de/10014974114

Prediction of Absenteeism from Attitudes, Prior Absenteeism, and Performance

Morris, James H.; Sherman, J. Daniel; Snyder, Robert A. - In: Personnel Review 18 (1989) 1, pp. 16-22

baseline year absenteeism, performance, and attitudes as predictors of subsequent absenteeism. Results indicated that baseline … absence behaviour was a strong predictor of subsequent absenteeism over the comparatively long temporal course of the study …. Performance contributed little unique variance as a predictor when the influence of baseline absenteeism was accounted for …

Persistent link: https://www.econbiz.de/10014974287

Goal orientation and organizational commitment as explanatory factors of employees' mobility

Lin, Shu‐chi; Chang, Jung‐nung - In: Personnel Review 34 (2005) 3, pp. 331-353

Purpose – To provide a further examination into the explanatory factors of employees' mobility for organizations wishing to improve performance by keeping right employees judging from their goal orientation and organizational commitment. Design/methodology/approach – The multivariate...

Persistent link: https://www.econbiz.de/10014973911

A configurational framework for diversity: socialization and culture

McMillan‐Capehart, Amy - In: Personnel Review 34 (2005) 4, pp. 488-503

Purpose – To develop hypotheses aimed at finding ways to take full advantage of the benefits associated with selecting and hiring dissimilar employees such as creativity, productivity, and problem solving, while avoiding negative consequences such as lower job satisfaction and increased...

Persistent link: https://www.econbiz.de/10014973919

Recruitment, training and turnover: another call centre paradox

Townsend, Keith - In: Personnel Review 36 (2007) 3, pp. 476-490

Purpose – There appear to be many paradoxes within the management of the growing call centre sector. The purpose of this paper is to consider one of these paradoxes, the extensive recruitment and training regimes in workplaces that are faced with very high levels of turnover....

Persistent link: https://www.econbiz.de/10014974003

Relational and economic antecedents of organisational commitment

San Martín, Sonia - In: Personnel Review 37 (2008) 6, pp. 589-608

Purpose – The purpose of this paper is to analyze the most important dimensions and antecedents of the employee's commitment to the firm using a multidisciplinary perspective. Design/methodology/approach – Using a national sample of 285 employees working in different firms, the research...

Persistent link: https://www.econbiz.de/10014974075

The impact of job performance on employee turnover intentions and the voluntary turnover process : A meta‐analysis and path model

Zimmerman, Ryan D.; Darnold, Todd C. - In: Personnel Review 38 (2009) 2, pp. 142-158

Purpose – The purpose of this paper is to estimate the strength of the relationship between job performance and intentions to quit (ITQ), identify moderators to this relationship, and calculate the direct and indirect effects that job performance has on ITQ and turnover....

Persistent link: https://www.econbiz.de/10014974089

Perceived organizational support and expatriate organizational citizenship behavior : The mediating role of affective commitment towards the parent company

Liu, Yuwen - In: Personnel Review 38 (2009) 3, pp. 307-319

Purpose – The purpose of this article is to empirically examine the relationships between organizational support, affective commitment, and organizational citizenship behavior (OCB) for expatriates. Design/methodology/approach – Data from 162 expatriates, working in 37 subsidiaries of...

Persistent link: https://www.econbiz.de/10014974099