The Influence of Human Resource Management Practices on Employee Voluntary Turnover Rates in the Canadian Non Governmental Sector
Datos Bibliográficos
| ID | 3260618 |
|---|---|
| Autores | Victor Y Haines, Victor Y Haines Iii (0000-0002-8533-7731), Patrice Jalette (0000-0003-2265-1405), Karine Larose |
| Año | 2010 |
| Volumen | 63 |
| Número | 2 |
| Páginas | 228-246 |
| Fecha de publicación | 2010-01-01 |
| Open Access | Sí |
| Tipo | ARTICLE |
| Revista | Industrial and Labor Relations Review (JOURNAL) |
| Identificadores de la revista | ISSN: 0019-7939 • E-ISSN: 2162-271X |
| Editorial | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/001979391006300203 |
| OpenAlex | W1766684615 |
| Idioma | EN |
| Citas recibidas | 7 |
| Referencias citadas | 55 |
The authors tested the influence of thirteen human resource management practices on voluntary turnover rates the following year while controlling for workplace size, the presence of a separate human resources management unit, union density, industry, and region. Analysis of data from 4,160 workplaces representative of Canadian industries found that employer-provided training is associated with higher turnover, whereas internal labor markets and formal dispute resolution procedures are associated with lower turnover. The findings are consistent with predictions that some human resource management practices reduce workers' desire to leave and that training may actually make their leaving easier
Business · Demographic economics · Economics · Human resource management · Human resources · Job satisfaction · Labour economics · Management · Operations management · Political science · Public relations · Turnover · Turnover intention · Unit (ring theory) · Voluntary sector · Employment and Welfare Studies · Labor Movements and Unions · Organizational Downsizing and Restructuring · Psychology
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| Citas por año | 0,5 |
|---|---|
| Intervalo de citas | 2012 - 2024 (13) |
| Altamente citado | No |