The impact of motivation, empowerment, and skill-enhancing practices on aggregate voluntary turnover: The mediating effect of collective affective commitment

Personnel Psychology

Volumn 64, Issue 2, 2011, Pages 315-350

  Gardner, Timothy M ^a   Wright, Patrick M ^b   Moynihan, Lisa M ^c  

^a VANDERBILT UNIVERSITY   (United States)

^b Department of Obstetrics Gynecology   (United States)

^c LONDON BUSINESS SCHOOL   (United Kingdom)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 79957623631     PISSN: 00315826     EISSN: 17446570     Source Type: Journal    
DOI: 10.1111/j.1744-6570.2011.01212.x     Document Type: Article

References (106)

1. Alba-Ramirez A. (1993). Mismatch in the Spanish labor market. Journal of Human Resources, 28, 259-278.
2. Almeida P, Kogut B. (1999). The localization of knowledge and the mobility of engineers in regional networks. Management Science, 45, 905-917.
3. Angle H, Perry J. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 26, 1-14.
4. Appelbaum E, Bailey T, Berg P, Kallenberg AL. (2000). Manufacturing advantage: Why high-performance work systems pay off. Ithaca, NY: Cornell University Press.
5. Arthur JB. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.
6. Bailey T. (1993). Discretionary effort and the organization of work: Employee participation and work reform since Hawthorne. Columbia University, New York (Paper prepared for the Sloan Foundation).
7. Baron JN, Kreps DM. (1999). Strategic human resources: Frameworks for general managers. New York, NY: John Wiley & Sons.
8. Baron RM, Kenny DA. (1986). The moderator-mediator variable distinction in social psychological research. Journal of Personality and Social Psychology, 51, 1173-1182.
9. Barsade SG. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47, 644-675.
10. Batt R. (2002). Managing customer services: Human resource practices, quit rates, and sales growth. Academy of Management Journal, 45, 587-597.
11. Batt R, Colvin AJS, Keefe J. (2002). Employee voice, human resource practices, and quit rates: Evidence from the telecommunications industry. Industrial and Labor Relations Review, 55, 573-594.
12. Baysinger BD, Mobley WH. (1983). Employee turnover: Individual and organizational analysis. In Rowland KM, Ferris GR (Eds.), Research in personnel and human resource management 269-319). Greenwich, CT: JAI Press.
13. Becker BE, Huselid MA. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In Ferris GR (Ed.), Research in personnel and human resource management, Vol 16 53-101). Greenwich, CT: JAI Press.
14. Becker GS. (1975). Human capital. Chicago, IL: University of Chicago Press.
15. Benson GS, Finegold D, Mohrman SA. (2004). You paid for the skills, now keep them: Tuition reimbursement and voluntary turnover. Academy of Management Journal, 47, 315-331.
16. Boorstin J. (2005). Delivering at Domino's Pizza. Fortune, 151, 7 February: 28.
17. Bradley BH. (2005). The effects of compensation practices on organizational turnover: A meta-analysis. Working paper. University of Iowa: Department of Management and Organizations.
18. Caldwell DF, Chatman JA, O'Reilly CA. (1990). Building organizational commitment: A multifirm study. Journal of Occupational Psychology, 63, 245-261.
19. Cappelli P. (1999). The new deal at work: Managing the market driven workforce. Boston, MA: Harvard Business School Press.
20. Cappelli P. (2008). Talent on demand: Managing talent in an age of uncertainty. Boston, MA: Harvard Business Press.
21. Chan D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83, 234-246.
22. Coff RW. (1997). Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Academy of Management Review, 22, 374-402.
23. Combs J, Liu Y, Hall A, Ketchen D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59, 501-528.
24. Deci E, Ryan RM. (1985). Intrinsic motivation and self-determination in human behavior. New York, NY: Plenum.
25. Delery JE. (1998). Issues of fit in strategic human resource management: Implications for research. Human Resource Management Review, 8, 289-309.
26. Delery JE, Shaw JD. (2001). The strategic management of people in work organizations: Review, synthesis, and extension. Research in Personnel and Human Resource Management, 20, 165-197.
27. Dyer L, Reeves T. (1995). HR strategies and firm performance: What do we need to know and where do we need to go? International Journal of Human Resource Management, 6, 656-670.
28. Frazis H, Gittleman M, Harrigan M, Joyce M. (1998). Results from the 1995 survey of employer-provided training. Monthly Labor Review, 121, 3-13.
29. Freeman RB. (1980). The exit-voice tradeoff in the labor market: Unionism, job tenure, quits, and separations. The Quarterly Journal of Economics, 94, 643-673.
30. Galunic DC, Anderson E. (2000). From security to mobility: Generalized investments in human capital and agent commitment. Organization Science, 11, 1-20.
31. Gardner TM. (2005). Interfirm competition for human resources: Evidence from the software industry. Academy of Management Journal, 48, 237-256.
32. Gerhart B. (2007). Horizontal and vertical fit in human resource systems. In Ostroff C, Judge TA (Eds.), Perspectives on organizational fit 317-348). New York, NY: Psychology Press.
33. Gerhart B, Wright PM, McMahan GC, Snell SA. (2000). Measurement error in research on human resource decisions and firm performance: How much error is there and how does it influence effect size estimates? Personnel Psychology, 53, 803-834.
34. Glebbeek AC, Bax EH. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47, 277-286.
35. Gravetter FJ, Wallnau LB. (2009). Statistics for the behavioral sciences. Belmont, CA: Wadsworth.
36. Greguras GJ, Diefendorff JM. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94, 465-477.
37. Griffeth RW, Hom PW, Gaertner S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-488.
38. Hair JF, Anderson RE, Tatham RL, Black WC. (1998). Multivariate data analysis. Upper Saddle River, NJ: Prentice Hall.
39. Hammer TH, Avgar A. (2005). The impact of unions on job satisfaction, organizational commitment, and turnover. Journal of Labor Research, 26, 241-266.
40. Hinkin TR, Tracey JB. (1999). An analysis of variance approach to content validation. Organizational Research Methods, 2, 175-186.
41. Hofmann DA, Mark B. (2006). An investigation of the relationship between safety climate and medication errors as well as other nurse and patient outcomes. Personnel Psychology, 59, 847-869.
42. Hom PW, Griffeth RW. (1995). Employee turnover. Cincinnati, OH: South-Western College Publishing.
43. Horgan J, Muhlau P. (2006). Human resource systems and employee performance in Ireland and the Netherlands. International Journal of Human Resource Management, 17, 414-439.
44. Hulin CL. (1968). Effects of changes in job-satisfaction levels on employee turnover. Journal of Applied Psychology, 52, 122-126.
45. Hulin CL, Roznowski M, Hachiya D. (1985). Alternative opportunities and withdraw decisions: Empirical and theoretical discrepancies and an integration. Psychological Bulletin, 97, 233-250.
46. Huselid MA. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672.
47. Kanter RM. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33, 499-517.
48. Kozlowski SWJ, Klein K. (2000). A multilevel approach to theory and research on organizations: Contextual, temporal, and emergent processes. In Klein KJ, Kozlowski SWJ (Eds.), Multilevel theory, research, and methods in organizations 3-90). San Francisco, CA: Jossey-Bass.
49. Krackhardt D, Porter LW. (1986). The snowball effect: Turnover embedded in communication networks. Journal of Applied Psychology, 71, 50-55.
50. LeBreton JM, Senter JL. (2008). Answers to 20 questions about interrater reliability and interrater agreement. Organizational Research Methods, 11, 815-852.
51. Leonard JS. (1987). Carrots and sticks: Pay, supervision, and turnover. Journal of Labor Economics, 5, S136-S152.
52. Lepak DP, Snell SA. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24, 31-48.
53. Lepak DP, Snell SA. (2002). Examining the human resource architecture: The relationship among human capital, employment, and human resource configurations. Journal of Management, 28, 517-543.
54. Lepak DP, Liao H, Chung Y, Harden EE. (2006). A conceptual review of human resource management systems in strategic human resource management research. Research in Personnel and Human Resources Management, 25, 217-271.
55. Levinson H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9, 370-390.
56. Lincoln JR, Kalleberg AL. (1996). Commitment, quits, and work organization in Japanese and U.S. plants. Industrial and Labor Relations Review, 50, 39-59.
57. Long RL. (1980). Job attitudes and organizational performance under employee ownership. Academy of Management Journal, 23, 726-737.
58. Lowenstein MA, Spletzer JR. (1999). General and specific training: Evidence and implications. Journal of Human Resources, 34, 710-733.
59. MacDuffie JP. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48, 197-221.
60. MacKenzie SB, Podsakoff PM, Jarvis CB. (2005). The problem of measurement model misspecification in behavioral and organizational research and some recommended solutions. Journal of Applied Psychology, 90, 710-730.
61. MacKinnon DP. (2008). Introduction to statistical mediation analysis. New York, NY: Erlbaum.
62. MacKinnon DP, Fairchild AJ, Fritz MS. (2007). Mediation analysis. Annual Review of Psychology, 58, 593-614.
63. MacKinnon DP, Krull JL, Lockwood CM. (2000). Equivalence of the mediation, confounding and suppression effect. Prevention Science, 1, 173-181.
64. Maertz CP, Campion MA. (2004). Profiles in quitting: Integrating process and content turnover theory. Academy of Management Journal, 47, 566-582.
65. March J, Simon H. (1958). Organizations. New York, NY: Wiley.
66. Mathieu JE, Zajac D. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194.
67. Meyer JP, Allen NJ. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
68. Meyer JP, Herscovitch L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-326.
69. Meyer JP, Stanley DJ, Herscovitch L, Topolnytsky L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.
70. Morgeson FP, Hofmann DA. (1999). The structure and function of collective constructs: Implications for multilevel research and theory development. Academy of Management Review, 24, 249-265.
71. Mowday RT, Porter LW, Steers RM. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York, NY: Academic Press.
72. Nunnally JC, Bernstein IH. (1994). Psychometric theory. New York, NY: McGraw Hill.
73. Osterman P. (1995). Work/family programs and the employment relationship. Administrative Science Quarterly, 40, 681-700.
74. Ostroff C. (1992). The relationship between satisfaction, attitudes, and performance: An organizational-level analysis. Journal of Applied Psychology, 78, 693-974.
75. Pare G, Tremblay M. (2007). The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals' turnover intentions. Group and Organization Management, 32, 326-357.
76. Parsons DO. (1972). Specific human capital: An application to quit rates and layoff rates. The Journal of Political Economy, 80, 1120-1143.
77. Pascale R. (1985). The paradox of "corporate culture": Reconciling ourselves to socialization. California Management Review, 27, 26-40.
78. Pigou AC. (1912). Wealth and welfare. London, UK: Macmillan.
79. Porter LW, Steers RM, Mowday RT, Boulin PV. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.
80. Price JL, Mueller CW. (1981). A causal model of turnover for nurses. Academy of Management Journal, 24, 543-565.
81. Rao H, Drazin R. (2002). Overcoming resource constraints on product innovation by recruiting talent from rivals: A study of the mutual fund industry, 1986-1994. Academy of Management Journal, 45, 491-507.
82. Rogers WH. (1993). Regression standard errors in clustered samples. State Technical Bulletin, 13, 19-23, Stata Technical Bulletin Reprints
83. Ryan AM, Sacco JM, McFarland LA, Kriska SD. (2000). Applicant self-selection: Correlates of withdrawal from a multiple hurdle process. Journal of Applied Psychology, 85, 163-179.
84. Schlicht E. (1978). Labour turnover, wages structure, and natural unemployment. Journal of Institutional and Theoretical Economics, 134, 337-364.
85. Schneider B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
86. Shaw JD, Delery JE, Jenkins GD, Gupta N. (1998). An organization-level analysis of voluntary and involuntary turnover. Academy of Management Journal, 41, 511-525.
87. Shaw JD, Dineen BR, Fang R, Vellella RF. (2009). Employee-organization exchange relationships, HRM practices, and quit rates of good and poor performers. Academy of Management Journal, 52, 1016-1033.
88. Shaw JD, Duffy MK, Johnson JL, Lockhart DE. (2005). Turnover, social capital losses, and performance. Academy of Management Journal, 48, 594-606.
89. Shrout PE, Bolger N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7, 422-445.
90. Simons T, Roberson Q. (2003). Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes. Journal of Applied Psychology, 88, 432-443.
91. Spencer DG. (1986). Employee voice and employee retention. Academy of Management Journal, 29, 488-502.
92. Sproull NL. (1995). Handbook of research methods. Kent, UK: Scarecrow Press.
93. Stone KVW. (2004). From widgets to digits: Employment regulation for the changing workplace. Cambridge, UK: Cambridge University Press.
94. Subramony M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human Resource Management, 48, 745-768.
95. Takeuchi R, Chen G, Lepak DP. (2009). Through the looking glass of a social system: Cross-level effects of high-performance work systems on employee attitudes. Personnel Psychology, 62, 1-29.
96. Tannenbaum SI, Mathieu JE, Salas E, Bowers JA. (1991). Meeting training expectations: The influence of training fulfillment on the development of commitment, self -efficacy, and motivation. Journal of Applied Psychology, 76, 759-769.
97. Terborg JR, Lee TW. (1984). A predictive study of organizational turnover rates. Academy of Management Journal, 27, 793-810.
98. Tharenou P, Saks AM, Moore C. (2007). A review and critique of research on training and organizational-level outcomes. Human Resource Management Review, 17, 251-273.
99. Trevor CO. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44, 621-638.
100. Trevor CO, Nyberg AJ (2008). Keeping your headcount when all about you are losing theirs: Downsizing, voluntary turnover rates, and the moderating role of HR practices. Academy of Management Journal, 51, 259-276.
101. Tyler TR. (1999). Why people cooperate with organizations: An identity-based perspective. Research in Organizational Behavior, 21, 201-246.
102. Way SA. (2002). High performance work systems and intermediate indicators of firm performance within the US small business sector. Journal of Management, 28, 765-785.
103. Williams RL. (2000). A note on robust variance estimation for cluster-correlated data. Biometrics, 56, 645-646.
104. Wilson N, Peel MJ. (1991). The impact on absenteeism and quits of profit-sharing and other forms of employee participation. Industrial and Labor Relations Review, 44, 454-468.
105. Wright PM, Gardner TM, Moynihan LM, Allen MR. (2005). The relationship between HR practices and firm performance: Examining causal order. Personnel Psychology, 58, 409-446.
106. Wright PM, Gardner TM, Moynihan LM, Park HJ, Gerhart B, Delery JE (2001). Measurement error in research on human resource decisions and firm performance: Additional data and suggestions for future research. Personnel Psychology, 54, 875-901.