Research Method

In: Business and Management

Submitted By adlash
Words 967
Pages 4
Critical review of: An employment systems approach to turnover: Human resources practices, quits, dismissals, and performance. By Rosemary Batt and Alexander J.S Colvin (August, 2011). Academy of Management Journal, 54 (4): 695-717.

Introduction

Drawing on internal labor market and efficiency wage theories, this study intends to contribute in turnover and employment systems literature by examining theoretically and empirically whether applying three categories of human resources (HR) practices, instead of treating HR practices as a consistent group (Batt and Colvin, 2011: 697), might produce similar effects on quits and dismissals rates. Previous researches had diversified views about the causes of quit and dismissals due to various factors and conditions that were considered in these studies and theoretically show plausible dissimilarity. In addition, the authors attempt to explore the potential effects of those sets of HR practices and turnover on the organizational performance and the reflections on customer satisfaction.

Hypotheses

Batt and Colvin (2011: 696-701) analysis and arguments about the current literature yield seven hypotheses. Whereas employers in which apply two sets of incentive HR practices, namely, high-involvement work and attractive investments and inducements practices, they may encounter lower turnover rate and higher level of operational performance. By contrast, the third set of these incentive HR practices, labeled performance-enhancing, might associate negatively with turnover rate and positively with operational performance. Moreover, authors hypothesize that the cooperation among these three HR categories could produce higher level of performance compared to their individual effects. Finally, the turnover might be negatively related to performance and its effects could mediate the relationship between HR practices and…...

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