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The Role of Firm Size and Knowledge Intensity in the Performance Effects of Collective Turnover

Published on Oct 22, 2019in Journal of Management9.056
· DOI :10.1177/0149206319880957
Kim De Meulenaere , Sophie De Winne10
Estimated H-index: 10
(Katholieke Universiteit Leuven)
+ 1 AuthorsStijn Vanormelingen8
Estimated H-index: 8
(Katholieke Universiteit Leuven)
Abstract
As employees are among firms’ most important resources and labor markets are facing serious labor shortages, firm-level collective turnover is one of the most important challenges facing organizati...
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AbstractThis article intends to further unravel the relationship between employee turnover and organizational performance. We test a complex non-linear relationship between turnover and performance...
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Substantial literature has been produced on the increasing wage gap in the United States, invoking various possible factors, but largely ignoring the relationship between firm size and wage distribution. In this study, the author decomposes wage differences over time between large, medium and small firms, identifying the effects of observed characteristics (and their returns) along with residual inequality, i.e. inequality among workers with the same observed characteristics. From 1992 to 2012, ...
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Context†emergent turnover theory (CETT) focuses on the contextual factors that influence the turnover†firm performance relationship, yet to date, has not investigated how particular firms weather the detrimental effects of loss more effectively than others. We build on the CETT literature by theorizing that different human resource bundling strategies are central contextual factors that impact the effects of human resource exit. Specifically, we argue that bundling human resources prior to e...
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Explanations of turnover from extant management research focus on the what (content) and how (process) of turnover. This study engages a sensemaking framework to explore the why (meaning) for employees of quitting or staying at an employing organization, in order to add a new layer to our understanding of retention and turnover. Analysis of data from in-depth interviews with leavers and stayers, both post hoc and in situ, using grounded theory methods, reveals identity and well-being assessment ...
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As evidenced by the publication of three meta-analyses in 2013, the importance of collective turnover is garnering increasing attention. Although each of these meta-analyses delivers a unique and significant impact to the HR literature, there remain opportunities to expand and build upon their contributions. In a comparison of the three extant meta-analyses, we found over 90 unique papers that were included in only one of each of the three studies, and > 10 new studies published since 2013. We c...
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Blending theory on collective turnover and group adaptability, this paper develops a two-phase longitudinal model that explains how and why an individual-level turnover event has effects on collective performance. Phase 1 (disruption) is marked by a sudden and negative change in unit-level performance, while Phase 2 (recovery) entails a gradual increase in unit performance over time. We further propose that the positional distribution (manager or employee) of the turnover event and the amount of...
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