Linking HRM Practices and Institutional Setting to Collective Turnover: An Empirical Exploration

Dirk Van Dierendonck, Arthur Lankester, Maria Zmyslona and Hans Rothweiler
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Dirk Van Dierendonck: Department of Organisation and Personnel Management, RSM Erasmus University, Burg Oudlaan 50, Rotterdam 3062 PA, The Netherlands
Arthur Lankester: Inovus Institute, Amsterdam 1012 WX, The Netherlands
Maria Zmyslona: Department of Organisation and Personnel Management, RSM Erasmus University, Burg Oudlaan 50, Rotterdam 3062 PA, The Netherlands
Hans Rothweiler: Top Employers Institute, Herengracht 208–216, Amsterdam 1016 BS, The Netherlands

Administrative Sciences, 2016, vol. 6, issue 4, 1-17

Abstract: The present study addresses the relationship between human resources management (HRM) practices and employee turnover by taking into account the influence of socioeconomic environment. Data was collected at company level with an international sample of 830 companies from 12 countries (Netherlands, Belgium, United Kingdom, Brazil, Switzerland, China, France, Italy, Poland, Germany, South Africa, and Spain). A division into four bundles of human resources (HR) practices is introduced: remunerative, communication, developmental, and well-being practices. The influence of the socioeconomic environment was factored in by including the institutional setting in terms of the level of coordination as a country-level variable. The results showed that collective turnover is related to both a country’s institutional determinants and to company HR practices. Remunerative HR practices may have a negative influence in terms of enhancing turnover, particularly within countries high in coordination. HR well-being practices are the most beneficial practices in terms of reducing employee turnover. Our study adds to our knowledge on the relation between HR practices and turnover from an international perspective. It complements the empirical knowledge on the effectiveness of HRM practices in a cross-national setting and supports the notion that the institutional context should be given more attention when studying HR effectiveness.

Keywords: HRM practices; collective turnover; institutional context (search for similar items in EconPapers)
JEL-codes: L M M0 M1 M10 M11 M12 M14 M15 M16 (search for similar items in EconPapers)
Date: 2016
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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