nach oben

Review of Managerial Science

Erschienen in:

18.08.2017 | Original Paper

Improving dynamics or destroying human capital? The nexus between excess turnover and performance

verfasst von: Jan Wynen, Bjorn Kleizen

Erschienen in: Review of Managerial Science | Ausgabe 2/2019

Einloggen

Aktivieren Sie unsere intelligente Suche, um passende Fachinhalte oder Patente zu finden.

search-config

KI-gestützte Suche

Aus

Abstract

The flow of employees leaving the organization and the necessity of finding and training suitable replacements is an important issue in the day-to-day management of organizations. However, the body of research empirically examining the exact effects of such employee flows on the performance of organizations remains relatively underdeveloped. This article aims to increase our understanding of this topic by unraveling the link between excess employee turnover—a concept incorporating both the entry and exit of employees—and the performance of US public sector organizations. The results indicate that a linear negative relationship between excess employee turnover and performance surfaces in a time-lagged manner. This finding first of all suggests that human resource management should continue to devote attention to turnover and employee retention, and secondly implies that researchers should specifically take into account potential medium to long-term effects when studying excess turnover.

Vorheriger Artikel Trust, control and knowledge transfer in small business networks

Nächster Artikel When and how often to externally commercialize technologies? a critical review of outbound open innovation

Sie haben noch keine Lizenz? Dann Informieren Sie sich jetzt über unsere Produkte:

Springer Professional "Wirtschaft+Technik"

Online-Abonnement

Mit Springer Professional "Wirtschaft+Technik" erhalten Sie Zugriff auf:

über 102.000 Bücher
über 537 Zeitschriften

aus folgenden Fachgebieten:

Automobil + Motoren
Bauwesen + Immobilien
Business IT + Informatik
Elektrotechnik + Elektronik
Energie + Nachhaltigkeit
Finance + Banking
Management + Führung
Marketing + Vertrieb
Maschinenbau + Werkstoffe
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

Jetzt informieren

Springer Professional "Wirtschaft"

Online-Abonnement

Mit Springer Professional "Wirtschaft" erhalten Sie Zugriff auf:

über 67.000 Bücher
über 340 Zeitschriften

aus folgenden Fachgebieten:

Bauwesen + Immobilien
Business IT + Informatik
Finance + Banking
Management + Führung
Marketing + Vertrieb
Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

Jetzt informieren

Nur mit Berechtigung zugänglich

The term excess employee turnover comes from the fact that employee turnover due to employee replacement occurs in excess of the employee turnover that would be necessary due to a decline or an increase in employment size (Murmann 2015).

For more information on the survey, see: http://www.fedview.opm.gov/.

Available at: www.fedscope.opm.gov).

The Cronbach’s alpha for these items equals 0.9496, indicating a strong degree of reliability. When included in a factor analysis (using a polychoric matrix in order to account for the ordinal nature of the included items), all items load strongly onto one factor, explaining 62% of the variance.

See Grinza (2014) for a detailed discussion of the advantages of System-GMM in the context of excess employee turnover and performance. For more information on the System-GMM model in general, see Roodman (2009).

Note that excess employee turnover is measured between April (year_t−1) and March (year_t) while organizational performance is measured in April (year_t). The lagged version of excess employee turnover refers to time period April (year_t−2) and March (year_t−1) while organizational performance is still measured in April (year_t).

Abelson M, Baysinger B (1984) Optimal and dysfunctional turnover: toward an organizational level model. Acad Manag Rev 9(2):331–342CrossRef

Allen RS, Dawson G, Wheatley K, White CS (2007) Perceived diversity and organizational performance. Empl Relat 30(1):20–33CrossRef

Angrist JD, Pischke J (2009) Mostly harmless econometrics: an empiricist's companion. Princeton University Press, Princeton

Arellano M, Bond S (1991) Some tests of specification for panel data: Monte Carlo evidence and an application to employment equations. Rev Econ Stud 58(2):277–297CrossRef

Becker B, Gerhart B (1996) The impact of human resource management on organizational performance: progress and prospects. Acad Manag J 39(4):779–801

Bishop JH (1991) On the job training of new hires. In: Stern D, Ritzen J (eds) Market failure in training? New economic analysis and evidence on training of adult employees. Spring, Berlin, pp 61–98CrossRef

Boyne GA (2002) Public and private management: what's the difference? J Manag Stud 39(1):97–122CrossRef

Boyne GA (2003) What is public service improvement? Public Adm 81:211–228CrossRef

Boyne GA, Jenkins G, Poole M (1999) Human resource management in the public and private sectors: an empirical comparison. Public Adm 77(2):407–420CrossRef

Brewer GA, Selden SC (2000) Why elephants gallop: assessing and predicting organizational performance in federal agencies. J Public Adm Res Theor 10(4):685–711CrossRef

Brown C, Medoff J (1978) Trade unions in the production process. J Polit Econ 86:355–378CrossRef

Burgess S, Lane J, Stevens D (2000) Job flows, worker flows, and churning. J Labor Econ 18(3):473–502CrossRef

Call ML, Nyberg AJ, Ployhart RE (2015) The dynamic nature of collective turnover and unit performance: the impact of time, quality and replacements. Acad Manag J 58(4):1208–1232CrossRef

Calo TJ (2008) Talent management in the era of the aging workforce: the critical role of knowledge transfer. Public Pers Manag 37(4):403–416CrossRef

Centeno M, Novo AA (2012) Excess worker turnover and fixed-term contracts: causal evidence in a two-tier system. Labour Econ 19(3):320–328CrossRef

Chen G (2005) Newcomer adaptation in teams: multilevel antedecents and outcomes. Acad Manag J 48(1):101–116CrossRef

Choi S (2009) Diversity in the U.S. federal government: diversity management and employee turnover in federal agencies. J Public Adm Res Theor 19(3):603–630CrossRef

Coomber B, Barriball KL (2007) Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature. Int J Nurs Stud 44:297–314CrossRef

Dale-Olsen H (2006) Wages, fringe benefits and worker turnover. Labour Econ 13(1):87–105CrossRef

Dalton DR, Todor WD (1979) Turnover turned over: an expanded and positive perspective. Acad Manag Rev 4:225–235CrossRef

Dalton GW, Thompson PH, Price RL (1977) The four stages of professional careers—a new look at performance by professionals. Org Dyn 6(1):19–42CrossRef

Davis SJ, Haltiwanger JC (1992) Gross job creation, gross job destruction and employment reallocation. Q J Econ 107(3):819–863CrossRef

De Bruijn H (2002) Performance measurement in the public sector: strategies to cope with the risks of performance management. Int J Public Sector Manag 16(7):578–594CrossRef

Decramer A, Smolders C, Vanderstraeten A (2012) Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction. Int J Hum Resour Manag 24(2):352–371CrossRef

Delaney JT, Huselid MA (1996) The impact of human resource management on perceptions of organizational performance. Acad Manag J 39:949–969

Dess GG, Robinson RB Jr (1984) Measuring organizational performance in the absence of objective measures: the case of the privately-held firm and conglomerate business unit. Strateg Manag J 5(3):265–273CrossRef

Dess GG, Shaw JD (2001) Voluntary turnover, social capital, and organizational performance. Acad Manag Rev 26(3):446–456CrossRef

Droege SB, Hoobler JM (2003) Employee turnover and tacit knowledge diffusion: a network perspective. J Manag Issues 15(1):50–64

Dubin R (1970) Work in modern society. J Manag Stud 7:5–36CrossRef

Fernandez S (2005) Developing and testing an integrative framework of public sector leadership: evidence from the public education arena. J Public Adm Res Theor 15:197–217CrossRef

Gillenkirch RM, Kreienbaum H (2016) What guides subjective performance evaluation: incentive alignment or norm enforcement? Rev Manag Sci 10:1–25CrossRef

Glebbeek AC, Bax EH (2004) Is high employee turnover really harmful? An empirical test using company records. Acad Manag J 47(2):277–286

Gould-Williams J (2004) The effects of ‘high commitment’ HRM practices on employee attitude: the views of public sector workers. Public Adm 82(1):63–81CrossRef

Grinza E (2014) Excess worker turnover and firm productivity. http://paneldataconference2015.ceu.hu/Program/Elena-Grinza.pdf. Retrieved on 14 sept 2016

Haltiwanger JC, Lane JI, Spletzer JR (1999) Productivity differences across employers: the roles of employer size, age, and human capital. Am Econ Rev 89:94–98CrossRef

Hancock JI, Allen DG, Bosco FA, McDaniel KR, Pierce CA (2013) Meta-analytic review of employee turnover as a predictor of firm performance. J Manag 39(3):573–603

Hansen LP (1982) Large sample properties of generalized method of moments estimators. Econometrica 50(4):1029–1054CrossRef

Hassan S, Hatmaker DM (2015) Leadership and performance of public employees: effects of the quality and characteristics of manager–employee relationship. J Public Adm Res Theor 25(4):1127–1155CrossRef

Helm R, Mauroner O, Pöhlmann K (2016) Towards a better understanding of performance measurements: the case of research-based spin-offs. Rev Manag Sci. doi:10.1007/s11846-016-0217-9 CrossRef

Hinklin TR, Tracey JB (2000) The cost of turnover: putting a price on the learning curve. Cornell Hotel Restaur Adm Q 41(3):14–21

Ilmakunnas P, Maliranta M, Vainiomäki J (2005) Worker turnover and productivity growth. Appl Econ Lett 12(7):395–398CrossRef

Ingraham PW, Selden SC, Moynihan DP (2000) People and performance: challenges for the future public service— the report from the Wye river conference. Public Adm Rev 60(1):54–60CrossRef

Jamal A, Kamal N (2002) Customer satisfaction and retail banking: an assessment of some of the key antecedents of customer satisfaction in retail banking. Int J Bank Mark 20(4):146–160CrossRef

Jung CS (2010) Predicting organizational actual turnover rates in the U.S. federal government. Int Public Manag J 13(3):297–317CrossRef

Kacmar KM, Andrews MC, Van Rooy DL, Steilberg RC, Cerrone S (2006) Sure everyone can be replaced… but at what cost? Turnover as a predictor of unit-level performance. Acad Manag J 49(1):133–144CrossRef

Kalleberg AL, Moody JW (1994) Human resource management and organizational performance. Am Behav Sci 37:948–962CrossRef

Kashyap V, Rangnekar S (2016) Servant leadership, employer brand perception, trust in leaders and turnover intentions: a sequential mediation model. RMS 10(3):437–461CrossRef

Kellough JE, Osuna W (1995) Cross-agency comparisons of quit rates in the federal service: another look at the evidence. Rev Public Pers Adm 15(4):58–68CrossRef

Lee TW, Maurer SD (1997) The retention of knowledge workers with the unfolding model of voluntary turnover. Hum Resour Manag Rev 7(3):247–275CrossRef

Lee SY, Whitford AB (2008) Exit, voice, loyalty, and pay: evidence from the public workforce. J Public Adm Res Theor 18(4):647–671CrossRef

Lee Y, Nam J, Park D, Lee KA (2006) What factors influence customer-oriented prosocial behavior of customer-contact employees? J Serv Mark 20(4):251–264CrossRef

Liu CM, Lin CP (2017) Assessing the effects of responsible leadership and ethical on behavioral intention. Rev Manag Sci. doi:10.1007/s11846-017-0236-1 CrossRef

Martell K, Carroll SJ (1995) How strategic is HRM? Hum Resour Manag 34(2):253–267CrossRef

McElroy JC, Morrow PC, Rude SC (2001) Turnover and organizational performance: a comparative analysis of voluntary, involuntary, and reduction-in-force turnover. J Appl Psychol 86:1294–1299CrossRef

Meier KJ, Hicklin A (2007) Employee turnover and organizational performance: testing a hypothesis from classical public administration. J Public Adm Res Theor 1(8):573–590CrossRef

Mitchell TR, Holtom, BC, Lee TW, Sablynski CJ, Erez M (2001) Why people stay: using job embeddedness to predict voluntary turnover. Acad Manag J 44(6):1102–1121

Moynihan DP, Ingraham PW (2004) Integrative leadership in the public sector: a model of performance information use. Adm Soc 36:427–453CrossRef

Murmann M (2015) The productivity effects of excess labour turnover in young firms. In: Paper presented at Druid15, Rome, 15–17 June

Nyberg AJ, Ployhart RE (2013) Context-Emergent turnover (CET) theory: a theory of collective turnover. Acad Manag Rev 38(1):109–131CrossRef

Osborne D, Gaebler T (1992) Reinventing government: how the entrepreneurial spirit is transforming the public sector. Addison-Wesley, Reading

Osterman P (1987) Choice of employment systems in internal labor markets. Ind Relat 26(1):46–67CrossRef

Park TY, Shaw JD (2013) Turnover rates and organizational performance: a meta-analysis. J Appl Psychol 98(2):268–309CrossRef

Parry KW, Paresha NS (2005) Researching the trainability of transformational organizational leadership. Hum Resour Dev Int 8(2):165–183CrossRef

Pencavel JH (1972) Wages, specific training, and labor turnover in U.S. manufacturing industries. Int Econ Rev 13(1):53–64CrossRef

Peters J (2012) Neoliberal convergence in North America and Western Europe: fiscal austerity, privatization, and public sector reform. Rev Int Polit Econ 19(2):208–235CrossRef

Pfeffer J (1994) Competitive advantage through people. Harvard Business School Press, BostonCrossRef

Pitts DW (2009) Diversity management, job satisfaction, and performance: evidence from U.S. federal agencies. Public Adm Rev 69(2):328–338CrossRef

Pitts DW, Marvel J, Fernandez S (2011) So hard to say goodbye? Turnover intention among U.S. federal employees. Public Adm Rev 71(5):751–760CrossRef

Ployhart RE, Weekley JA, Ramsey J (2009) The consequences of human resource stocks and flows: a longitudinal examination of unit service orientation and unit effectiveness. Acad Manag J 52(5):996–1015CrossRef

Price JL (1977) The study of turnover. Iowa State University Press, Ames

Rainey HG (1997) Understanding and managing public organisations, 2nd edn. Jossey-Bass, San Francisco

Reilly G, Nyberg AJ, Maltarich M, Weller I (2014) Human capital flows: using context-emergent (CET) theory to explore the process by which turnover, hiring and job demands affect patient satisfaction. Acad Manag J 57(3):766–790CrossRef

Roodman D (2009) How to do xtabond2: an introduction to difference and system GMM in Stata. Stata J 9(1):86–136CrossRef

Rubin EV (2009) The role of procedural justice in public personnel management: empirical results from the department of defense. J Public Adm Res Theor 19(1):125–143CrossRef

Sengupta K, Abdel-Hamid TK (1993) Alternative conceptions of feedback in dynamic decision environments: an experimental investigation. Manag Sci 39(4):411–428CrossRef

Shaw JD, Duffy MK, Johnson JL, Lockhart DE (2005a) Turnover, social capital losses, and performance. Acad Manag J 48:594–606CrossRef

Shaw JD, Gupta N, Delery JD (2005b) Alternative conceptualizations of the relationship between voluntary turnover and organizational performance. Acad Manag J 48:50–68CrossRef

Sheehan EP (1993) The effects of turnover on the productivity of those who stays. J Soc Psychol 133:699–706CrossRef

Strober MH (1990) Human capital theory: implications for HR managers. Ind Relat 29(2):214–239CrossRef

Sutherland J (2002) Job-to-job turnover and job-to-non-employment movement: a case study investigation. Pers Rev 31(6):710–721CrossRef

Terpstra DE, Rozell EJ (1993) The relationship of staffing practices to organizational level measures of performance. Pers Psychol 46:27–48CrossRef

Van Thiel S, Leeuw FL (2002) The performance paradox in the public sector. Public Perform Manag Rev 25(3):267–281CrossRef

Van Wart M (2013) Lessons from leadership theory and the contemporary challenges of leaders. Public Adm Rev 73(4):553–565CrossRef

Watrous KM, Huffman AH, Pritchard RD (2006) When coworkers and managers quit: the effects of turnover and shared values on performance. J Bus Psychol 21(1):103–126CrossRef

Wynen J, Op de Beeck S (2014) The impact of the financial and economic crisis on turnover intention in the U.S. federal government. Public Pers Manag 43(4):565–585CrossRef

Titel: Improving dynamics or destroying human capital? The nexus between excess turnover and performance
verfasst von: Jan Wynen
Bjorn Kleizen
Publikationsdatum: 18.08.2017
Verlag: Springer Berlin Heidelberg
Erschienen in: Review of Managerial Science / Ausgabe 2/2019
Print ISSN: 1863-6683
Elektronische ISSN: 1863-6691
DOI: https://doi.org/10.1007/s11846-017-0249-9

Springer Professional

Abstract

Bitte loggen Sie sich ein, um Zugang zu Ihrer Lizenz zu erhalten.

Sie haben noch keine Lizenz? Dann Informieren Sie sich jetzt über unsere Produkte:

Springer Professional "Wirtschaft+Technik"

Springer Professional "Wirtschaft"

Weitere Artikel der Ausgabe 2/2019

Trust, control and knowledge transfer in small business networks

Like student like manager? Using student subjects in managerial debiasing research

Corporate scandals and the reliability of ESG assessments: evidence from an international sample

Thank you to reviewers 2018

When and how often to externally commercialize technologies? a critical review of outbound open innovation

How individual needs influence motivation effects: a neuroscientific study on McClelland’s need theory