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We propose four alternative predictions regarding the relationship between voluntary turnover and workforce performance and develop the hypothesis that safety and productivity outcomes mediate that...

Response rate research among individual respondents is applied to key-informant methodology in organizational research. Five organizational samples (two industry-specific samples and three cross-industry samples) are examined to assess the extent to which research procedures, informant characteristics, and organizational characteristics affect response outcomes. Three response outcomes are of interest: response rates (proportion of sample participating), response speed (number of days to respond), and amount of missing data. Response rates in the five samples ranged from 19% to 71%. Research procedures are related to response outcomes, but the data are mostly suggestive and not conclusive with respect to the relationships of informant and organizational characteristics to response outcomes. Implications of these results for key-informant methodology are discussed.

This study explores the relationships among unionization, compensation practices, and employee attachment (quit rates and tenure) among trucking companies to assess the applicability of Freeman and Medoff's exit/voice argument. Unionization was associated with lower quit rates, higher tenure, a better compensation package, and stronger voice mechanisms. The relationship of unionization to quit rates and tenure becomes nonsignificant after accounting for compensation (pay and benefits), and voice mechanisms do not add explanatory variance.

Although there are many individual-level models of turnover, little research has examined the effects of human resource management practices on quit rates and discharge rates at the organizational level. This study used organization-level data from 227 organizations in the trucking industry to explore this issue. Results show that human resource management practices predict quit rates and discharge rates but that the determinants of each are quite different. Implications are derived and directions for future research suggested.

The field of strategic human resource management (SHRM) has been criticized for lacking a solid theoretical foundation. This article documents that, contrary to this criticism, the SHRM literature ...

This study investigated the validity and incremental validity of a situational interview beyond that of a composite measure of cognitive ability. Forty-seven factory service technicians underwent an interview and took four cognitive ability tests. Supervisors rated the performance of these subjects in a concurrent validation study. The interview was found to be a valid predictor of a supervisor rating of performance (r = 0.32, p < 0.05 uncorrected), however, was unable to show incremental validity over ability tests (Incremental R2= 0.05, n.s.). Limitations of the present study and directions for future research are discussed.