Human Resource Management and Employee Retention: Empirical Analyses using new Linked Employer-Employee Data

人力资源管理和员工保留：使用新的雇主-员工关联数据进行实证分析

• 批准号: 256928833
• 负责人: Professor Dr. Patrick Kampkötter
• 金额: --
• 依托单位: Bournemouth University
• 依托单位国家: 德国
• 项目类别: Priority Programmes
• 财政年份: 2014
• 资助国家: 德国
• 起止时间: 2013-12-31 至 2021-12-31
• 项目状态: 已结题
• 来源: https://gepris.dfg.de/gepris/projekt/256928833?language=en
• 关键词: Human; Resource; Management; Employee; Retention

The aim of this research project is to continue our investigation of the link between an employers` use of human resource management practices and employees` perceived quality of work as well as their decision to stay with their employer. In addition to pursuing the research questions laid out in our initial proposal, we further developed the Linked Personnel Panel (LPP), a combined employer and employee panel survey on the use of personnel management practices and employee perceptions. One of our innovations in the employer survey is to introduce questions that measure both changes in HR policies and the reasons for these changes, helping us to single out exogenous variation that can be used for the identification of causal effects. Our employee survey innovates by interviewing workers who remained with their employers on potential search activities on the labour market as well as potential external job offers. In addition, people who have changed their employer are asked about reasons for this change and its consequences. Our scope for the empirical analysis is further enhanced by linking our survey data with worker social security records and the IAB establishment panel.The output of the first phase demonstrates the potential of this research project: These include papers investigating the determinants and success of recruitment strategies and on the relationship between the design of variable pay schemes and employee cooperation. The determinants of and the effect on work-life balance of working from home are the subject of two further papers. Finally, we developed a theoretical model of the interplay between an employee`s emotional attachment to the employer and her wage growth and job search intensity and tested predictions of this model using the LPP data.In the second phase of this project we would like to go further in our empirical tests of this model`s theoretical predictions, both with data from the LPP as well as with complementary lab experiments. Furthermore, we want to investigate the effect of training on job satisfaction and employee retention. We also plan to study the effect of gender quotas for management positions on women`s and men`s attitudes towards their employer. We would like to broaden our work on the effect of variable pay on employee satisfaction and retention by taking into account personality traits, not only using LPP data but also analysing data from a field experiment with freelance workers. Finally we want to continue our focus on employers` use of flexible work arrangements as a means of motivating employees to stay.

这项研究项目的目的是继续调查雇主对人力资源管理实践的使用与员工对工作质量的感知以及他们决定留在雇主之间的联系。除了研究我们最初提案中列出的研究问题外，我们还进一步开发了关联人事小组(LPP)，这是一个关于使用人事管理做法和员工看法的联合雇主和雇员小组调查。我们在雇主调查中的创新之一是引入了衡量人力资源政策变化和这些变化原因的问题，帮助我们挑选出可用于确定因果关系的外生变量。我们的员工调查通过采访留在雇主那里的员工，了解他们在劳动力市场上的潜在求职活动以及潜在的外部工作机会，进行了创新。此外，更换雇主的人还会被问及这一变动的原因及其后果。通过将我们的调查数据与工人社会保障记录和IAB成立小组联系起来，我们的实证分析范围进一步扩大。第一阶段的结果表明了这一研究项目的潜力：其中包括调查招聘战略的决定因素和成功程度的论文，以及可变薪酬计划设计与员工合作之间的关系的论文。在家工作的决定因素和对工作与生活平衡的影响是另外两篇论文的主题。最后，我们建立了雇员对雇主的情感依恋与其工资增长和求职强度之间的相互作用的理论模型，并使用LPP数据对该模型的预测进行了检验。在本项目的第二阶段，我们将利用LPP的数据以及补充的实验室实验，对该模型的理论预测进行进一步的实证检验。此外，我们还想调查培训对工作满意度和员工留任的影响。我们还计划研究管理职位的性别配额对女性和男性对雇主态度的影响。我们希望通过考虑个性特征来扩大我们关于浮动薪酬对员工满意度和留任的影响的工作，不仅使用LPP数据，而且分析来自自由职业者的实地试验的数据。最后，我们希望继续关注雇主使用灵活的工作安排作为激励员工留下来的一种手段。