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

本研究项目的目的是继续我们的调查之间的联系，雇主的使用人力资源管理的做法和员工的感知质量的工作，以及他们的决定留在他们的雇主。除了研究初步建议中提出的问题外，我们还进一步发展了联系人员小组（LPP），这是一项关于人事管理实践和员工看法的雇主和雇员联合小组调查。我们在雇主调查中的创新之一是引入既衡量人力资源政策变化又衡量这些变化原因的问题，帮助我们挑选出可用于识别因果效应的外生变化。我们的员工调查具有创新性，通过采访留在雇主身边的员工，了解劳动力市场的潜在搜索活动以及潜在的外部工作机会。此外，还向更换雇主的人询问更换雇主的原因及其后果。通过将调查数据与劳动者的社会保障记录和IAB编制面板相关联，进一步扩大了实证分析的范围。第一阶段的成果显示了本研究项目的潜力：包括调查招聘战略的决定因素和成功率以及可变薪酬方案的设计与员工合作之间关系的论文。决定因素和在家工作对工作与生活平衡的影响是另外两篇论文的主题。最后，我们开发了一个理论模型的员工的情感依恋雇主之间的相互作用，她的工资增长和求职强度和测试的预测模型使用LPP的数据。在这个项目的第二阶段，我们想进一步在我们的实证检验这个模型的理论预测，无论是从LPP的数据，以及与补充实验室实验。此外，我们想调查培训对工作满意度和员工保留的影响。我们还计划研究管理职位的性别配额对妇女和男子对其雇主的态度的影响。我们希望通过考虑人格特质来扩大可变薪酬对员工满意度和保留率的影响，不仅使用LPP数据，还分析了自由职业者的实地实验数据。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手段。

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.