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调查雇主使用人力资源管理实践与员工感知工作质量以及他们留在雇主的决定之间的联系。除了在我们最初的建议中提出的研究问题之外，我们进一步开发了关联人员小组（LPP），这是一项关于人事管理实践和员工看法的雇主和员工小组联合调查。我们在雇主调查中的一项创新是引入一些问题，这些问题既可以衡量人力资源政策的变化，也可以衡量这些变化的原因，这有助于我们挑出可用于确定因果关系的外生变化。我们的员工调查的创新之处在于，我们采访了那些留在雇主身边的员工，了解他们在劳动力市场上潜在的求职活动以及潜在的外部工作机会。此外，那些换了雇主的人会被问及换雇主的原因及其后果。通过将我们的调查数据与工人社会保障记录和IAB编制面板联系起来，我们的实证分析范围进一步增强。第一阶段的产出展示了这个研究项目的潜力：其中包括调查招聘策略的决定因素和成功以及可变薪酬方案设计与员工合作之间关系的论文。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，我们建立了员工对雇主的情感依恋与工资增长和求职强度之间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测试。在这个项目的第二阶段，我们希望进一步对这个模型的理论预测进行实证测试，既使用LPP的数据，也使用补充的实验室实验。此外，我们想要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女性和男性对雇主态度的影响。我们不仅使用LPP数据，还分析了自由职业者现场实验的数据，希望通过考虑人格特征，扩大我们关于可变薪酬对员工满意度和留任的影响的研究。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。

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.