Employee turnover, HRM and institutional contexts.
- Published Version
Official URL: http://dx.doi.org/10.1177/0143831X11424768
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Literature on comparative capitalism remains divided between approaches founded on stylized case study evidence and descriptions of broad trends, and those that focus on macro data. In contrast, this study explores the relevance of Amable’s approach to understanding differences in employment relations practice, based on firm-level micro data. The article examines employee–employer interdependence (including turnover rates) in different categories of economy as classified by Amable. The findings confirm that exit – whether forced or voluntary – remains more common in market-based economies than in their continental counterparts and that institutionalized employee voice is an important variable in reducing turnover. However, there is as much diversity within the different country categories as between them, and across continental Europe. In Denmark’s case, high turnover is combined with high unionization, showing the effects of a ‘flexicurity’ strategy. While employee voice may be stronger in Scandinavia, interdependence is weaker than in continental Europe.
|Research Areas:||Middlesex University Schools and Centres > Business School > Leadership, Work and Organisations > Employment Relations group|
Middlesex University Schools and Centres > Business School > Economics and International Development
Middlesex University Schools and Centres > Business School
|Deposited On:||07 Mar 2012 07:27|
|Last Modified:||12 Dec 2014 10:55|
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