培训和员工流动:社会交换视角

IF 3.8 4区 管理学 Q2 BUSINESS
M. Jun, Rory Eckardt
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引用次数: 0

摘要

培训通常被认为有利于组织;然而,这些好处只有在受过培训的员工留在公司的情况下才能实现。关于培训-离职关联的方向和意义,实证研究结果是混合的,这意味着这种关联存在重要的调节因子。根据社会交换理论,我们假设培训-离职关系的变化取决于组织员工的两个特征:工作资格和教育背景。我们使用2009年至2017年的人力资本公司面板数据集评估假设对培训-离职联系的调节作用。面板数据分析支持了培训和工作资格对员工离职的交互效应假设,并证明了培训、工作资格和教育背景之间的三方效应。我们从社会交换的角度讨论了这些发现对培训价值和留在组织的价值的不同看法的理论含义。JEL分类:(1)M53培训(2)J63周转;职位空缺;裁员
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Training and employee turnover: A social exchange perspective
Training is often thought to benefit organizations; however, these benefits only materialize if trained employees remain at the organization. Empirical findings are mixed regarding the direction and significance of the training-turnover association, which implies there are important moderators for this association. Drawing on the social exchange theory, we posit the training-turnover association varies as a function of two characteristics of an organization’s employees: job qualification and educational background. We assess hypotheses for their moderating impact on the training-turnover link using the Human Capital Corporate Panel data sets from 2009 to 2017. The panel data analyses support the hypotheses regarding the interaction effects of training and job qualification on employee turnover and demonstrate three-way effects among training, job qualification, and educational background. We discuss the theoretical implications of these findings for the varied perceptions of the value of training and the value of staying at the organization from a social exchange perspective. JEL CLASSIFICATION: (1) M53 Training and (2) J63 Turnover; Vacancies; Layoffs
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来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
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