Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry

By Rosemary Batt, Alexander J. S. Colvin, Jeffrey H. Keefe. 2002

319 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/a49d5829773e4cb23168134c9604a403ef65d910

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. David P. Lepak
2. Jason D. Shaw
3. John P. Hausknecht
4. Timothy M. Gardner
5. Anthony J. Nyberg
6. Kaifeng Jiang
7. Patrick M. Wright
8. Jia Hu

In Organizational Behavior and Human Resource Management

1. David P. Lepak
2. Patrick M. Wright
3. Kaifeng Jiang
4. Jia Hu
5. C. Trevor
6. Anthony J. Nyberg
7. John P. Hausknecht
8. Jason D. Shaw

In Public Administration

1. Jason D. Shaw
2. John P. Hausknecht
3. David P. Lepak
4. C. Trevor
5. Anthony J. Nyberg
6. Patrick M. Wright

Citations in the corpus

• Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications (2011, background): “Incentive system characteristics appear to account for some of these discrepancies; for example, the use of variable pay (Batt et al., 2002) or groupbased incentives (Guthrie, 2000; Way, 2002) has been linked with higher turnover rates, whereas the use of skill-based pay has been associated with low”
• Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context (2011, background): “…Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context Business and Economics Research Journal 2(4)2011 telecommunication industry, Batt, Colvin, and Keefe (2002) found that pay is significantly and negatively related to turnover.”
• Employee-Organization Exchange Relationships, HRM Practices, and Quit Rates of Good and Poor Performers (2009, background): “Batt et al. (2002) found that performance-based variable pay related strongly and positively to quit rates and that monitoring related positively to quit rates fairly consistently.”
• Employee voice and organizational performance: Team versus representative influence (2010, background): “, 1997; Machin and Wood, 2005; Wood, 1996) or the percentage of employees in teams (Batt et al., 2002; Black and Lynch, 2004; Cappelli and Newmark, 2001; MacDuffie, 1995a; Osterman, 2000).”
• Keeping Your Headcount When All About You Are Losing Theirs: Downsizing, Voluntary Turnover Rates, and The Moderating Role of HR Practices (2008, methodology): “study ( Batt, Colvin, & Keefe, 2002 ) has tested whether downsizing predicts voluntary turnover”
• How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “…planning, participation Voluntary turnover Batt (2002) HR incentive index Work design index Job skill level Quit rate Percent change in sales Batt, Colvin, and Keefe (2002) Training Variable pay, pay to cost of living Problemsolving groups, selfdirected teams Quit rate Batt and Colvin…”
• THE IMPACT OF MOTIVATION, EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT (2011, background): “There is debate in the literature as to whether the proportion of women in the workplace is associated with higher turnover (Batt et al., 2002).”