8/12/2019 Jason Shaw 17 October 2011

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THE HONG KONG POLYTECHNIC UNIVERSITY

DEPARTMENT OF MANAGEMENT & MARKETING

DEPARTMENTAL RESEARCH SEMINAR

Turnover and Organizational Performance:

A Long Look Back and a Short Step ForwardBy

Prof. Jason ShawUniversity of Minnesota, USA

Date: Monday, 17 October 2011

Time: 2:30 p.m. – 4:00 p.m.

Venue: M802

All interested are welcome

8/12/2019 Jason Shaw 17 October 2011

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Turnover and Organizational Performance:A Long Look Back and a Short Step Forward

Abstract

The talk will cover a combination of two of my working papers, which are:

Turnover Rates and Organizational Performance: A Meta-Analysis . The authors conduct a meta-analysis of the relationship between turnover rates and dimensions of organizational performance.The results from 323 (N = 315,671) correlations show that (a) the relationship between total turnoverrates and organizational performance is significant and negative ( ρ = -.15), (b) the relationship withorganizational performance is stronger for involuntary ( ρ = -.33) and reduction-in-force (RIF)turnover ( ρ = -.24) than for voluntary turnover ( ρ = -.16), and (c) the meta-analytic associationdiffers significantly across several contextual and situational factors (e.g., type of employmentsystem, dimensions of organizational performance, unit of analysis, entity size). A sample-levelregression shows that the relationship between total turnover rates and the turnover rates—organizational performance correlation is U-shaped such that the association is stronger in sampleswith low and high average total turnover rates. The relationship between average voluntary turnoverrates and the voluntary turnover—organizational performance correlation is linear and negative. Theauthors outline the practical magnitude of the findings and discuss the implications of the results forfuture organizational-level turnover research.

A Resource-based Perspective on Human Capital Losses, HRM Investments, and OrganizationalPerformance : The authors use resource-based theorizing to develop predictions regardingrelationships among human capital losses, human resource management (HRM) investments, andorganizational performance. Study 1 shows that HRM investments moderate the relationship betweenhuman capital losses (operationalized as voluntary turnover rates) and intermediate measures ofworkforce performance. When HRM investments are high, the voluntary turnover rates–workforceperformance relationship takes the form of an attenuated negative relationship. In Study 2, theauthors again find support for the attenuated negative relationship when HRM investments are highand, furthermore, find stronger curvilinear effects of voluntary turnover rates on financialperformance via workforce productivity under these conditions. The authors discuss the implicationsof the human capital loss findings for resource-based theorizing and strategic human resourcemanagement research.

Jason D. Shaw is a professor and the Curtis L. Carlson School-wide Professor in the Carlson School ofManagement (Department of Work and Organizations) at the University of Minnesota. He received his Ph.D.from the University of Arkansas in 1997. His research interests include the psychology of pay, turnover, andperson-environment congruence issues. His research has appeared in publications such as the Academy ofManagement Journal , Academy of Management Review, Journal of Applied Psychology , Personnel Psychology,Organizational Behavior and Human Decision Processes, Strategic Management Journal, Industrial Relations ,and Journal of Management, among other outlets.

He is currently an Associate Editor of the Academy of Management Journal . He has previously served or iscurrently serving on the editorial review boards of the Academy of Management Review , Academy ofManagement Journal, Journal of Applied Psychology, Personnel Psychology, Journal of Management ,Organizational Psychology Review , Journal of Managerial Issues , Journal of Organizational Behavior , and

Journal of Vocational Behavior . He previously served on the Executive Committee of the HR Division of theAcademy of Management and the Board of Governors of the Southern Management Association. He is currentlythe Academic Director of the MA-HRIR program at the Carlson School of Management.