University of Hertfordshire

Employee turnover, HRM and institutional contexts

Research output: Contribution to journalArticle

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Original languageEnglish
Number of pages16
Pages (from-to)605-620
JournalEconomic and Industrial Democracy
Journal publication date1 Nov 2012
Volume33
Issue4
DOIs
Publication statusPublished - 1 Nov 2012
Externally publishedYes

Abstract

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.

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