ePrints

Employee turnover, HRM and institutional contexts

Lookup NU author(s): Dr Michael Brookes

Downloads

Full text for this publication is not currently held within this repository. Alternative links are provided below where available.

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.

Publication metadata

Author(s): Croucher R, Wood G, Brewster C, Brookes M

Publication type: Article

Publication status: Published

Journal: Economic and Industrial Democracy

Year: 2012

Volume: 33

Issue: 4

Pages: 605-620

Print publication date: 01/11/2012

Online publication date: 16/11/2011

ISSN (print): 1461-7099

ISSN (electronic): 0143-831X

Publisher: Sage Publications Ltd.

URL: http://eid.sagepub.com/content/33/4/605

DOI: 10.1177/0143831X11424768

Altmetrics

Share