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Employee turnover, HRM and institutional contexts

Author

Listed:
  • Richard Croucher

    (Middlesex University Business School, UK)

  • Geoff Wood

    (University of Sheffield, UK)

  • Chris Brewster

    (University of Reading Business School, UK)

  • Michael Brookes

    (Middlesex University Business School, UK)

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.

Suggested Citation

  • Richard Croucher & Geoff Wood & Chris Brewster & Michael Brookes, 2012. "Employee turnover, HRM and institutional contexts," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 33(4), pages 605-620, November.
    • Handle: RePEc:sae:ecoind:v:33:y:2012:i:4:p:605-620
    DOI: 10.1177/0143831X11424768
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    References listed on IDEAS

    as
    1. Chris Brewster & Geoff Wood & Richard Croucher & Michael Brookes, 2007. "Are Works Councils and Joint Consultative Committees a Threat to Trade Unions? A Comparative Analysis," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 28(1), pages 49-77, February.
    2. Marsden, David, 1999. "A Theory of Employment Systems: Micro-Foundations of Societal Diversity," OUP Catalogue, Oxford University Press, number 9780198294221.
    3. Marian Rizov & Richard Croucher, 2009. "Human resource management and performance in European firms," Cambridge Journal of Economics, Cambridge Political Economy Society, vol. 33(2), pages 253-272, March.
    4. George A. Akerlof, 1982. "Labor Contracts as Partial Gift Exchange," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 97(4), pages 543-569.
    5. Amable, Bruno, 2003. "The Diversity of Modern Capitalism," OUP Catalogue, Oxford University Press, number 9780199261147.
    6. Dore, Ronald, 2000. "Stock Market Capitalism: Welfare Capitalism: Japan and Germany versus the Anglo-Saxons," OUP Catalogue, Oxford University Press, number 9780199240616.
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    Cited by:

    1. Saraï Sapulete & Annette van den Berg, 2017. "Works council effectiveness in subsidiaries of MNCs during reorganizations: Case study evidence from the Netherlands," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 38(4), pages 677-700, November.
    2. Chris Brewster & Michael Brookes & Geoffrey Wood, 2025. "Disaggregating the liberal market economies: Institutions and HRM," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 46(1), pages 199-221, February.

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