The effect of human resource management practices on the job retention of former welfare clients

John R. Deckop · Alison M. Konrad · Felice Davidson Perlmutter · Joshua Freely

44 citations0/0 files storedHuman Resource Management

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Human Resource and Talent Management Employee Performance and Management Employer Branding and e-HRM

Abstract

Abstract Why should an employer hire a former welfare client?What human resource management practices can help employers retain former welfare clients? This study addresses these questions against the backdrop of changes in welfare legislation in the United States that have lessened support to welfare clients and their families and emphasized movement into the workplace. We conducted a large‐scale empirical study of the effectiveness of a wide range of HRM practices and found that higher wages, better financial and health benefits, and development opportunities were positively associated with job retention. Unexpectedly, supervisory training had no relationship to retention, and appraising supervisors on providing a supportive and inclusive work environment showed a negative relationship. We provide suggestions to employers for improving the job retention of former welfare recipients along with directions for additional research. © 2006 Wiley Periodicals, Inc.

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References

1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.2002Perceived organizational support: A review of the literature.1996The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory.2000A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium 1995Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry 1999The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development 1995Impact of family-supportive work variables on work-family conflict and strain: A control perspective.1997ALTERNATIVE APPROACHES TO THE EMPLOYEE-ORGANIZATION RELATIONSHIP: DOES INVESTMENT IN EMPLOYEES PAY OFF?

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