Abstract
This paper proposes a conceptual model, explaining the effects of certain reactive or proactive human resource management strategies on an organization’s ability to acquire resources. The purpose of this model is to demonstrate how, in response to dysfunctional turnover, reactive human resource strategies moderate an organization’s ability to acquire resources, while proactive human resource strategies mediate the organization’s ability to acquire resources. The model proposes a moderating effect due to the ineffective strategies of an organization, such as increasing employee work effort in order to compensate for dysfunctional turnover. On the other hand, the model proposes that implementing proactive strategies, such as team work, will mediate the organization’s capacity to acquire resources.
Recommended Citation
Hisey, Lee L. and Bumgardner, Jude
(2016)
"A Conceptual Model On The Relationship Between Human Resource Strategy and Turnover,"
Journal of the North American Management Society: Vol. 10:
No.
2, Article 5.
Available at:
https://thekeep.eiu.edu/jnams/vol10/iss2/5