Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/323807 
Erscheinungsjahr: 
2024
Quellenangabe: 
[Journal:] Industrial Relations: A Journal of Economy and Society [ISSN:] 1468-232X [Volume:] 64 [Issue:] 3 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2024 [Pages:] 395-433
Verlag: 
Wiley, Hoboken, NJ
Zusammenfassung: 
In this article, we study whether performance evaluations can serve as an instrument for firms to increase employee retention. Feedback on one's own performance may affect individual turnover intentions differently depending on the relative wage rank of workers among their peers. In line with these considerations, empirical evidence based on panel employer–employee data shows that relatively low‐paid employees decrease their turnover intentions after the implementation of a performance evaluation system at the establishment level. We find no effect for relatively high‐paid employees.
Persistent Identifier der Erstveröffentlichung: 
Creative-Commons-Lizenz: 
cc-by Logo
Dokumentart: 
Article
Dokumentversion: 
Published Version

Datei(en):
Datei
Größe





Publikationen in EconStor sind urheberrechtlich geschützt.