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首页> 外文期刊>Journal of Applied Psychology >A Theoretical Assessment of Dismissal Rates and Unit Performance, With Empirical Evidence
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A Theoretical Assessment of Dismissal Rates and Unit Performance, With Empirical Evidence

机译：解雇率和单位绩效的理论评估，具有经验证据

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摘要

Unit-level dismissal rates have rarely been studied, but utility analysis suggests that increasing dismissal rates can improve performance by increasing the contribution of a unit's workers. This proposition comports with other theory around dismissals but contradicts substantial empirical evidence. We extend the staffing utility framework, taking a multilevel perspective and attending to both within- and between-unit effects of dismissal rate practices. We test our theory in monthly observations from 1,047 retail locations over almost 3 years. Our results explain how between-unit associations between workforce contribution and unit performance can mask the within-unit benefit of increasing dismissal rates. This insight reconciles theory with prior evidence, although some researchers have interpreted them to be at odds. A better understanding of the complex causes and consequences of dismissal rates has the potential to open new avenues of research and inform practice in ways that promote unit effectiveness.
机译：单位级别解雇率很少已经研究过，但公用事业分析表明，通过提高单位工人的贡献，增加解雇率可以提高绩效。这一命题与其他解雇的其他理论争论，但与实质性证据相矛盾。我们延长了人员配置的实用框架，采取了多级视角，并参加了解雇率实践的单位效应之间和之间的效果。我们在近3年的1,047个零售地点的每月观测中测试我们的理论。我们的结果解释了劳动力贡献与单位性能之间的单位协会之间的关联如何掩盖增加解雇率的单位内部益处。这种洞察力与先前证据进行了调整理论，尽管一些研究人员已经将他们解释为赔率。更好地了解解雇率的复杂原因和后果有可能开辟新的研究途径，并以促进单位有效性的方式提供信息。

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