A study dataset from the University of Rhode Island investigating the relationship between strategic human resource management (SHRM) effectiveness and employee intent to turnover. The data likely contains individual-level survey responses measuring psychological links, job embeddedness, and supervisor roles. The dataset is associated with academic research by Anthony R. Wheeler.
Use Cases
- Modeling the mediating effect of job embeddedness on the HRM-turnover relationship based on the psychological links described.
- Analyzing the moderating role of supervisors in HRM effectiveness based on the supervisory factors mentioned.
- Predicting individual-level turnover intentions based on constructs like job embeddedness and SHRM system perceptions.
- Testing anti-withdrawal theories in organizational behavior based on the job embeddedness framework.
Strengths
- Dataset is grounded in established strategic HRM literature, citing key works from the 1990s and 2000s.
- Focuses on a validated individual-level psychological construct (job embeddedness) for explaining turnover.
- Explicitly examines psychological links at both organizational and individual levels as called for by researchers.
Limitations
- Column-level documentation is absent; field semantics must be inferred after download.
- Row count is unknown, which may limit suitability assessment.
- Last update date is unknown; freshness unverified.
Provenance
- Source
- University of Rhode Island, Anthony R. Wheeler
- Collection Method
- Likely gathered via academic survey research.
- Time Range
- null
- Freshness
- Last updated date is unknown.
- Geography
- null