{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/87483"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/87483","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Human Resource Management, High Performer Turnover, and Firm Performance","abstract":"141 p.","abstract_html":"141 p.","abstract_has_math":false,"creators":["Kwon, Ki-Wook"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Human Resources and Industrial Relations","degree_department":null,"school":null,"contributors":["Lawler, John"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-28T16:04:00Z","date_published":"2015-09-28T16:04:00Z","updated_at":"2026-07-22T22:26:30Z","subjects":["Psychology, Industrial"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI3363137"],"render_values":[{"text":"(MiAaPQ)AAI3363137","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/87483","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Lawler, John"]},{"key":"dc:creator","label":"Author","values":["Kwon, Ki-Wook"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-28T16:04:00Z","10000-01-01","2009"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Human Resources and Industrial Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Psychology, Industrial"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/87483","(MiAaPQ)AAI3363137"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["141 p.","This dissertation includes three separate but interrelated papers. I attempt to examine the relationships among human resource systems, high performers' organizational commitment and turnover, and firm performance at the individual as well as organizational levels. First, I show that high performance (commitment) work systems influence organizational commitment of high performers at the individual level. Second, I report that high performer turnover mediates the relationship between high performance work systems and firm performance at the organizational level. Third, I argue and empirically show that high performer turnover could be detrimental for firm performance, but the degree of human resource investment in employee training and development and firm reputation could moderate the relationship between high performer turnover and firm performance.","Made available in DSpace on 2015-09-28T16:04:00Z (GMT). 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