This discussion paper reports on research that looked at whether the relationship between employee intention to quit and human resource management (HRM) changed based on union membership. The investigation first considered whether HRM reduced or increased an employee’s intention to quit. Next, the moderating effect of union membership on the relationship between HRM and quit intent was considered. Did an employee’s union member/non-member status in any way change the effects of HRM on employee quit intent, and if so, how?
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