Cornell Employment and Family Careers Institute and Department of Human Resource Studies, New York State School of Industrial and Labor Relations, Cornell University. E-mail: firstname.lastname@example.org and email@example.com. This article was prepared initially for the conference “Work and Family: Expanding the Horizons,” March 3–4, 2000, in San Francisco, sponsored by the Business and Professional Women's Foundation, the Center for Working Families at U.C. Berkeley, and the Alfred P. Sloan Foundation. A later version was presented at the 2000 Annual Meeting of the Academy of Management in Toronto. This study draws on data from the Cornell Careers Institute, with generous funding from the Alfred P. Sloan Foundation (Grant No. 96-6-9). We particularly thank Phyllis Moen for her ongoing support and George Milkovich for comments on prior drafts.
Human Resources Practices as Predictors of Work-Family Outcomes and Employee Turnover
Article first published online: 25 MAR 2003
Industrial Relations: A Journal of Economy and Society
Volume 42, Issue 2, pages 189–220, April 2003
How to Cite
Batt, R. and Valcour, P. M. (2003), Human Resources Practices as Predictors of Work-Family Outcomes and Employee Turnover. Industrial Relations: A Journal of Economy and Society, 42: 189–220. doi: 10.1111/1468-232X.00287
- Issue published online: 25 MAR 2003
- Article first published online: 25 MAR 2003
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