Section Onefor retention was 14 months longer than in firms with cultures
reflecting task values (detail and stability). Interestingly, the
effects of the culture emphasizing interpersonal values
appeared to be universal and were not contingent on employee
characteristics.^51 Other research has found higher retention in
“fearless cultures” in which employees can speak up in order to
challenge the status quo without being concerned about
retribution. Retention improves with other related aspects of
culture such as positive relationships with superiors, absence of
conflict-laden relationships, having input into decisions, less
emphasis on formal authority, information sharing, and support
for employees.^52
Effective Selection Procedures
When firms hire employees that match well with the
organization, the job, and their coworkers, there is an
increased likelihood of retention. Recent survey research
indicates that careful selection is the most widely used method
for retaining front-line employees.^53 In addition to the use of
selection procedures, such as valid tests and improved
interviewing processes to obtain better job matches between
employee job qualifications, the use of realistic job previews
(RJPs) also can increase retention. RJPs attempt to show
applicants what the actual job is going to be like. As a result,
there is less likelihood that applicants will accept jobs that fail