The relationship of financial incentives to performance quality and quantity is cumulated over 39 studies containing 47 relationships. Financial incentives were not related to performance quality but had a corrected correlation of .34 with performance quantity. Setting (laboratory, field, experimental simulation) and theoretical framework moderated the relationship, but task type did not.

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Although there are many individual-level models of turnover, little research has examined the effects of human resource management practices on quit rates and discharge rates at the organizational level. This study used organization-level data from 227 organizations in the trucking industry to explore this issue. Results show that human resource management practices predict quit rates and discharge rates hut that the determinants of each are quite different. Implications are derived and directions for future research suggested. Turnover is the subject of much research in the organizational sciences and economics. It is critical from individual, organizational, and industry perspectives. Yet most of the over 1,500 studies in the organizational sciences (Muchinsky & Morrow, 1980) on this topic focus on individual-level predictors of turnover. In contrast, economists typically examine turnover from an industry perspective (Camphell, 1993), using predictors such as unemployment levels (Hulin, 1979) and lahor force composition (Wachter & Kim, 1979), This research leaves a critical gap-the determinants of turnover at the organizational level. The importance of organization-level turnover studies has been implicitly or explicitly recognized in the organizational (e.g., Roberts, Hulin, & Rousseau, 1978) and strategic human resource management (e.g,, Huselid, 1995) literatures but has rarely been addressed specifically. Also lacking in the literatures is differentiation between "voluntary" and "involuntary" turnover. Individual researchers have acknowledged this distinction, but the two types of turnover are collapsed in nearly all organizational studies (

Individuals with MBL identified in clinical practice have a low risk for progression at 5 years. Because B-cell count seems to relate to TTT as a continuous variable, additional studies are needed to determine what B-cell count should be used to distinguish between MBL and CLL.