The Influence of Eligibility on Employees' Reactions to Voluntary Workforce Reductions

Abstract

This study examined employees' reactions to a voluntary sever ance program (VSP). Results generally supported a model that links perceptions of justice-based attributes (adequacy of outplacement help; consistency, objectivity, and ethicality of procedures) with affective commitment and intentions to leave. We also considered the main and moderating effects of a particular voluntary severance outcome, eligi bility. Eligibility was associated with both commitment and turnover intentions, and moderated the effect of perceived adequacy of outplace ment help on turnover intentions, as well as the effect of perceived procedural fairness on commitment. Control variables representing demographics (age), perceived fairness of a previous early retirement program, and anticipation of future layoffs also significantly influenced both outcomes. Implications for future research and for management are discussed.

Understanding Truck Driver Need-Based Segments: Creating a Strategy for Retention

“…The following items came from management literature (Cammann et al. 1983), and have often been used in empirical studies of voluntary turnover (Colarelli 1984; DeWitt et al. 1998; Aryee et al.…”

Softening the blow: Incorporating employee perceptions of justice into best practices for layoffs during the COVID-19 pandemic

“…The layoff agents often feel distress and sorrow and may cope by emotionally, physically, and cognitively distancing themselves from the layoff task itself and from the layoff victims. [11][12][13] For instance, they may avoid empathizing with the layoff victims, limit the time spent in the layoff discussions, and reframe the layoffs in their own minds as a normal part of the work world rather than as a tragedy for the individuals being let go. Layoff survivors, for their part, contend with heightened job insecurity-worry over whether their job will persist in the future-which can make them vulnerable to declines in mental and physical health, as well as to decreased job satisfaction, performance, and commitment to the organization.…”

Les survivants à un plan social

“…Dans le cadre de cette nouvelle recherche, une nouvelle échelle de mesure a été retenue pour la variable « intention de quitter l'organisation ». Nous avons utilisé trois items de l'échelle de Hom, Griffeth et al (1984, in Mitchell, Holtom et al, 2001 et un item de l'échelle de Cammann, Fichman et al (1983 ;in deWitt, Trevino et Mollica, 1998) : α est égal à 0,92. Par conséquent, nous considérons que la fiabilité interne des échelles de mesure est validée et nous poursuivons par la présentation des relations obtenues entre les différentes variables de notre cadre conceptuel.…”