Turnover, Layoff, and Reduction in Force Group 4: Atul Bector Marta Suriaga Pauline Nguyen Vivian Nguyen Parkash Kaur Jason Song

Overview 1.Relation Between RJP and Turnover (Atul) 2.Identity Strain Perspective on Turnover (Marta) 3.Voluntary Turnover in Post-layoff Jobs (Pauline) 4.Boomerangs (Vivian) 5.Impact of Motivation, Empowerment, & Skill-Enhancing Practices (Parkash) 6.How Job Satisfaction Trajectory Leads To Individual Turnover (Jason) 7.Group take home message 8.Fun quiz for goodies!

Mechanisms Linking Realistic Job Previews With Turnover: A Meta-Analytic Path Analysis By: Atul Bector

Realistic Job Preview (RJP) Voluntary Turnover Terms

Moderators Met Expectations Role Clarity

Moderators Continued... Perception of Honesty Attraction Perceptions

Results

-.48* Significant Results Role Clarity Voluntary Turnover.15* Realistic Job Preview Perceptions of Reality.11* --

Take Home Message (ATUL) Provide realistic job description with clarifying overall job experience rather than role clarity. During interview and orientation, show employees the actual job process.

No Place Like Home? An Identity Strain Perspective on Repatriate Turnover By: Marta Suriaga

Terms ●Expatriate & Repatriate ●Identity Strain ●International Employee Identity ●Perceptions of Job Deprivation

The Identity Theory ●Individual’s self-concept is derived from their position in an organized structure of relationships

Measures Surveys Data Collection Procedures

International Employee Identity with Job Deprivation Perceptions on Identity Strain +/- *Severity of Identity Strain depends on level and extent of deprivation* Moderator=Relationships International Employee Identity Identity Strain Job Deprivation

●Repatriates who experience and perceive high amounts of job deprivation feel more identity strain ●Feelings of severe identity strain eventually leads to turnover Results

●Recognize and validate repatriates adopted international employee identity: ○Involve repatriates in international operations and strategizing ○Use expatriate as resource for preparing others for transitions ○Offer tangible credentials and rewards Take Home Message (Marta)

Creating a More Quit-Friendly National Workforce? Individual Layoff History and Voluntary Turnover By: Pauline Nguyen

Voluntary Turnover Notoriously expensive Predictor of a variety of organizational performance

Voluntary Turnover in Post-Layoff Jobs

Hypothesis and Results Hypothesis 1: “A layoff history increases the probability of voluntary turnover” NLSY97 Over 4,900 laid off 56% would quit if they previously had layoff history

Take Home Message (Pauline) Administer job satisfaction review Pre-employment screening Provide RJP

Gone Today But Here Tomorrow: Extending The Unfolding Model Of Turnover To Consider Boomerang Employees By: Vivian Nguyen

Different Types of Employees Boomerangs Alumni

Not all Turnover is Bad… End state Employees will never return

The Study Unfolding Model

Hypothesis (a) Boomerangs who left because of plans to leave will report returning because their plans ended (b) Boomerangs who left for alternative job offer will report returning because the subsequent job was not as expect PredictorsDV = Returned as planned DV = Alternate job not as expected Plans to leave- Alternate Job Opportunity - Dissatisfaction-

Take Home Message (Vivian) Different Retention Strategies One-on-one meetings Exit Interviews

The Impact of Motivation, Empowerment, and Skill Enhancing Practices on Aggregate Voluntary Turnover: The Mediating Effect of Collective Affective Commitment By: Parkash Kaur

Terms Collective Affective Commitment Motivation-Enhancing Practices Empowerment-Enhancing practices Skill-Enhancing practices

Skill-Enhancement Empowerment Motivation Collective Affective Commitment Aggregate Voluntary Turnover (-) (+) Results (+) (-)

Company Specific Training Offer Career Development Increase Commitment

How Job Satisfaction Trajectory Leads To Individual Turnover By: Jason Song

Terms Individual-level of Job Satisfaction Unit-level of Job Satisfaction Dispersion

Results Individual-level satisfaction varies on dispersion Unit-level satisfaction is most influential

Take Home Message (Jason) Pay close attention to individual-level satisfaction Weekly and Quarterly reviews Immediate adjustment on unit-level satisfaction Identify clear goals

Group Take Home Message Use different retention approaches towards employees Value and appreciate employees Setting expectations

Fun Quiz! When should a company start the RJP process? Name one psychological spillover of turnover in post-layoff jobs? Provide an example of how your company is dealing with turnover. How would you retain employees?