1. Group 4 Employee Separations, Turnover, & Reduction in Force
Manjit Kaur
Weng San Tam

2. THE IMPACT OF MOTIVATION, EMPOWERMENT, AND SKILL-ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT
Manjit Kaur

3. Key Terms Collective Affective Commitment
Motivation-enhancing practices
Empowerment-enhancing practices
Skill-enhancing practices

4. Focus:
To analyze if collective affective agreement has a mediating effect on motivation, empowerment and skill-enhancing practices when it comes to aggregate voluntary turnover

5. Method:
Researchers tested a single business that supplies and markets foods and food related goods
Conducted job groups within each business unit
93 job groups; 1,748 employees

6. Model: - MEP Aggregate Voluntary Turnover
EEP
Collective Affective Commitment __
SEP +
GHC
(General human capitol)
FHC
(Firm-specific)

7. Results:
There was a NEGATIVE relationship between collective affective commitment and aggregate voluntary turnover.
Skill enhancing-practices are POSITIVELY associated with aggregate turnover but independent of collective affective commitment.
Motivation and empowerment practices had a POSITIVE correlation to affective commitment; therefore, reducing aggregate voluntary turnover.

8. Take-home message:
Managers should increase their skill-enhancing practices with motivation and empowerment enhancing practices because it increases commitment and reduces turnover.
If managers wish to implement skill enhancing practices, they need to tailor their incentive programs.

9. Abbie J. Shipp, Stacie Furst-Holloway, T. Brad Harris, Benson Rosen
GONE TODAY BUT HERE TOMORROW: EXTENDING THE UNFOLDING MODEL OF TURNOVER TO CONSIDER BOOMERANG EMPLOYEES
Abbie J. Shipp, Stacie Furst-Holloway, T. Brad Harris, Benson Rosen
Present by Weng San Tam

10. Key Terms
Boomerangs
Alumni
Unfolding Model of Turnover

11. Focus:
Examine the post-turnover relationship between employees who quit an organization
Why do Boomerangs leave then return?

12. Unfolding Model of Turnover

13. Source: 20,855 PROSERV 980 Boomerangs 19,875 Former Employees 452
Finished Surveys
3,164
Finished Surveys

14. Results

15. Boomerangs

16. Take Home Message Boomerangs can save firm’s money
Why?
Boomerangs can save firm’s money
Have plan and/or Dissatisfaction new job
What?
-Exit interview
-Optimize the retention strategies
How?
Keeping personal contact, not formal recruit

17. -Retaining and satisfying current employees to avoid permanent leave
Boomerangs
Employees
-Select Boomerangs carefully (train & satisfy)
-Retaining and satisfying current employees to avoid permanent leave