Transcript Turnover
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 Terms • Realistic Job Preview (RJP) • Voluntary Turnover Moderators • Met Expectations • Role Clarity Moderators Continued... • Perception of Honesty • Attraction Perceptions Results Significant Results -- Role Clarity .15* Realistic Job Preview Voluntary Turnover .11* Perceptions of Reality -.48* 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 International Employee Identity +/Identity Strain Job Deprivation *Severity of Identity Strain depends on level and extent of deprivation* Moderator=Relationships Results ● Repatriates who experience and perceive high amounts of job deprivation feel more identity strain ● Feelings of severe identity strain eventually leads to turnover Take Home Message (Marta) ● 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 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 Predictors DV = Returned as planned Plans to leave DV = Alternate job not as expected - 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 Results Motivation (-) (+) Collective Affective Commitment Empowerment (-) (+) (+) (+) Skill-Enhancement Aggregate Voluntary Turnover • 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? • How would you retain employees? • Provide an example of how your company is dealing with turnover.