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dc.contributor.authorWright, Patrick M.
dc.contributor.authorGardner, Timothy
dc.contributor.authorMoynihan, Lisa
dc.descriptionThe ILR Impact Brief series highlights the research and project based work conducted by ILR faculty that is relevant to workplace issues and public policy. The Briefs are prepared by Maralyn Edid, Senior Extension Associate, ILR School.
dc.description.abstract[Excerpt] Motivation- and empowerment- enhancing human resource (HR) practices are positively associated with employees’ collective emotional attachment to, and identification with, a company and its goals; this affective commitment, in turn, is negatively associated with the aggregate of employee decisions to exit an organization. Thus, collective affective commitment mediates the relationship between these two sets of HR practices and voluntary turnover. Practices that enhance workforce skills, however, are not mediated by collective affective commitment; rather, they are directly and positively associated with increased voluntary turnover.
dc.relationFor a more in-depth analysis, please see: Wright, P. M., Gardner, T. & Moynihan, L. (2008). The impact of human resource policies on aggregate voluntary turnover: A test of affective organizational commitment as a consistent and inconsistent mediator. Manuscript submitted for publication.
dc.relation.ispartofseriesImpact Brief
dc.rightsRequired Publisher Statement: Copyright by Cornell University.
dc.subjecthuman resources
dc.subjectaffective commitment
dc.subjectvoluntary turnover
dc.titleILR Impact Brief - Affective Commitment Links Human Resource Practices and Voluntary Turnover
dc.description.legacydownloadsbrief_32Wright.pdf: 828 downloads, before Oct. 1, 2020.
local.authorAffiliationWright, Patrick M.: Cornell University
local.authorAffiliationGardner, Timothy: Vanderbilt University
local.authorAffiliationMoynihan, Lisa: London Business School

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