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dc.contributor.authorDavis, Paul R.
dc.contributor.authorTrevor, Charlie O.
dc.contributor.authorFeng, Jie
dc.description.abstractWhile Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to post-layoff employment, which then manifests in quit behavior.We also find that layoff effects on turnover attenuate as an individual’s layoffs accumulate and vary in magnitude according to the turnover “path” followed by the leaver.
dc.rightsRequired Publisher Statement: © American Psychological Association. Final version published as: Davis, P. R., Trevor, C. O., & Feng, J. (2015). Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover. Journal of Applied Psychology, 100(5), 1434-1455. This article may not exactly replicate the final version published in the APA journal. It is not the copy of record. Reprinted with permission. All rights reserved.
dc.subjectquit behavior
dc.subjectjob satisfaction
dc.titleCreating a More Quit-Friendly National Workforce? Individual Layoff History and Voluntary Turnover
dc.description.legacydownloadsDavis_Creating_a_more_quit_friendly_national_workforce.pdf: 820 downloads, before Oct. 1, 2020.
local.authorAffiliationDavis, Paul R.: Cornell University
local.authorAffiliationTrevor, Charlie O.: University of Wisconsin at Madison
local.authorAffiliationFeng, Jie: University of Wisconsin at Madison

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