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[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.


Suggested Citation
Wright, P. M., Gardner, T. & Moynihan, L. (2008). Affective commitment links human resource practices and voluntary turnover (Impact Brief #32). Ithaca, NY: ILR School, Cornell University.

For 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 .

The 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.

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Copyright by Cornell University.