• Employees’ collective affective commitment, or their tendency as a group to feel loyal to and supportive of their employer, decreases their rate of turnover.
• HR practices that motivate and empower workers tend to foster employees’ commitment to the organization. These practices, through increased commitment, reduce workers’ tendency to leave.
• HR practices for recruiting and training, by contrast, do not necessarily increase employees’ commitment to the organization. Such HR practices, which are geared to bringing skills in house or developing current employees, can actually increase turnover.