Abstract
In an age of unemployment, freeing jobs for younger, more skilled workers, is an apt contribution to a social malaise. Potential candidates for early retirement, on a voluntary basis, can be successfully targeted by a critical examination of personality variables, contextual features and moderating factors that impinge on the employees' propensity to quit their jobs. The optimum financial inducement is a major factor in successful negotiations between the employer and the employee. It can be computed using a compact formula based on a variety of financial payoffs and the worker's subjective assessment of the value of quitting early. The utility of this quantitive approach for organizations contemplating both early retirement programs and staff cuts are discussed.
| Original language | English |
|---|---|
| Pages (from-to) | 53-62 |
| Number of pages | 10 |
| Journal | Human Resource Management Review |
| Volume | 5 |
| Issue number | 1 |
| DOIs | |
| State | Published - 1995 |
Bibliographical note
Funding Information:Supported by the American Diabetes Association and the Clinical Research Center, University of Washington.
Funding
The authors wish to thank Yoav Vardi and Hagar Caspi for suggesting literature related to the subject of this article. Additionally, the authors thank Luc Granger and Franc0 Lepore, chairpersons of the Department of Psychology, Universite de Montreal, who facilitated the collaboration that resulted in the present article. The study was supported by the Schnitzer Foundation for Research on the Israel Economy and Society. The names of the authors appear in random order.
| Funders | Funder number |
|---|---|
| Schnitzer Foundation for Research on the Israeli Economy and Society |
