Pensions and quitting: a test among competing explanations

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dc.creator Luchak, Andrew A.
dc.date.accessioned 2014-03-13T18:27:22Z
dc.date.available 2014-03-13T18:27:22Z
dc.date.issued 1999
dc.identifier.uri http://library2.smu.ca/xmlui/handle/01/25767
dc.description.abstract Multiple regression analysis of 402 unionized, public utility employees is used to examine the effects of a final-earnings pension plan and other human resource management programs on the willingness to engage in quit behaviours in response to problems as work. Consistent with expectations, employees facing higher expected losses under the pension plan are found less likely to quit. The willingness to quit is also found to be reduced by other factors that raise the cost of this action to the individual (e.g., compensation premia), where dispute resolution options are perceived to be more effective (e.g., voice) and where the current setting is viewed more favourably (e.g., under conditions of higher affective commitment and job satisfaction). implications for pension theory and research are discussed. en_CA
dc.format.extent 10 p.
dc.language.iso en en_CA
dc.publisher Atlantic Schools of Business en_CA
dc.subject.lcsh Employees -- Resignation
dc.subject.lcsh Pensions
dc.title Pensions and quitting: a test among competing explanations en_CA
dc.type Text en_CA
dcterms.bibliographicCitation Proceedings of the 29th Atlantic Schools of Business Conference, Halifax, Nova Scotia,1999


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