This study examined employees' reactions to a voluntary sever
ance program (VSP). Results generally supported a model that links
perceptions of justice-based attributes (adequacy of outplacement help;
consistency, objectivity, and ethicality of procedures) with affective
commitment and intentions to leave. We also considered the main and
moderating effects of a particular voluntary severance outcome, eligi
bility. Eligibility was associated with both commitment and turnover
intentions, and moderated the effect of perceived adequacy of outplace
ment help on turnover intentions, as well as the effect of perceived
procedural fairness on commitment. Control variables representing
demographics (age), perceived fairness of a previous early retirement
program, and anticipation of future layoffs also significantly influenced
both outcomes. Implications for future research and for management
are discussed.
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