This study advances research on macro human resource management by examining collective commitment as a mediator of motivation, empow- erment, and skill-enhancing practices and aggregate voluntary turnover.
Findings from 20 top HR managers and 1,748 employees in 93 different job groups suggest collective affective commitment independently me- diates the negative relationships between motivation and empowerment- enhancing practices and aggregate voluntary turnover.
Human resources practices functioning to enhance the knowledge, skills, and abilities of the workforce are positively associated with voluntary tumover but are not mediated by collective affective commitment.
Functionally, this paper resolves the divergent thinking of 4 streams of research regard- ing HR practices, collective commitment and aggregate turnover.
The implications for macro-HRM theory and practice are discussed.