The Response of Employees to Severance Incentives: The University of California's Faculty, 1991-94
分析加州大学在1990年代初预算短缺时，向资深员工提供买断激励的三轮情况，发现离职补偿金提高10%会使离职概率增加7-8%，但预测个体离职行为很难，质疑买断优于裁员的观点。
In response to huge budgetary shortfalls in the early 1990s, the University of California offered its older and longer-service employees financial inducements to leave. This paper analyzes the responses of UC's faculty to three waves of buyout incentives. It is estimated that an individual presented with 10 percent higher severance benefits has a 7-8 percent higher probability of quitting. However, quit probabilities are very difficult to forecast with accuracy. This casts doubt on arguments that maintain that buyouts are superior to employer-initiated layoffs as a mechanism to effect large employment changes.