Determinants of Employee-Termination Benefits in Organizations
基于组织理论，研究了经济、组织规模和政治制度因素如何共同影响企业对员工离职福利（如遣散费、提前通知）的制定。
This article is based on industry and organizational data collected as part of a larger study funded by the Prairie State 2000 Authority, the State of Illinois, the U.S. Department of Labor, and the National Governors' Association. We are grateful to Marshall Meyer and the anonymous ASQ reviewers for comments and suggestions on previous drafts. This study draws from organizational theories on internal labor markets to identify the economic and institutional factors that contribute to the development of termination policies and benefits in organizations. The results from this study suggest that the development of termination policies and benefits-transition assistance, severance pay, and advance notification-for salaried and hourly workers can best be understood as a complex interplay between (1) the economic and organizational requirements for employee productivity and commitment, (2) organizational scale and market concentration, and (3) political and institutional pressures for normatively prescribed employment practices. This paper concludes with a discussion of the implications for further research on termination policies and benefits in organizations.-