You Paid for the Skills, Now Keep Them: Tuition Reimbursement and Voluntary Turnover

By G. S. Benson, D. Finegold, S. Mohrman. 2004

297 citations recorded by the source corpus.

Subfields: Applied Psychology, Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9728dd824f0d73f07de0ef73e0f5d62e44059941

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In Applied Psychology

In Education

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Essential Impact of Context on Organizational Behavior (2006, background): “Benson, Feingold, and Mohrman (2004) found that the successful completion of a tuition reimbursement program can either increase or decrease subsequent employee turnover.”
Strategic Human Resource Practices and Product Innovation (2008, background): “Moreover, literature on organizational commitment and human resource theory suggests that providing training facilities may create positive employee attitude and commitment (Benson et al. 2004).”
THE IMPACT OF MOTIVATION, EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT (2011, background): “Benson, Finegold, and Mohrman (2004) hinted at a similar inconsistent mediation process in their study of tuition reimbursement programs.”
Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors (2017, background): “Of particular importance, highly qualified white collar employees are known to highly value continuous development (Drucker, 1999) and to expect their needs and wishes to be considered by the organization (Benson et al., 2004; Ng, 2016).”
HOW BROADLY DOES EDUCATION CONTRIBUTE TO JOB PERFORMANCE (2009, background): “For example, many organizations subsidize current employees to acquire bachelor's or advanced degrees (Benson et al., 2004) but do not rigorously assess the short-term returns (e.g., improved performance) or long-term returns (e.g., heightened occupational commitment) on those investments.”
Does perceived support in employee development affect personnel turnover? (2011, background): “…or merely focus on firm-specific training (Bishop, 1997), a few empirical studies provide some evidence for the human capital perspective, indicating that as a consequence of general training participation, workers’ turnover increases (Bedeian et al., 1992; Benson et al., 2004; Sieben, 2007).”
Employee development and turnover intention: theory validation (2013, background): “And that investing in development of employees can create a mindset in employees that is positive toward the organization (Benson et al., 2004; Kuvaas and Dysvik, 2009; Lee and Bruvold, 2003; Maurer and Lippstreu, 2008).”