Decision-theoretic utility analysis applied to employee separations and acquisitions

Abstract

Describes a decision-theoretic utility model that outlines the consequences of 3 types of employee movement: repeated acquisitions without separations, repeated unreplaced separations over time, and repeated separations over time that are replaced with new employees. In addition to a conceptual and algebraic model development, a computer algorithm is developed and used to provide a numerical simulation. Results suggest that decisions about employee separations can substantially affect the utility of human resources. (56 ref) (PsycInfo Database Record (c) 2025 APA, all rights reserved)