The erosion model suggest that employee with fewer bonds will be most likely to quit the organization. If you look at figure, who 's most at risk for turning over? That 's right the employee who only has one bond with someone else (and a relatively weak bond at that.) From an affective commitment perspective, that employee is likely to feel less emotional attachment to work colleagues, which makes it easier to decide to leave the organization. Social network diagrams can also help us understand another explanation for turnover. The social influence model suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave. In this way, reductions in affective commitment become contagious, spreading like a disease across the work unit. Think about the damage that would be caused if the central figure in the network (the one who has linkages to five other people) became unhappy with the organization.