Manipulations for Inner Employees＇ Shares

After analyzing 262 corporations when their inner employees＇ shares （IES） become tradable from 1999 to 2003, we find that under-line items and probability of issuing stock dividend are significantly higher for firms with IES than firms without IES. In the two years before IES become tradable, corporations with IES tend to manipulate profit through under-line items and are more probable to issue stock dividend.     

Does Relocation Still Benefit Corporations and Employees?: An overview of the literature

This paper reviews the literature on corporate relocation from the perspective of both the employer and the employee. Patterns of mobility as well as factors effecting willingness to relocate are discussed. Literature related to stress and relocation, from the viewpoint of the employee, spouse and children is reviewed. A summary of the legal aspects of job relocation and the dos and don'ts of human resource policy is also provided. Finally, alternatives to job relocation are suggested and a recommendation on the direction in which the literature and research should progress is provided.     

Why and How Do Employees Break and Bend Confidential Information Protection Rules?

Organizations cannot function effectively if their employees do not follow organizational rules and policies. In this paper, we explore why and how employees in two high‐tech organizations often broke or bent rules designed to protect their employers' confidential information (CI). The CI protection rules sometimes imposed requirements that disrupted employees' work, forcing employees to choose between CI rule compliance and doing their work effectively and efficiently. Employees in these situations often broke the rules or bent them in ways that enabled employees to meet some of the rules' requirements, while also satisfying other expectations that they faced. We discuss implications of our findings for practice and for future organizational scholarship on rule following.     

When Do Employees Cyberloaf? An Interactionist Perspective Examining Personality,Justice, and Empowerment

Cyberloafing—using the Internet for non‐work‐related activities—is a prevalent counterproductive work behavior in the workplace, but researchers have not yet paid sufficient attention to this issue, especially related to the role of personality in cyberloafing. Recognizing such a research gap, and using a trait activation theory framework, this study examines whether conscientiousness and emotional stability negatively relate to cyberloafing. We further investigate how organizational justice perceptions and psychological empowerment moderate the negative relationship between these personality traits and cyberloafing. Based on a sample of 247 employees, we find that those high in conscientiousness cyberloaf less when they perceive greater levels of organizational justice. In addition, highly conscientious individuals cyberloaf less when they have low, rather than high, levels of psychological empowerment. Implications for research and practice as well as future research directions are discussed. © 2015 Wiley Periodicals, Inc.     

Benefit of Employees and Motivation for Earnings Manipulation—— A Case Study of Employee Shares

The employee shares of Guilin Jiqi became tradable in stock exchanges from June 2000. The firm coincidently made up her profit disclosed in the semi-annual report. After ruling out other explanations, we find that the fraud of Guilin Jiqi seems to be intended to help her employees （not including top managers） to reap profits at the expense of misled investors. Our findings offer a potential insight into relating employee shares to insider selling.     

Check But No Mate: Balancing the Rights of Employees and Employers Under the National Labor Relations Act—The Ongoing Saga

Prior to 1995, employers had enjoyed significant success in asserting management prerogatives over organized labor in cases heard under the National Labor Relations Act. However, at that time, the Supreme Court issued a landmark ruling which essentially leveled the playing field by affirming the rights of union organizers and supporters to employ an aggressive organizing strategy called “salting.” Employers have subsequently attempted to counter the effects of salting through the use of a variety of practices that potentially disrupt salting activities. These strategies have received mixed support with the courts and the National Labor Relations Board. This paper examines the current state of permissible union organizing and management behaviors under the National Labor Relations Act.     

Banking Employees’ Perceptions of Corporate Social Responsibility,Value-Fit Commitment,and Turnover Intentions: Ethics as Social Glue and Attachment

Evidence suggests that efforts to improve corporate ethics and social responsibility are associated with enhanced work attitudes, but the nature of these relationships is still subject to investigation. Consequently, this study determines the degree to which perceptions of corporate social responsibility are related to individuals’ value-fit commitment and turnover intentions (both employee-reported and manager-reported). Information was obtained from subjects employed in a southern regional branch of a national banking and financial services institution. Two unique self-report questionnaires were developed to collect information from managers and employees, resulting in ninety-two matched pairs of forms. Mediation analysis indicated that perceived corporate social responsibility was associated with increased value-fit commitment, and that value-fit commitment was negatively related to employee-reported and manager-reported turnover intentions. The presence of full mediation was identified in both frameworks. These findings present a number of important managerial and research implications, which are discussed in this study.     

The Potential Role of Organizational Setting in Creating “Entitled” Employees: An Investigation of the Antecedents of Equity Sensitivity

Existing research suggests that the equity sensitivity construct has both theoretical significance and applied value. This study investigates the antecedents of equity sensitivity, focusing on the relationships among organizational setting, personal characteristics (age, sex, work experience), organization tenure, and equity sensitivity. Results based on survey data from 613 individuals employed in ten diverse organizations suggest that organizational setting influences equity sensitivity levels among employees, Evidence of a significant relationship between age and equity sensitivity is also found. However, the relationship between organizational tenure and equity sensitivity found in previous studies is not replicated when adequate controls are included. Theoretical and practical implications of the findings are discussed.     

Comparing Public and Private Sector Employees’ Innovative Behaviour: Understanding the role of job and organizational characteristics,job types,and subsectors

Abstract

Innovation is argued to be of key importance in the public sector. Little is known about possible sector differences in innovative behaviour. The stereotype in literature is that public employees are less innovative. We analyse whether sector is associated with innovative behaviour and the influence of job/organizational characteristics. We test this by using a three-country representative survey in Scandinavia with 8,310 respondents. We control for subsectors/industries and job functions. We do not find that public employees are less innovative. Furthermore, the study emphasizes the importance of understanding the major differences in innovative behaviour between different subsectors/industries and job types.     

Employees are satisfied with their benefits,but so what? The consequences of benefit satisfaction on employees’ organizational commitment and turnover intentions

Firms are increasing their efforts to offer benefits that satisfy their employees. However, the attitudinal and behavioral consequences of such satisfaction remain unclear. This article draws on the social exchange perspective and organizational support theory to examine the consequences of three dimensions of employees’ benefit satisfaction on organizational commitment and turnover intention, by considering the mediating effect of perceived organizational support (POS). A hypothesized model is developed and tested using partial least squares analysis on a sample of 870 employees working in Spanish firms. The results show that three dimensions of benefit satisfaction contribute to the development of POS, and that POS mediates their effects on organizational commitment. However, only benefit determination and benefit administration satisfaction have an effect on turnover intention, through the mediation of POS and organizational commitment.