The Characteristics,Motivations and Organizational Outcomes of Collective Turnover in China: An Analysis of 65 Collective Turnover Events

This paper analyzes sixty-five influential collective turnover events that occurred from year 2000 to 2011. The first finding is that collective turnover is most likely to take place at the departmental level because staff in the same department tend to reach collective consensus more easily. The second finding is that collective turnover takes place more frequently in industries such as IT, retailing and banking. The third finding is that collective turnover often begins with the turnover of managers at the departmental or higher levels. With further exploration of collective turnover, we notice that the institutional environment during China’s economic transition is the external constraint on collective turnover, and improper management policies is the internal driving factor. We also find that motivations vary for employees at different levels in the organization. Finally, we conclude that organizational outcomes of collective turnover are not only linked with the absolute level of turnover, but “quality” factors of collective turnover such as relative turnover ratio, occurrence frequency, employee type, rank and work experience should also be taken into consideration.     

How Does Driver Turnover Affect Motor Carrier Safety Performance and What Can Managers Do About It?

The trucking industry is the lifeblood of supply chains. Truck driver turnover and motor carrier safety are two salient issues affecting this industry. While turnover by itself presents a challenge due to the cost of replacing drivers, it takes on additional urgency because turnover may affect motor carrier safety. However, driver turnover research has focused predominantly on identifying factors affecting turnover, thus resulting in limited understanding of how turnover affects motor carrier performance, particularly with regard to safety. This reduces our ability to provide guidance to managers who have to address driver turnover. In this article, we extend prior research by drawing from several theoretical lenses to develop and test theory of the turnover–safety relationship. Furthermore, we investigate whether carrier managers can mitigate the effect of turnover on safety by embedding knowledge in carriers’ routines using activity control, a formal management control mechanism. We employ a longitudinal data set composed of primary and secondary data sources to test our hypotheses. We find the turnover–safety relationship is best characterized by a monotonic negative attenuated pattern and that high levels of activity control mitigate the negative effect of driver turnover on motor carrier safety in domains more under drivers’ control.     

The effect of employee turnover on hotel profits: A test across multiple hotels

Employee turnover is generally recognized as a costly phenomenon, and hotel companies consequently have initiated various turnover-reduction programs. Despite many studies, however, it remains difficult to assess exactly what effect turnover has on operating profits—and thus to assess the return on investment for initiatives designed to reduce turnover. An analysis of gross operating profits and employee turnover rates at 98 full-service hotels at one hotel company yields an estimate of the actual dollar costs of employee turnover. In general, the cost of turnover increases with ADR. That is, the cost of a 1-point increase in turnover is greater for a hotel with a high ADR than for an economy-tier property. On average for this sample, the cost in GOP of a 1-point increase in turnover rose $525 with every dollar increase in ADR. Thus, for a hotel with a $125 ADR, each point increase in turnover cost another $32,750 per year in GOP. On the other hand, a hotel with an ADR of $65 would be losing just $1,250 for every additional point increase in turnover.     

The effect of leader-member exchange on turnover among retail buyers

Many studies have analyzed employee turnover. The study expands our understanding of turnover by including leader-member exchange in a model of turnover among retail buyers. Controlling turnover is especially important among retail buyers where it can exceed 30%. The results indicate that leader-member exchange influences turnover indirectly through certain facets of job satisfaction (supervisor satisfaction and pay raise satisfaction).     

关于企业员工流动问题的探讨

随着用人制度的逐渐放开 ,在我国企业中产生了员工高流动率现象。员工高流动率给企业带来了各方面的成本。因此 ,分析导致员工高流动率的原因 ,采取相应的措施降低员工流动率 ,留住优秀员工 ,降低企业成本 ,大有必要     

后股权分置背景下CEO更换与投资者保护:动因及效应研究

以中国后股权分置为背景,从公司业绩角度研究引起CEO变更的原因及其变更的业绩效应和价值效应。实证研究结果显示,亏损及会计收益下降会显著地带来CEO的变更,而盈利企业在业绩下降时CEO变更的敏感性更强。同时发现,CEO变更具有较强的价值效应,能够显著提升公司的市场价值,但对会计业绩的提升作用不明显;对亏损企业来说,其业绩效应和价值效应都非常显著,且远大于盈利企业。     

Why employees stay: the roles of psychological ownership,territoriality and work relationship closeness in affecting employee turnover intention

Drawing on a tripartite perspective on attitudes, this study examines the influence of psychological ownership and territoriality on turnover intention, as well as the moderating role of work relationship closeness on the relationship between territoriality and turnover intention. Analyses of longitudinal data collected from 341 employees in three Chinese automobile manufacturing companies demonstrate that employees’ psychological ownership is negatively related to their turnover intention. As well, territoriality is negatively related to turnover intention and mediates the relationship between psychological ownership and turnover intention. Additionally, work relationship closeness moderates the relationship between territoriality and turnover intention such that the negative relationship is stronger when employees experience a higher level of work relationship closeness. Theoretical and practical implications are discussed.     

The Personnel Earthquake Continuum: Consequences of Collective Turnover — A Case Study of Qidian Founders’ Collective Turnover

Unlike previous studies that have primarily focused on the causes and processes, this research emphasizes the consequences of collective turnover. Starting from a literature review, we use event chains to explore the consequences of collective turnover. Based on the case study of the Qidian founders’ collective turnover, we build a holistic theoretical framework to show the dynamics and continuity over time, influenced by the complexity of context. Our main conclusions are as follows: (1) collective turnover has a cascade effect, causing a series of secondary and derivative events, (2) collective turnover has both proximal and distal impacts on human capital flow, operational performance and financial performance, (3) whether or not a collective turnover has a positive or negative effect depends on the context factors. An event chain perspective that extends collective turnover theory and organizational behavior theory is used. We advocate for an integrate understanding of the consequences of collective turnover. In addition, this research will provide practical, instructive policies to intervene in collective turnover.     

The Effect of Truckload Driver Turnover on Truckload Freight Pricing

High rates of truck driver turnover have long plagued the full truckload (TL) sector. While greater driver turnover raises TL carriers’ costs, no research has examined how changes in industry-wide TL driver turnover rates affect industry-wide prices shippers pay for TL transportation. Drawing on economic theory regarding firms’ asymmetric adjustment of prices in response to changing costs, we explain why increases in driver turnover are expected to increase the prices carriers charge for their services, whereas decreases in driver turnover are expected to have limited effect on the prices carriers charge for their services. We further explain why the positive impact of increases in industry-wide TL driver turnover rates on prices will be more pronounced when industry employment is rising more rapidly. To test our theory, we assemble a time series data set combining proprietary driver turnover data with publicly available data regarding TL pricing, trucking employment, diesel prices, and aggregate industry activity. Results from fitting a set of time series econometric models corroborate our theorized predictions. We explain the implications of these findings for theory and practice.     

Reducing turnover intention: Perceived organizational support for frontline employees

Frontline employees are generally under great pressure, and carry out repetitive and mundane daily tasks, leading to burnout and a high turnover intention among them. To identify ways to reduce this turnover intention, this study examines the effect of perceived organizational support (POS) on burnout and turnover intention in the Chinese context and adds to the literature on frontline employee burnout. Using data from a survey of the frontline employees of a gas station in Beijing, we examine the mediating effects of frontline employee burnout on their POS and turnover intention. This study shows that POS has a significant negative impact on burnout and turnover intention, and that job resources cannot substitute POS.     

Trade, turnover, and tithing

This paper examines the hypothesis that turnover affects trade preferences. High turnover industries are similar to the Stolper-Samuelson assumption of perfect factor mobility, so factor of production drives trade preferences. Among low turnover industries, as in the specific factors model, net export position determines trade preferences. We show that PAC contribution patterns are consistent with this hypothesis. In high turnover industries, capital groups give significantly larger shares of their campaign contributions to free trade supporters than labor groups do. Among low turnover industries, on the other hand, exporting and import-competing groups differ significantly in their financial support for free traders.     

The Turnover of Market Leaders in Growing and Declining Industries: Evidence from Japan

This article explores the turnover of market leaders in the manufacturing and information and communications industries in Japan. We propose indices for market mobility by focusing on the turnover of market leaders and examine how the likelihood of the turnover of market leaders differs across industries. We provide evidence that market leaders are more likely to be replaced by competitors in growing and declining industries, relative to industries where the growth is more stable. Moreover, the results reveal that the turnover of market leaders is more likely to occur in research and development-intensive industries. Furthermore, the interaction effects of industry growth and concentration indicate that the turnover of market leaders is more likely to occur in declining industries with high concentration.     

Combating the effects of turnover: Military lessons learned from project teams rebuilding Iraq

The literature concerning turnover has traditionally been composed of studies and analyses which assume that turnover rates are malleable, and can be reduced. We take the opposite position and contend that turnover rates for certain organizations are not variable, but rather remain fixed. Is it possible, then, to reduce the deleterious effects of turnover without reducing the actual churn of individuals? To answer this question, we draw from experiences of the U.S. military during Operation Iraqi Freedom, in order to learn from its methods of dealing with high personnel turnover during the management of projects. Specifically, we offer four best practices that reduce the negative effects of turnover, while allowing the rate itself to remain constant. These best practices aim toward sharing the knowledge and mental models critical for sustained operations, to insulate the organization against the departure of key personnel. Herein, we demonstrate how efficient operations can be maintained amidst high churn rates.     

What causes turnover among women on top management teams?

Women have made major inroads in the upper echelons in recent years, and not surprisingly, this trend has caught the attention of researchers in the management discipline. Recent empirical evidence reveals that greater the representation of women on top management teams, higher is the performance of the organization. Representation on the team needs to be investigated in the context of managerial turnover since turnover can have an adverse impact on organizational performance. Most turnover studies have focused on the determinants and consequences of turnover among managers on the top management teams without specifically isolating the effects for men and women. This can partly be attributed to the minimal to negligible presence of women on the teams. However, as women have ascended the top ranks of organizations in large numbers in recent years, it is important to examine what causes them to turnover at twice the rate of male managers as anecdotal evidence reveals. In this study, I examine the factors that cause turnover among women of Fortune 1000 companies. Also, following turnover, I examine the paths of the women managers who left their organizations.     

The neglected state of organizational-level turnover studies in the Chinese context: a call for research

In this essay, the authors discuss the neglected state of organizational-level turnover research in the Chinese context. They provide a brief overview of the importance of turnover research in the organizational sciences, highlight the role of performance-related turnover rates research, and outline general theories and findings that appear in the Western and English-language literature. This evidence is compared with a dearth of studies using samples of Chinese organizations and in Chinese-language journals. They conclude by calling for additional theory and empirical studies on turnover rates.     

Turnover and return in global stock markets

I study how growth affects liquidity of global stock exchanges and how liquidity determines cross-sectional returns on those stock exchange index portfolios. I measure portfolio liquidity by turnover ratio computed as value of shares traded over the market capitalization. I obtain data from FIBV, an association of global stock exchanges. In a multiple regression model for turnover ratio, I find age, size, type of exchange, competition for order flow, and growth rate to be significant determinants of portfolio liquidity; however, exchange- and time-specific effects are more appropriate for modeling portfolio liquidity. The time effects yield to three distinct regimes, while the exchange-specific effects are surrogates for the legal systems, English common law, and Civil laws of the countries. I estimate the parameters of a multiple regression model in a two-stage GLS framework in which index return is a function of turnover. The GLS method is preferable since a turnover ratio may have a non-stationary, random component. The significant determinants of index return are turnover and volatility, although some of the volatility effect may be a spillover from a January effect. Investors expect higher return from high turnover markets. However, the positive turnover expected return relation is true only in emerging markets; in developed markets expected return is a function of volatility. This result confirms existing empirical evidence that high turnover stock portfolios generate superior returns and further the sources and pricing of risk in emerging and developed markets are different.     

程序公平感在离职意图模型中的主效应与调节效应研究

本研究以一家通信设备公司员工为样本,采用阶层式回归方法分析Price离职模型中主要环境变量、个人特征变量及结构化变量对离职意图的影响,并检验了程序公平的主效应及调节效应。主要结论包括:外在工作机会、工作负荷及工作单调性对离职意图有显著的正向影响;上级支持及程序公平对离职意图有显著的负向影响;程序公平对通用性培训和上级支持与离职意图关系均存在显著的调节作用。     

心理契约违背、劳资冲突与员工离职意向关系的实证研究：整合型组织文化的调节作用

基于社会交换和社会情境理论，文章构建了心理契约违背、劳资冲突和离职意向之间的关系模型。通过跨层次分析方法，探讨心理契约违背对员工离职意向可能产生的影响及其影响机制。分别收集了189份企业高管与1366份员工问卷数据。研究结果显示：心理契约违背是影响员工离职意向的重要的前因变量；劳资冲突的三个维度在心理契约违背和离职意向之间都起到中介作用，并且中介效应存在显著差异；组织文化对权利冲突、情感冲突与离职意向之间的关系都起到调节作用，但对利益冲突与离职意向之间的调节作用不显著。对转型经济条件下，员工的心理契约、劳资冲突管理以及企业文化建设具有借鉴意义。     

IT认证对IT人才离职意向的影响研究

本文基于人力资本理论,从个人和组织层面考察IT认证与IT人才离职意向的关系。个人层面包括IT认证、IT经验和过去的离职历史;组织层面包括薪酬增加、职位晋升和组织支持感。为考察这些变量对离职意向的影响,本文采集了260份样本进行回归分析,结果显示这些变量和离职意向显著相关。     

An empirical test of replacement costs of turnover using human capital corporate panel in Korea

Scholars have devoted considerable attention to the role of turnover in influencing organizational resource allocation. Because research that addresses employee turnover based on longitudinal data remains relatively limited, the impact of employee turnover in a given time period on future turnover, as well as replacement costs, requires further explanation. This study uses the turnover–replacement cost mechanism to empirically test panel data from 224 South Korean firms between 2005 and 2015 (T1–T6). The findings indicate that the relationship between turnover and replacement costs gradually recovered following the global financial crisis and that the carryover effects have been dynamic over time. Although we found no significant effects that confirm the dynamics in our model, our findings suggest that firms must identify unstable dynamics and patterns to address future economic uncertainty. Finally, a comparison of our model to models without control variables reveals similarities and differences between the two control variables (i.e. firm size and type of industry).