Understanding precedents for frontline employee turnover in luxury hotels: Emotional intelligence as a unifying factor

Current turnover research fails to serve the needs of an industry that is long plagued by employee turnover. Existing literature focuses more on evaluating bundles of human resource practices and fail to provide precise and clear guidance for practitioners. This study proposes that emotional intelligence (EI) unifies sufficient individual factors and organizational factors that affect employee turnover and serves as a single significant precedent for turnover. Data were collected from frontline employees at eight luxury hotels. The direct, indirect, and total impacts of employee EI on employee turnover were tested by structural equation modeling and bootstrap tests. The results suggest that EI has significant indirect impacts through the mediation of perceived organizational support, pay satisfaction and job burnout, and significant total impacts on turnover. Implication suggestions include integrating EI into the recruiting process for new employees and providing training opportunities for current employees to improve their EI.     

‘I feel something is still missing’: leisure meanings of African refugee women in Canada

This research explored the leisure meanings of three African women, former refugees resettled in Canada. Using a hermeneutic phenomenological approach, this study revealed that leisure meanings were tightly bound in the women’s Christian faith, church, and faith community in affording them solace, socialisation, and community bonding. Furthermore, learning for leisure emphasised leisure for educational advancement, self-improvement, and knowledge-gain, to keep busy, and for companionship. Physically active leisures afforded fitness and fun, while nature-based leisure, particularly with friends, family, and their ethnocultural communities were important for restoration, nurturing relationships, and fostering social networks. These leisures also served to mitigate traumatic memories and stress. Because of the prominence of their Christian faith and the church as central to these women’s leisure, collaborative efforts by faith-based entities, leisure and recreation organisations and practitioners, settlement agencies, and mental health bodies, are recommended to effectively address the challenges and aspirations of resettled African women refugees through leisure.     

Discovering bank risk factors from financial statements based on a new semi‐supervised text mining algorithm

This paper aims to comprehensively uncover bank risk factors from qualitative textual risk disclosures reported in financial statements, which contain a huge amount of information on bank risks. We propose a new semi‐supervised text mining approach named naive collision algorithm to analyse the textual risk disclosures, which can more accurately identify bank risk factors compared with the typical unsupervised text mining approach. We identified 21 bank risk factors in total, which is far more than identified in previous studies. We further analyse the importance of each bank risk factor and how the importance of each risk factor changes over time.     

Employee performance,well‐being,and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviours and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.     

Green human resource management: Development of a valid measurement scale

The objective of the study was to develop a valid measurement scale for green human resource management (HRM). Even though the common practices of green HRM have been presented in much of the literature, the previous studies focused only on a small number of functions in integrating environmental management with HRM. Additionally, the measurement of green HRM practices still calls for empirical validation. The two‐stage methodology of structural equation modeling in AMOS was employed for data analysis. Exploratory factor analysis revealed seven dimensions of the construct measured by 28 items. Confirmatory factor analysis confirmed the factor structure. The measuring instruments revealed convergent and discriminant validity. Several model fit indices indicated the model fitness. The study provided supplementary evidence on the underlying structure of the construct that can be valuable to researchers and practitioners in this area.     

How many factors are important in U.K. stock returns?

I use the sequential approach of Harvey and Liu ([2018]. Lucky factors (Working Paper). Duke University) to build linear factor models in U.K. stock returns among a set of 13 candidate factors using individual stocks and three groups of test portfolios between July 1983 and December 2017. My study finds that the Market factor is the dominant factor in reducing mispricing in individual stocks and test portfolios regardless of the pricing error metric used. The Market factor has a bigger impact when using a value weighting pricing error metric. Whether a second factor is used or not depends upon which metric is used for mispricing and the time period examined. My study finds support for a two-factor model for the whole sample period of the Market factor and the Conservative Minus Aggressive (CMA) factor of Fama and French ([2015]. “A five-factor asset pricing model.” Journal of Financial Economics 116: 1–22) when giving greater weight to the mispricing of larger companies.     

我国中小企业三维差异化特征比较研究

作为推动国民经济增长和促进社会稳定的基础力量,中小企业在市场中扮演着最活跃的经济主体。与大企业相比,中小企业有其鲜明的成长特征,从动态演进视角选取体量规模、生命周期、要素需求三个维度,系统探讨了中小企业的差异化特征。结论显示:体量规模特征反映在个体与群体以及经济板块之间;生命周期特征体现在死亡陷阱和空间格局演变上;要素需求特征会根据阶段创新内容的不同做出适时调整。     

Sparse estimation of dynamic principal components for forecasting high-dimensional time series

We present the sparse estimation of one-sided dynamic principal components (ODPCs) to forecast high-dimensional time series. The forecast can be made directly with the ODPCs or by using them as estimates of the factors in a generalized dynamic factor model. It is shown that a large reduction in the number of parameters estimated for the ODPCs can be achieved without affecting their forecasting performance.     

Measuring industrial upgrading: applying factor analysis in a global value chain framework

ABSTRACT

A key question for promoting international competition is how to improve the position of countries and industries in global value chains (GVCs). The first step is to properly measure industrial upgrading in GVCs. This is not a trivial issue because upgrading has not been defined unambiguously. Several authors have used different (and sometimes related) measures, all of which indicate certain aspects of upgrading. Rather than trying to find the single, ultimate measure of upgrading, we propose a different approach. We examine the multidimensionality of industrial upgrading, using eight indicators in factor analysis. Four of the eight indicators adopt the GVC perspective and include, for example, the growth of the share in value-added exports. We provide three quantitative dimensions of industrial upgrading: process upgrading, product upgrading, and skill upgrading. With these dimensions, we compare and analyze the upgrading of different countries and industries using the World Input–Output Database.     

Stress and turnover intents in international organizations: social support and work–life balance as resources

Abstract

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations (IOs). It contextualizes the job resources and demands model within IOs’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work–life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.