Why Do People Leave? a Study Of Nonsupervisory Restaurant Employees’ Polychronic Time Use Preference and Turnover Intention

ABSTRACT

The purpose of the study was to present a comprehensive view on the associations among polychronicity, job satisfaction, work engagement, and turnover intention within a restaurant context. Using a sample of 252 servers in full-service restaurants, structural equation modeling results found that polychronicity positively linked with job satisfaction, work engagement, and turnover intention. An indirect effect from polychronicity to job satisfaction to turnover intention was found. Results can assist restaurant managers in selecting candidates that best fit their organization. It will also assist employees in determining which career path best matches their personality traits.     

High-Performance HR Practices,Work Stress and Quit Intentions in the Public Health Sector: Does person–organization fit matter?

Drawing on the attraction–selection–attrition (ASA) framework, this paper examines a mechanism, namely person–organization (P–O) fit, through which high-performance HR practices (HPHRPs) affect two negative employee outcomes: work-related stress and quit intentions. Using a sample of Egyptian public health sector workers, a mediation model is tested empirically using structural equation modelling. The study results show that HPHRPs positively affected P–O fit, which in turn had significant negative associations with work stress and quit intentions. P–O fit also explained a high proportion of mediation in the relationship between HPHRP and both outcomes.     

Is Part-Time Employment after Childbirth a Stepping-Stone into Full-Time Work? A Cohort Study for East and West Germany

Does part-time work support first-time mothers’ employment by providing a stepping-stone into full-time work in Germany? Using data from the German Socio-Economic Panel from 1984–2012, this study compares three different age cohorts of first-time East and West German mothers to investigate whether there has been any convergence between East and West Germany in the way women use part-time employment. Results show that mothers in West Germany in all cohorts tended to remain in part-time employment for longer periods than those in East Germany. Part-time employment more often provided a stepping-stone into full-time employment in East Germany than in West Germany. East German women who gave birth after reunification were less likely than older cohorts to experience a transition from part-time to full-time work. Thus, part-time employment not followed by subsequent full-time work has become more common in the East.     

Tourist Guides and Job Related Problems,Analysis and Evidence from Jordan

This study investigates the challenges that professional Jordanian tourist guides may encounter. The implication of this research stems from the fact that very little research, at least in Jordan, has addressed the problems that tourist guides encounter. Qualitative methods, using participants’ observations and in-depth interviewing methods, were used to generate insights from the collected data. The results reveal multiple critical challenges that impact the professional stability of tourist guides. Further efforts are required to fully understand the needs of tourist guides.     

The societal relevance of management accounting innovations: economic value added and institutional work in the fields of Chinese and Thai state-owned enterprises

This paper contributes to the ongoing debate about the relevance of management accounting. In doing so, we widen the definition of ‘relevance’ from the largely managerialist focus dominating this debate to examine how management accounting innovations get imbued with a broader range of societal interests and how actors representing vested interests go about entrenching and resisting such innovations. We explore these issues with reference to the institutionalisation of Economic Value Added (EVA?) as a governance mechanism for Chinese and Thai state-owned enterprises. Adopting a comparative, institutional field perspective, we theorise our observations through the conceptual lens of institutional work, or the human agency involved in creating, maintaining and disrupting institutions. We extend extant research on institutional work by exploring how the evolution of such work was conditioned by differences in field cohesiveness, defined in terms of how consistent and tightly coordinated key interests clustered around EVA? are. Our analysis also draws attention to how different types of institutional work support and detract from each other in the process of upholding such cohesiveness. We discuss the implications for future research on the societal relevance of management accounting innovations and institutional work.     

Corporate smart phones: professionals' conscious engagement in escalating work connectivity

This article explores how the adoption of company sponsored smart phones inflicts upon the lives of professionals. Drawing upon qualitative interviews at a law firm in Brazil, the experiences of new smart phone users are reported upon in detail. Increased accessibility, accuracy and speed in exchanges gave the users a sense of autonomy and flexibility. However, the technology also helped to intensify the organisation's hold on employees outside of regular working hours, reaching into new settings, time slots and social contexts. Employees expressed concerns regarding demands from superiors that negatively affected their private spheres, yet many of them paradoxically requested more efficient smart phone connectivity. The article focuses on the justifications, the different narrative strategies, employed by professionals for their conscious engagement in escalating work connectivity. It is suggested that these justifications display users' attempt to ‘dis‐identify’ with the role and practice they perform.     

基于工作过程的课程开发与实践--以高职《数据库技术与应用》课程为例

基于工作过程导向的课程开发是当前高等职业教育改革的方向，文章结合实际教学经验总结了基于工作过程导向的高职《数据库技术与应用》课程开发与实践的方案。     

农业农村双创工作的成效机制研究

[目的]近年来,创新创业的热潮大力兴起,如何对农民双创工作的成效机制进行研究,成为文章研究的重点。通过对农民双创工作中的创业者特征、创业者关系、政策适应与农业农村双创收益机理的研究,找出创业企业绩效演变机理。[方法]收集2017年2—5月重庆24个地区1 855位农民的调查问卷,采用专家评价法对双创收益、创业培训、创业者社会关系和创业政策适应的测量项目进行因子分析。[结果]对农民双创收益的影响因素进行分析讨论,得出学历水平、创业动机、创业风险意识、创业经营模式以及创业培训均对双创收益的提升有促进作用;创业者特征回归分析中R~2值由0.22提升为0.32,ΔR~2的值为0.34,说明自变量对因变量有预测作用;创业者特征对双创收益值为0.329,说明创业者的特征越高,其创业的绩效就越高;创业政策回归分析中R~2值由0.12增加到0.22,ΔR~2的值为0.14,说明自变量对模型有预测能力,且政策越全面有效,对农民的双创收益提升效果越好;创业者社会关系回归分析中R~2值由0.098提升为0.175,ΔR~2由0.175增长为0.433,说明创业者的社会关系越好,农民的双创收益越高。[结论]研究结果说明农业农村双创工作中创业者特征、创业者社会关系以及政策适应可提升创新创业机制的完善,提升双创收益。     

Does contingent pay encourage positive employee attitudes and intensify work?

This article explores the relationships between three dimensions of contingent pay – performance‐related pay, profit‐related pay and employee share‐ownership – and positive employee attitudes (job satisfaction, employee commitment and trust in management). The article also examines a conflicting argument that contingent pay may intensify work, and this can detract from its positive impact on employee attitudes. Of the three contingent pay dimensions, only performance‐related pay had direct positive relationships with all three employee attitudes. Profit‐related pay and employee share‐ownership had a mix of negative and no significant direct relationships with employee attitudes, but profit‐related pay showed U‐shaped curvilinear relationships with all three employee attitudes. The results also indicated that performance‐related pay is associated with work intensification, and this offsets some of its positive impact on employee attitudes.     

Understanding employee preferences for investing in employer stock: evidence from France

In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe.