Unemployment insurance and job turnover in Spain

The aim of this paper is to shed some light on the potential relationships between the unemployment insurance system and labour market turnover. This study assumes the incentives embedded in the unemployment insurance system have a heterogeneous impact, depending on the type of labour market transition (quits versus layoffs and recalls versus new job entrances) and on a worker's attachment to the labour market (gender and type of contract). The layoff hazard rate increases as workers qualify for unemployment benefits, whilst the quit hazard rate remains stable. Similarly, employment inflow increases sharply after the exhaustion of unemployment benefits. The timing and importance of the exit differ between recalls and new job entry and depend on a worker's attachment to the labour market. The results show that unemployment benefits appear to favour job turnover and both firms' and workers' decisions seem to matter.     

Gross job flows and institutions in Europe

We examine job flows in the 1990s for a sample of 13 European countries. By using a dataset of continuing firms that covers all sectors, we find firm characteristics to be important determinants of job flows, with smaller and younger firms within services typically having a larger degree of job turnover. Once controlled for firm and sectoral effects, the role of institutions in the dynamics of job creation and destruction is examined. As expected, employment protection is found to reduce job flows. Similarly, countries with higher unemployment benefits and more co-ordinated wage bargaining systems are characterised by lower job flows.     

Hiring for retention and performance

This study evaluated the usefulness of several pre‐hire variables to predict voluntary turnover and job performance. Analyses showed that applicants who knew current employees, had longer tenure with previous employers, were conscientious and emotionally stable, were motivated to obtain the job, and were confident in themselves and their decision making were less likely to quit, and had higher performance within six months after hire. Results also indicated that pre‐hire attitudes (employment motivation and personal confidence) did not predict turnover and performance beyond biodata (pre‐hire embeddedness in the organization and habitual commitment) and the personality traits (conscientiousness and emotional stability). For all predictors but personality, the strength of the relationships weakened over time up to two years after hire. Nonetheless, organizations can avoid voluntary turnover and increase performance by basing hiring decisions on the set of predictors analyzed in this study. © 2009 Wiley Periodicals, Inc.     

An analysis of job dissatisfaction and turnover to reduce global supply chain risk: Evidence from China

Suppliers’ labor problems in developing countries have emerged as a key risk in global supply chains. In China's coastal industrial zones, where most Fortune 500 companies have established their manufacturing bases, local suppliers are facing serious labor turnover problems. High labor turnover rates have caused poor quality, low productivity, and unfilled orders in supply chains. Applying a combination of quantitative techniques to determine the reasons why workers leave China's export factories, this research tries to identify the root causes of job dissatisfaction leading to turnover and provides managerial implications that may assist managers in dealing with labor-related supply chain risks.     

Comparing motivating work characteristics,job satisfaction,and turnover intention of knowledge workers and blue-collar workers,and testing a structural model of the variables' relationships in China and Japan

This research examines motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers in China and Japan. The differences in these three variables were, respectively, compared between knowledge workers and blue-collar workers in China and Japan. A structural model of the relationships among the three variables was particularly proposed and investigated. Based on data from an international survey, the characteristics of knowledge workers were first compared with those of blue-collar workers in the same country, and then compared with those of knowledge workers in the other country. Finally, the structural model of the three variables' relationships was examined using a multi-sample analysis of the LISREL method across the countries. There were many significant differences found between knowledge workers and blue-collar workers and between China and Japan. As fundamentally predicted, knowledge workers were found to have higher motivating work characteristics than blue-collar workers in each country. More importantly, a similar structural model of the relationships among the variables was found across the countries.     

Autonomy as a key resource for women in low gender egalitarian countries: A cross‐cultural examination

Relying on Conservation of Resources theory and a sample of 23,439 workers in 26 countries, we develop and test a multilevel moderated mediation of the effects of perceived job autonomy on work–life balance, engagement, and turnover intentions, depending on employee gender and country‐level gender egalitarianism (GE), and indirectly through stress. We find that perceived job autonomy relates to these outcomes indirectly through stress such that these effects are stronger for women in lower GE countries compared with women in higher GE countries and are not significant for men. Practical implications for engaging and retaining global female talent are discussed.     

Risk-taking and relational perspective on turnover intentions

This study investigated risking-taking and network ties and their impact on an individual's intention to quit from a relational perspective. Using the social identity and social capital as the theoretical foundation, hypotheses were developed to examine how internal instrumental and external ties as well as ties with higher ranked individuals and their association with turnover intention. These hypotheses were empirically tested using data collected from 126 full-time employees in a Chinese setting. The results showed that high risk propensity was positively associated with turnover intention. Not only internal ties that binds, but external networking also matter in turnover decisions.     

Associations between perceived employability,employee well-being,and its contribution to organizational success: a matter of psychological contracts?

We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises.     

Secrecy Culture and Audit Opinion: Some International Evidence

We examine whether and how auditors respond to audit risks arising from secrecy culture when making audit opinion decisions. Using a sample of international Big N auditors from 33 countries, we find strong and robust evidence that auditors are more likely to issue modified audit opinions to clients domiciled in countries with a strong secrecy culture. In addition, we find that the association between secrecy culture and auditors' propensity to issue modified audit opinions is less pronounced in countries with strong investor protection than that in countries with weak investor protection.     

Using job embeddedness factors to explain voluntary turnover in four European countries

The aging of the European workforce coupled with existing deficits of skilled workers in vital sectors (e.g., information and communication technology) make the attraction and retention of skilled workers a critical strategic human resource management issue. The large-scale, multi-country study reported in this article investigates the causes of voluntary turnover. The study is based on a large European dataset that contains information about a wide variety of variables that have been shown to influence voluntary turnover. The results indicate that the traditional turnover model, where ease of movement and desirability of movement are regarded as important predictors of turnover, receives support. Importantly, the study also shows that a new theory of employee retention – job embeddedness – explains a significant amount of variance above and beyond the role of demographic and traditional variables. In sum, the evidence suggests that the turnover decision is not only about the individual's attitudes towards work or about the actual opportunities in the labour market, but also job embeddedness.     

Firm Performance,Governance Structure,and Top Management Turnover in a Transitional Economy*

abstract Recent research has argued that political and regulatory environments have a significant impact on corporate governance systems. In particular, countries with poor investor protection laws and weak law enforcement have low levels of corporate governance that manifests itself in substandard financial performance, management entrenchment, and the expropriation of minority shareholders. One implication of this research is that China will have poor corporate governance and entrenched managers as its legal system is relatively underdeveloped and inefficient. However, using data on top management turnover in China's listed firms, our results refute the prediction of entrenched management. We find evidence of very high turnover of company chairmen and there are many cases that we interpret to be forced departures. Our results show that chairman turnover is related to a firm's profitability but not to its stock returns. Turnover‐performance sensitivity is higher if legal entities are major shareholders but the proportion of non‐executive directors perversely affects it. We find no evidence that profitability improves after a change in chairman and this suggests that a firm's governance structure is ineffective as it is unable to recruit suitable replacements that can turn around its financial performance.     

Synthesizing content models of employee turnover

To identify a set of broad factors that reflect the constructs measured in three content models of employee turnover, we hypothesized 19 scales would reduce to five factors related to employee job‐search behavior and actual turnover decisions: one's affect toward the organization, work environment, instrumental attachment, extraorganizational ties, and sense of obligation. Using a sample of 888 staff members from a large university, the factor structure was confirmed. Multivariate regression results also indicated one's work environment, instrumental attachment, and sense of obligation were significantly and negatively related to both job search and turnover, with work environment and instrumental attachment exhibiting the strongest effects. Extraorganizational ties were only significantly and negatively related to job search. Interestingly, affect toward the organization was not significantly related to either job search or turnover. Path analyses indicated the effects of four of the factors on turnover were fully mediated by job search, with instrumental attachment the sole factor that was only partially mediated. Our model provides a foundation for future researchers to test the uniqueness of new predictors of turnover, as well as guidance to practitioners regarding where resources might be best utilized in curbing turnover.     

Exploring the role of perceived external prestige in managers' turnover intentions

Employee turnover is an important topic in the human resource management literature. Several researchers have sought to analyse its multiple determinants and to model the turnover process. The purpose of this paper is to study the impact of employees' perception of the external image of the company they work for on their intentions to leave. It is based on a questionnaire survey of 801 French managers that attempted to incorporate the notion of perceived external prestige (PEP) within the literature's classical model of turnover. The results show that the impact of PEP on intentions to leave is partially mediated by the two determinants of turnover in the model: organizational commitment and job satisfaction. Yet there still remains a direct effect of PEP on intentions to quit. Our research also attempted to confirm the existence of a possible moderator effect, but was unable to find such an effect.     

Worker visibility and firms' retention policies

In the last two decades, the widespread use of web‐based social networks has led to a higher visibility of workers to the labor market. We theoretically and experimentally analyze the consequences of such increased labor market transparency for the efficiency of job assignments, the wages of workers, and firm profits. Our theoretical results show that higher visibility of workers increases the efficiency of job assignments, leads to a redistribution of income between workers of different ability, and increases overall surplus. Our experimental findings generally support the theoretical results with the exception that increased visibility leads to higher worker turnover such that surplus does not increase.     

Employee work values and organizational attachment in North Mexican maquiladoras

Maquiladoras in Northern Mexico are currently plagued by low organizational attachment among production workers. Workers often feel little psychological commitment to their maquiladora, and turnover rates in the plants average about 10 per cent per month. In this study we examine the role that work values play in maquiladora workers' attachment to their organizations. An analysis of data from 227 production workers in two maquiladoras reveals that the upward-striving value (a desire continually to seek a higher-level job) is positively associated with turnover intentions and negatively associated with organizational commitment, while the social-status-of-job value (the perception that a good job merits respect) is positively associated with organizational commitment. The findings offer guidance to managers and management scholars attempting to understand and combat the organizational attachment problem in Northern Mexico.     

Employment protection reforms,employment and the incidence of temporary jobs in Europe: 1996–2001

This paper uses longitudinal data on individuals from the European Community Household Panel over the 1996–2001 period to investigate the impact of reforms of employment protection systems in nine countries on the incidence of employment and of temporary jobs for wage and salary workers. Important features of the research design include the use of individual fixed effects models as well as the inclusion of country-specific trends in the dependent variable. A robust finding is that policies making it easier to create temporary jobs on average raise the likelihood that wage and salary workers will be in temporary jobs. This effect is felt primarily when the regional unemployment rate is relatively high. However, there is no evidence that such reforms raise employment. Thus, these reforms, while touted as a way of jump-starting individuals' careers in the job market, appear rather to encourage a substitution of temporary for permanent work.     

Expectations matter: Job prospects and turnover dynamics

This paper presents evidence on the effects of worker expectations on labor turnover, a topic largely ignored in the voluminous literature on labor mobility. Two survey instruments related to expected job duration and chances of promotion in the National Longitudinal Surveys of Youth are used to analyze the role of job prospects in predicting turnover dynamics. The key empirical finding is that workers with favorable job assessments have a lower and flatter tenure-turnover profile—i.e. the well-known negative structural relationship between the turnover rate and job tenure-than their counterparts with less favorable job assessments. This finding is consistent with search-and-matching theories that explicitly incorporate heterogeneity of prior beliefs about match quality.     

JOB SATISFACTION AND LABOUR TURNOVER AMONGST WOMEN WORKERS

Two hundred and ninety female shop floor workers and sixty-five female shop floor ex-workers of a large electrical/electronic engineering company were given a multiple choice questionnaire and unstructured interview. Thirty per cent of the total sample expressed general dissatisfaction with their job. An analysis of their responses indicated the over-riding importance of the work itself as a determinant of job satisfaction and dissatisfaction. An analysis of reasons for leaving the company indicated that ‘voluntary’ labour turnover resulted mainly from dissatisfaction with the work. No evidence was gained to support Herzberg's principle of duality, although the practical implications from the study are very similar to those evident in the motivation/hygiene theory.     

The impact of Greek labour market regulation on temporary employment – evidence from a survey in Thessaly,Greece

This paper uses an original data-set for 186 workplaces in Thessaly (central Greece), to study consequences of Greece's strict employment protection law (EPL) and national minimum wage for temporary employment. We find higher temporary work contract rates among workplaces that pay low wages close to the minimum. We also find that EPL ‘matters’, in particular, managers who prefer temporary contracts because temporary workers are less protected definitely employ more. Our findings thus support the view that a firm's HRM decisions regarding internal versus external allocation of tasks are influenced by labour regulation.     

企业80后知识型员工工作倦怠与离职倾向之间的关系研究——以组织支持感为调节变量

文章以企业80后知识型员工为研究对象,研究其工作倦怠、组织支持感与离职倾向之间的关系.首先采用统计软件SPSS17.0进行描述性统计分析、相关分析、回归分析,最后采用层次回归的分析方法考察组织支持感的调节作用.通过实证研究得出:工作倦怠与离职倾向显著正相关;组织支持感与离职倾向显著负相关;企业80后知识型员工工作倦怠对其离职倾向具有较好的正向预测作用;企业80知识型后员工感知到的组织支持感对其离职倾向具有较好的负向预测作用;组织支持感在工作倦怠和离职倾向之间起到了明显的调节作用.