Wage,foreign-owned firms,and productivity spillovers via labour turnover: a non-linear analysis based on Chinese firm-level data

Using firm-level panel data from Chinese manufacturing firms over the period 2004–2007, this article investigates the impact of the wage gap between local and foreign-owned firms on foreign direct investment (FDI) spillovers in terms of total factor productivity (TFP). We find a non-linear threshold effect that: a low-level wage gap threshold exists, below which FDI spillovers are significantly negative. This is because FDI spillovers via labour turnover are blocked due to the low wages of local firms, which jeopardizes the flow of skilled workers from foreign firms to local firms. In contrast, when the wage gap reaches a high-level threshold, local firms can get benefits from FDI spillovers. The reason is that high wages of local firms attract skilled employees to leave foreign firms, which yields a large magnitude of worker mobility from foreign firms to local firms. Our article provides evidence that labour turnover as the channel of FDI spillovers only works when the wage gap is beyond some threshold. Also, these thresholds vary across regions and firm ownerships.     

金融财富膨胀的内因研究:以股票为例

虚拟经济是以信用货币度量的各种金融产品所代表的金融财富,金融产品的价格直接影响着虚拟经济偏离实体经济的程度,从而形成金融财富的膨胀和紧缩.文章以股票为例,探讨影响上市公司金融财富的四个因子:流动性、股本杠杆、换手率和市值规模,为政府当局管理部门调整虚拟经济与实体经济之间的偏离提供政策性的建议.     

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。     

浅谈延安市酒店员工流失现状及原因对策

酒店员工的高流失率一直是困扰酒店管理者的难题,本文分析了酒店员工流失的现状及对酒店产生的影响,并提出了相关解决对策。     

基于CEO变动调节效应的高管团队特征对企业研发投资及技术创新绩效的影响研究

本文以信息技术业上市公司2011～2014年的数据为样本,运用逐步多元回归分析的方法,通过逐步引入高管团队特征变量、CEO变动变量、CEO变动变量与高管团队特征变量交互项对因变量研发投资及技术创新绩效影响进行了回归分析。结果表明：CEO变动对研发投资和技术创新绩效具有显著的正向相关关系;CEO变动可以部分调节高管团队特征对研发投资和技术创新绩效的影响;高管团队持股与年龄异质性与技术创新绩效显著正相关;两职合一与研发投资显著负相关;任期异质性和教育程度异质性与研发投资显著正相关。     

Work and family practices in Japanese firms: their scope,nature and impact on employee turnover

Using firm-level data from Japan, this study examines the effects of four commonly used work and family practices on employee turnover: flextime, maternity leave, child care leave, and nursing care leave. Overall, we find statistically significant associations between work and family practices and female employee turnover in Japan. In stark contrast, we do not find such a statistically significant linkage between work and family practices and male employee turnover. As such, this study highlights the potential moderating effect of individual characteristics such as gender on the relationship between work and family practices and employee attitudes and behaviours.     

The moderating effects of traditionality–modernity on the effects of internal labor market beliefs on employee affective commitment and their turnover intention

This study addresses a possible moderating effect of cultural values on the relationship between employee beliefs in human resource management (HRM) practices and employee outcomes. Although employee belief regarding internal labor market (ILM) operation within their firms could be positively related to employee commitment and negatively related to their turnover intention, employee cultural values may act as a contextual variable that strengthens or weakens such relationships. We test the moderating effects of two cultural values, traditionality and modernity in the context of Kenya where the blend of these cultural values is an emerging reality, given the rapid pace of urbanization in recent years coupled with effects of globalization and the digital era. Our study indeed found support for the moderating effects of these cultural values. The association between ILM beliefs and employee affective commitment was found to be greater for employees with more traditional values. In contrast, the relationship was weaker for employees with more modern cultural values. These moderating patterns were also found in the relationship between ILM beliefs and turnover intention. Implications for management research, theory, and practice are discussed.     

Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers

The work–life balance literature has recently identified the need for construct refinement. In response to these discussions, this research describes the development and validation of a concise measure of work–life balance, based on individuals' subjective perceptions of balance between their work and other aspects of their lives. The structure, reliability and validity of this unidimensional, four-item measure was confirmed in four independent heterogeneous samples of workers employed in Australia and New Zealand (N = 6983). Work–life balance was negatively associated with work demands, turnover intentions and psychological strain, and positively associated with both family and job satisfaction, confirming the research hypotheses. Evidence of these relationships over time was also demonstrated. This research confirms that this new measure of work–life balance demonstrates robust psychometric properties and predicts relevant criterion variables.     

The paths from insider to outsider: A review of employee exit transitions

Employees' roles as organizational members often do not end immediately after they have made the decision to leave or it has been made for them. Instead, this decision serves as a turning point initiating an exit transition process. The purpose of this article is to consolidate prior scholarship in order to gain an understanding of the state of the science, as it pertains to exit transitions. Our literature review yielded almost 200 articles that have directly or indirectly studied the exit transition process. In organizing the insights from these studies, four categories of exit transition scholarship emerged—exit transitions in the context of voluntary turnover, involuntary turnover, temporary transitions, and top management exits. Moreover, our review indicated that exit transitions are shaped by three critical forces—the permanence of the transition, the magnitude of the identity change associated with the exit, and the organizational impact of the exit. We review research on each of the four categories and show how each type of transition is shaped by these forces. Finally, we turn our focus to the future of work and discuss how changes in the way that work is structured may alter the study of employee exit transitions in the future.     

员工组织公正感、组织信任和离职意愿的关系

本研究采用验证性因素分析的方法检验了组织公正的结构,并探讨了组织公正、组织信任与员工离职意愿之间的相互关系。结果支持了Colquitt组织公正的四维结构。同时,回归分析显示了组织信任在组织公正和员工离职意向之间存在着的中介作用,而对员工离职意愿的影响较大的是组织公正感中的分配公正、信息公正,以及组织信任知觉中对组织特征信任、对同事下级的信任。