Research article: Look after they leap: illustrating the value of retrospective reports in employee turnover

The prevailing methodology for studying employee turnover is limited because it emphasizes prediction rather than understanding. This paper critiques this methodology and draws out the implications of an alternative: retrospective self-reporting, by actual leavers. Retrospective self-reporting has three main advantages. First, it allows direct assessment of actual incidents of turnover, so interventions can be informed by accounts of real events, instead of being based on inference. Second, it offers insight into the dynamic character of decisions to quit, which are often unpredictable or precipitated by sudden events. Third, it allows for assessment of the role of non-work factors. This makes a methodological contribution, allowing greater insight into the decision to quit, which is ontologically, socially and dynamically complex. It has implications for how we construe and manage turnover. The argument is illustrated by a recent study of 352 UK National Health Service nurse leavers but has wider implications for turnover in the public sector.     

A decision model for outsourcing training functions: distinguishing between generic and firm-job-specific training content

Employee training plays a crucial role in the success of most organizations. Due to its developmental aspect, training is closely linked to core competencies and strategic focus. However, it is also one of the most widely outsourced HR functions in most Western economies.

This article attempts to illustrate and propose a decision model for the factors that shape the expected benefits and subsequently the extent of outsourcing training functions. A distinction is made among generic training (for the development of competencies) and job- or company- specific training (for example, induction training, job specialization, etc.).

Two decision models are extracted with structural equation modelling. Asset specificity, market availability, in-house development of training and firm size are discussed. The factors shaping the decision to outsource, as well as the perceived benefits from outsourcing employee training, are different for each of the two types of training (generic and specific). The reasons underlying those differences are discussed. For both types of training service it is proposed that the expected quality benefits, not cost ones, induce companies to outsource training.

Thus, this study attempts to offer a useful insight into the factors shaping the extent and the expected benefits from outsourcing training services. The outcomes can further assist HRM professionals (managers and providers of HRM services), as well as academics to gain a better understanding of the nature of HRM outsourcing decisions in general, and a ‘basic’ HRM outsourcing practice – training – in particular.     

电力投资决策的期权博弈模型及其发展评述

电力投资决策对于电力企业甚至电力行业的发展有着举足轻重的作用,电力企业的投资选择是在外部环境竞争复杂性和不确定性的约束下进行的,需要研究复杂竞争环境和不确定因素条件下的投资决策方法。本文以电力投资决策模型分析入手,总结了电力投资决策模型的发展过程,探讨了电力投资的期权博弈模型发展过程、研究重点、缺陷、及发展方向,展示了电力投资决策期权博弈理论的发展脉络和思考重点。实践证明,该方法不仅能够对电力投资项目进行更加科学的而评估,还能够为电力行业的发展做出更加科学合理的决策。     

Revealed preferences of individual players in sequential games

This paper studies rational choice behavior of a player in sequential games of perfect and complete information without an assumption that the other players who join the same games are rational. The model of individually rational choice is defined through a decomposition of the behavioral norm assumed in the subgame perfect equilibria, and we propose a set of axioms on collective choice behavior that characterize the individual rationality obtained as such. As the choice of subgame perfect equilibrium paths is a special case where all players involved in the choice environment are each individually rational, the paper offers testable characterizations of both individual rationality and collective rationality in sequential games.     

Monitoring recessions: A Bayesian sequential quickest detection method

Monitoring business cycles faces two potentially conflicting objectives: accuracy and timeliness. To strike a balance between these dual objectives, we propose a Bayesian sequential quickest detection method to identify turning points in real time with a sequential stopping time as a solution. Using four monthly indexes of real economic activity in the United States, we evaluated the method’s real-time ability to date the past five recessions. The proposed method identified similar turning-point dates as the National Bureau of Economic Research (NBER), with no false alarms, but on average, it dated peaks four months faster and troughs 10 months faster relative to the NBER announcement. The timeliness of our method is also notable compared to the dynamic factor Markov-switching model: the average lead time was about five months when dating peaks and two months when dating troughs.     

Two-period supply chain coordination strategies with ambidextrous sustainable innovations

This study considers a manufacturer with ambidextrous sustainable innovation capability selling products in environmentally conscious market through an independent retailer in a two-period game setting. We design a two-period game theoretic and dyadic supply chain (SC) model considering exploitative and exploratory nature of environmental innovations. We study five different contract types, namely, wholesale price contract, vertical Nash game structure, cost sharing contract, revenue sharing contract and two-part tariff contract. We demonstrate the impact of market sensitivity towards sustainable innovation and cost parameters on optimal level of decision parameters. The equilibrium results reveal that a suitably designed two-part tariff contract can be used to achieve coordination in a fragmented SC. The equilibrium results assist managers to optimise the SC based on the two-period contract model. The results obtained in this study can help the decision-makers to take decisions on investment in the ambidextrous sustainable innovation under different types of contract structures.     

Using methods of Multi-Criteria Decision Making to provide decision support concerning local bioenergy projects

The public sector plays an important role in the German “Energiewende”. Besides energy management in municipal properties the local government can also support the switch to renewable energy sources through a change in energy supply structures within in their region. Methods of Multi-Criteria Decision Making (MCDM) from Operations Research are helpful regarding that challenge, as they are able to assess the sustainability of local energy concepts, since they not only offer stakeholders the opportunity to participate, but also consider multiple conflicting criteria. In that way, the acceptance of local energy projects and the participation of stakeholders in the decision process are supported. The case study presented in this paper illustrates the results of a MCDM process employed to identify a sustainable bioenergy concept in a rural village in Lower Saxony, Germany. Our analysis revealed not only the opportunities and challenges associated with executing an MCDM process to support the realization of local bioenergy projects, but also discusses potential limitations of the methods.     

机构投资者与个人投资者非理性行为差异研究

机构投资者与个人投资者是证券市场的重要组成部分,其非理性程度直接影响着市场的健康稳定。本文基于有情境元素的问卷调查,构建包含投资者类别为自变量,年龄和性别为控制变量,16种常见非理性行为为因变量的分析框架,实证检验机构投资者与个人投资者非理性行为差异。结果表明,中国机构投资者与个人投资者都存在严重的非理性行为;相比机构投资者,个人投资者非理性程度更为严重;机构投资者与个人投资者在偏好逆转、证实性偏差、沉没成本、模糊厌恶、处置效应和损失厌恶方面存在显著差异。本研究为投资者防范非理性行为提供建议,为市场稳定发展提供参考。     

Trading off learning and performance: Exploration and exploitation at work

Employees are increasingly given control over how they learn, and their choices for training are diverse and varied, yet employees must balance competing demands. On one hand, they are expected to be increasingly efficient in their current job duties – on the other hand, they are expected to develop new skills and competencies that enable them to adapt and respond to changing job demands. Drawing from the organizational learning literature, we propose a model of worker and work characteristics that inform choices between two mindsets related to learning at work. The first mindset is exploration, or the pursuit of learning outside one’s current knowledge domain; the second mindset is exploitation, the refinement/deepening of one’s existing knowledge stock focusing on the task at hand. We further propose that these strategic choices, or trade-offs, influence employee learning and performance in unique ways, with different implications for both routine and adaptive performance. Finally, we incorporate the notions of feedback loops and risk assessments that influence ongoing decisions between exploration and exploitation mindsets. Recommendations for future research and extensions of the theoretical model are also proposed.     

Incorporating sustainability criteria into credit risk management

Does a commercial debtor's economic, environmental and social performance in terms of sustainability affect its credit risk rating? Does adding criteria aimed at assessing a lender's environmental, social or sustainability practices provide added value to traditional financial rating criteria? Many analyses have reported that a correlation exists between companies' environmental and their financial performance. We checked out the assertion that it ‘pays to be sustainable’ by analyzing the role that criteria pertaining to sustainability and environmental orientation play in the commercial credit risk management process. Our results show that sustainability criteria can be used to predict the financial performance of a debtor and improve the predictive validity of the credit rating process. We conclude that the sustainability a firm demonstrates influences its creditworthiness as part of its financial performance. Copyright © 2008 John Wiley & Sons, Ltd and ERP Environment.