Job involvement,commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus

The study of attitudes at work seeks to enhance organizational knowledge and capabilities in developing an ‘ideal’ working environment that delivers exceptional customer service. The current study investigates the causal relationships of job involvement, organizational commitment (normative and affective), and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in Cyprus to either remain at or leave their job. Utilizing structural equation modeling, positive associations were found between job involvement, affective and normative commitment, and intrinsic job satisfaction. Positive associations between affective and normative organizational commitment, and intrinsic and extrinsic job satisfaction were also found. In addition, negative associations between affective organizational commitment, extrinsic job satisfaction and turnover intention were revealed. However, a negative association between intrinsic job satisfaction and turnover intention was not supported. The implications of these results for future research are also discussed.     

组织的社会化策略与员工离职倾向：一个组织进入过程的实证研究

组织社会化策略在新员工的组织进入过程中扮演重要的角色,对新入职员工的态度和行为有重要影响.本研究以一家家电企业上海总部的员工为对象,研究在中国环境下,组织社会化策略对新入职员工离职倾向的影响,发现制度化的组织社会化策略对新入职员工的离职倾向有显著的负面作用,而对老员工的离职倾向影响不显著.论文的结论对组织对新员工的组织进入过程的管理有借鉴意义.     

独立董事薪酬与公司治理效率

利用2003～2013年上市公司数据,本文基于独立董事薪酬视角对其治理效用的发挥进行了考察。研究发现,当独立董事的薪酬过低时,存在激励不足问题,不利于调动独立董事履职的积极性,由此造成公司高管变更与经营业绩间敏感性的降低及公司盈余管理程度的提高。与此相仿,当独立董事的薪酬过高时,存在激励过度问题,削弱了独立董事的独立性,也将导致较低的高管变更与经营业绩的敏感性及更高程度的公司盈余管理。最后,我们对独立董事薪酬影响其治理效用发挥的路径进行了考察,结果显示,过低的薪酬降低了独立董事参加董事会会议的意愿,而过高的薪酬造成独立董事更不会对董事会议案提出异议。     

Delegation,Skill Acquisition and Turnover Costs

The delegation of tasks to a subordinate and his access to key firm resources allow an organization to make optimal use of his knowledge and ability, but at the same time, thanks to on‐the‐job learning and the possibility of expropriation of these resources, this might increase the agent’s outside options. We model these risks as an increase in the quit propensity of the agent which determines higher turnover costs for the firm. The choice of the degree of delegation a principal offers to her subordinate is analyzed taking into account its benefits and costs. We show that the level of delegation is influenced by the principal’s and the agent’s abilities, but it is lower the higher turnover costs are and the lower the degree of specificity of human capital is or the higher the degree of expropriability of resources is. Finally, bureaucratic rules establishing the documentation of the agent’s activity are seen as a device to reduce turnover costs and to allow more delegation.     

ON EMPLOYMENT CONTRACTS WITH ENDOGENOUS ON-THE-JOB SEARCH

We consider an equilibrium search model and employment contracts when workers have endogenous on-the-job search. When a firm tries to retain an employee by matching outside offers, variable search intensity leads to a moral hazard problem. We first consider workers with identical productivities. We derive an equilibrium where firms commit not to respond to outside offers and workers search less. Second, we investigate the case with heterogeneous workers and asymmetric information. Assuming that firms can commit to retain all workers irrespective of their ability, we establish conditions under which it is optimal to do so. This policy again reduces the incentive for active on-the-job search. We discuss an equilibrium where all firms use these so-called ‘pooling’ contracts.     

Antecedents of repatriates' job satisfaction and its influence on turnover intentions: Evidence from Spanish repatriated managers

Executives in today's business world are increasingly conscious that the competitive advantage of international companies rests upon unique global knowledge and experience. Consequently, the retention of executives with these skills is one of the main concerns of international organizations. Dissatisfaction with the job assigned after expatriation is an important determinant of the repatriation failure rates. This study explores this relation as well as the antecedents of job satisfaction among a sample of 81 Spanish repatriated managers. Findings: job satisfaction relates to turnover and the position assigned to the repatriates on their return, as well as the accuracy of their expectations, influences their job satisfaction. The article discusses implications for practitioners and scholars.     

The impact of the antecedents and consequences of job burnout on junior accountants' turnover intentions: a structural equation modelling approach

This paper examines the impact of the antecedents and consequences of job burnout on junior accountants' turnover intentions. A questionnaire was completed by 368 junior accountants working in public accounting firms. Our results suggest that role ambiguity, role conflict and job‐related tension are important antecedents for job burnout. Role ambiguity and role conflict initially influence employees' perceived levels of job‐related tension, and job‐related tension is associated to job burnout, which, in turn, decreases employees' levels of job satisfaction and organisational commitment. Dissatisfied and uncommitted employees are more likely to seek alternative employment.     

Do bonus payments help enhance salesforce retention?

Our primary aim in this research is to examine if the existence of a bonus component in the sales compensation structure can enhance salesforce retention. We also study the impact of total sales compensation, relative to industry norms, on salesforce retention. We find that bonus payments do enhance salesforce retention among firms whose total compensation is above industry average but not among firms whose total compensation is below industry average. Further, we also examine the role of sales training, non-financial motivational tools, and length of the selling cycle on salesforce retention.The authors thank Mr. Chris Heide of the Dartnell Corporation for providing the data analyzed in this paper.     

The effects of polychronic-orientation upon retail employee satisfaction and turnover

Keeping front-line retail employees satisfied, and subsequently reducing their turnover, is important in retail management. This study introduces polychronic-orientation, or an employee's preference for switching between multiple tasks within the same time-block, as an employee trait with important implications for retail employee turnover. It demonstrates empirically that a polychronic-orientation has both direct (employee fit) and indirect (through fairness perceptions) effects on retail employee satisfaction. Moreover, by exploring these effects across career stages, polychronicity is revealed to be a stable and enduring trait but one whose impact is magnified in early stages of the retail career. Implications for hiring and employee education are derived.     

员工指导关系对工作满意、组织承诺和离职倾向的影响——基于中国背景的实证分析

本文通过对中国背景下的员工指导关系进行问卷调查和统计分析,建立了一个本土化的包括职业发展指导和社会心理指导二维结构的指导关系量表。然后对影响指导关系的因素,指导关系与离职倾向之间的关系及其作用机制进行了探讨。主要结论是:指导关系与工作满意、组织承诺显著正相关;指导关系与离职倾向显著负相关;工作满意和组织承诺在职业发展指导、社会心理指导对离职倾向的影响中起中介作用;指导关系类型、指导双方沟通频率和指导双方相似度对指导关系均存在显著影响;指导关系存续时间对指导关系没有显著影响。最后基于研究结论提出了政策建议。