Associations Between Organizational/Individual Factors and the Intentions of Employees

Abstract

This study of a university school foodservice operation examines whether a positive or negative association exists between the individual and organizational factors and the intentions to stay or leave the current job for foodservice employees or internal customers. The individual factors include job status, service length, age, education level, and job position. The organizational factors include several job characteristics, intrinsic motivation, formalization, participative decision-making and psychological stress. Job characteristics indicated a significant positive impact on university retention across the job characteristics of autonomy, feedback, dealing with others, and variety. The organizational factors of perceived formalization and participative decision-making also had a significant positive impact on university employee retention. The organizational factors of intrinsic motivation, task identity, and friendship opportunities did not have a statistically significant positive or negative impact on university employee retention yet had the directions of relationship that was expected. Finally, psychological stress had a negative impact on university employee retention. The article ends with suggestions for future research and limitations of the current study.     

An examination of social support and social identity factors and their relationship to certified chefs’ burnout

This study examined the relationship between certified chefs’ burnout and its antecedents and intention to turnover. Applying self-identity and social exchange theories, the authors examined organization-based self-esteem and perceived organizational support as determinants of burnout. The Maslach Burnout Inventory was modified and operationalized to measure chefs’ burnout and the Michigan Organizational Assessment Questionnaire was used to measure intention to turnover. Data were collected from certified chef members of the American Culinary Federation. Using structural equation modeling, the researchers examined path relationship of organization-based self-esteem, perceived support, exhaustion, cynicism, inefficacy, and intention to turn over. This paper reports the results of principal components analysis and alternative structural equation models and the implication for owners, managers, and chefs.     

CEO gender and managerial entrenchment

This paper investigates the effect of gender on managerial authority and control over firms. The study examines S&P 1500 firms for the period of 1999–2014. Our findings suggest that accounting performance, firm value, CEO age, firm age, and board size reduce the likelihood of appointing female managers. On the other hand, the appointment of female CEOs is directly associated with the percentage of female directors, board independence, and beta. The study confirms the notion that female CEO appointments are generally associated with firms facing adverse conditions, and shows that female CEOs are more entrenched as compared to male CEOs. We find that the presence of female CEO decreases the turnover-performance sensitivity, increases the E-index, and inflates CEO compensation. Our research suggests that the level of female CEOs’ entrenchment provides them with greater job security, higher level of control, and inflated pay that compensate the risk of accepting the appointment in a high risk and poor performing firm.     

汽车制造业税负及其影响因素的实证研究——基于上市公司财务数据

以45家汽车制造行业上市公司2010～2011年财务数据为样本,研究发现汽车制造业的流转税税负分别为0.018、0.0075,所得税税负分别为0.1951、0.2079,且所得税税负变化很异常。对税负的影响因素进行实证分析表明:主营业务收入、净资产收益率对流转税税负的影响为正向的,主营业务成本和存货变动率对流转税税负的影响是负向的;资产负债率对所得税税负的影响是负向的,企业的规模、固定资产密度、净资产收益率对所得税税负的影响是正向的。     

The Moderating Effect of the Boundary Spanning Role on Perceived Supervisory Support: A Meta-Analytic Review

This article is a meta-analytic study examining the moderating effect the boundary spanning role has on the relationship between perceived supervisory support (PSS) and other important constructs within the marketing domain, including: job satisfaction, organizational commitment, performance, and turnover intentions. There was a positive relationship between PSS and every construct except turnover intentions, which was negative. Along with this, three out of the four relationships were stronger for boundary spanners as compared to non-boundary spanners. Overall, managers aimed at meeting organizational objectives (e.g. performance; turnover) should provide supervisory support to boundary spanning employees.     

机构投资者、现金股利政策与股票市场稳定性研究——来自2005—2009年中国A股上市公司的经验证据

论文基于2005—2009年中国A股上市公司年报数据的实证研究发现,当投资于发放现金股利的公司股票时,机构投资者持股比例与上市公司股票换手率、股票收益波动率、股价同步性等反映和衡量股票市场稳定性的三个渐次递进维度的指标都显著负相关;而当投资于不发放现金股利的公司股票时,机构投资者持股比例与衡量股票市场稳定性的指标显著正相关抑或不具有显著影响关系。这些结果表明上市公司的现金股利政策直接影响着机构投资者是选择长期的价值投资行为还是进行短期频繁的投机炒作,进而影响机构投资者稳定股票市场功能的有效发挥。论文的研究结论对于股票全流通时代发展机构投资者、引导投资者的长期价值投资行为以促进中国资本市场的健康稳定发展具有重要的启示和政策意义。     

The effects of ethical climate on organizational identification, supervisory trust, and turnover among salespeople

This study examined how an ethical work climate influences salespersons' organizational identification, supervisory trust, organizational commitment, turnover intentions, and turnover. Using a sample of 393 salespeople, the results found that facets of an ethical work climate are related directly to supervisory trust and organizational identification. One aspect of an ethical work climate, ethical norms, was related directly to turnover. These results indicate that an ethical work climate can directly affect salespersons' job attitudes and outcomes. The results indicate the importance of measuring ethical work climate from a multi-dimensional perspective.     

流转税和所得税的产业结构调整效应分析

以1994~2009年数据资料为基础构建VAR模型,运用协整检验分析方法、脉冲响应分析方法和方差分解分析方法对流转税和所得税影响产业结构的效应进行了研究。研究发现:从长期来说,流转税对产业结构调整的影响比较显著,而所得税相对弱些;从短期来看,所得税对产业结构调整的影响比较显著,而流转税相对较弱,但二者对产业结构调整的影响都具有滞后效应。因此,分时期区别利用流转税和所得税政策影响产业结构是必要的。     

Codetermination and personnel policies of German firms: the influence of works councils on turnover and further training

The paper analyses the contribution of works councils to the overall success of German firms during the last few decades. It is argued that a successful implementation of flexible specialization strategies is the cornerstone of German prosperity. The acquisition and effective utilization of firm-specific skills is a precondition of successful flexible specialization. Effective skill utilization itself needs cooperation between employers and employees in order to safeguard the specific investments of either side. Thus, the crucial question is whether the dual system of worker representation in Germany, and particularly the part of the works councils therein, is an efficient institution in the sense that it guarantees the necessary co-operation. In analysing the effects of works councils on personnel turnover and vocational training, we find the works councils to be organizationally efficient, i.e., they balance out employers' and employees' interests. The legal structure underlying the dual system is found to be institutionally efficient because it guarantees this result. Even in times of crisis and if exposed to great pressure, the dual system seems to remain stable, as is illustrated in the light of recent labour market developments that have been triggered by German unification and the last recession.     

Socialization Tactics of New Retail Employees: A Pathway to Organizational Commitment

To address the prevailing issue of high turnover and low employee commitment in the retail industry, this study explores the role of newcomers’ individual differences and proactive socialization tactics in developing employee organizational commitment and reducing employee turnover. Based on data collected from 239 employees in a major U.S. retail store chain, this study found that individual differences, such as goal orientation and proactivity, are significantly related to employees’ choices of different socialization tactics, including inquiry, observation, and networking. The three tactics are associated with organizational commitment and furthermore employees’ actual turnover mainly through role clarity and attitudes toward a retail career. Among the three proactive socialization tactics, observation plays the most important role in the socialization process.