Open Access. Powered by Scholars. Published by Universities.®
- Discipline
-
- Business (11)
- Human Resources Management (8)
- Labor Relations (8)
- Performance Management (4)
- Social and Behavioral Sciences (3)
-
- Business Administration, Management, and Operations (2)
- Economics (2)
- Education (2)
- Higher Education (2)
- Labor Economics (2)
- Organizational Behavior and Theory (2)
- Dispute Resolution and Arbitration (1)
- Economic Policy (1)
- Economic Theory (1)
- Education Economics (1)
- Fashion Business (1)
- Health and Medical Administration (1)
- Higher Education and Teaching (1)
- Hospitality Administration and Management (1)
- Labor and Employment Law (1)
- Law (1)
- Library and Information Science (1)
- Medicine and Health Sciences (1)
- Public Affairs, Public Policy and Public Administration (1)
- Public Economics (1)
- Strategic Management Policy (1)
- Teacher Education and Professional Development (1)
- Technology and Innovation (1)
- Training and Development (1)
Articles 1 - 17 of 17
Full-Text Articles in Entire DC Network
An American Epidemic: Burnout Syndrome In Hospital Nurses, David P. Paul Iii, Lama Bakhamis, Harlan Smith, Alberto Coustasse
An American Epidemic: Burnout Syndrome In Hospital Nurses, David P. Paul Iii, Lama Bakhamis, Harlan Smith, Alberto Coustasse
Alberto Coustasse, DrPH, MD, MBA, MPH
The number of Registered Nurses (RNs) in the United States (U.S.) is roughly three times that of physicians and surgeons, making RNs a critically important component of the U.S. healthcare system. RN Burnout – defined as the feeling of exhaustion from working long hours without rest – is a real concern, having been reported in many hospitals. The purpose of this research is to examine the causes and consequences of Burnout Syndrome among RNs in U.S. hospitals, in order to identify solutions to this problem. The methodology involves a review of the literature and semi-structured interviews. Seven primary databases, two …
Ilr Impact Brief - Ownership Status Matters: Call Centers, Employment Systems, And Turnover, Rosemary Batt, Virginia Doellgast, Hyunji Kwon
Ilr Impact Brief - Ownership Status Matters: Call Centers, Employment Systems, And Turnover, Rosemary Batt, Virginia Doellgast, Hyunji Kwon
Virginia Doellgast
"Each type of call center (i.e., ownership status) is associated with particular strategies and systems, which in turn influence quit rates. In-house call centers typically focus on service quality and adopt quasi-professional employment systems (higher pay, more opportunities for employee problem-solving, minimal performance monitoring). Cost control, by contrast, is the strategic driver of outsourced and offshore call centers, which favor low-commitment employment systems that depend on close monitoring and limited on-the-job discretion. Turnover, a major problem for the entire industry, is lowest at in-house call centers and highest at outsourced facilities."
When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, And Collective Performance, John Hausknecht, Jacob A. Holwerda
When Does Employee Turnover Matter? Dynamic Member Configurations, Productive Capacity, And Collective Performance, John Hausknecht, Jacob A. Holwerda
John Hausknecht
In theory, employee turnover has important consequences for groups, work units, and organizations. However, past research has not revealed consistent empirical support for a relationship between aggregate levels of turnover and performance outcomes. In this paper, we present a novel conceptualization of turnover to explain when, why, and how it affects important outcomes. We suggest that greater attention to five characteristics—leaver proficiencies, time dispersion, positional distribution, remaining member proficiencies, and newcomer proficiencies—will reveal dynamic member configurations that predictably influence productive capacity and collective performance. We describe and illustrate the five properties, explain how particular member configurations exacerbate or diminish turnover’s …
Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht
Retaking Ability Tests In A Selection Setting: Implications For Practice Effects, Training Performance, And Turnover, John Hausknecht
John Hausknecht
This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually selected into the organization. As predicted from persistence and continuance commitment rationales, the number of tests necessary to gain entry into the organization was positively associated with training performance and negatively …
Collective Turnover At The Group, Unit, And Organizational Levels: Evidence, Issues, And Implications, John Hausknecht, Charlie O. Trevor
Collective Turnover At The Group, Unit, And Organizational Levels: Evidence, Issues, And Implications, John Hausknecht, Charlie O. Trevor
John Hausknecht
Studies of the causes and consequences of turnover at the group, unit, or organizational level of analysis have proliferated in recent years. Indicative of its importance, turnover rate research spans numerous academic disciplines and their respective journals. This broad interest is fueled by the considerable implications of turnover rates predicting broader measures of organizational effectiveness (productivity, customer outcomes, firm performance) as well as by the related perspective that collective turnover is an important outcome in its own right. The goal of this review is to critically examine and extract meaningful insights from research on the causes and consequences of group, …
Hospitality Management Graduates' Perceptions Of Career Factor Importance And Career Factor Experience And The Relation With Turnover Intentions, Eric A. Brown
Eric A. Brown
Previous researchers have shown hospitality management students have different expectations than experiences in a career in the hospitality industry. The purpose of this research was to determine the importance and experiences of career factors of hospitality management graduates and how they relate to turnover intentions. In particular, differences between those that stayed in the hospitality and those that left the hospitality industry were examined. Web-based questionnaires were distributed to hospitality management graduates from different four-year institutions. These questionnaires were designed to measure the perception of experience and perceptions of importance of 20 factors that could influence a hospitality management graduate's …
Chief Executive Officer (Ceo) Tenure In Initial Public Offering (Ipo) Firms: An Event History Analysis Of The Determinants Of Turnover, Hitoshi Mitsuhashi, Theresa M. Welbourne
Chief Executive Officer (Ceo) Tenure In Initial Public Offering (Ipo) Firms: An Event History Analysis Of The Determinants Of Turnover, Hitoshi Mitsuhashi, Theresa M. Welbourne
Theresa M. Welbourne, PhD
Relying on network theory and power dependence theory, we develop a series of hypotheses that focus on determinants of Chief Executive Officer (CEO) turnover in IPO firms. We studied CEOs who had been with their companies at the IPO with a sample of 120 firms. The results indicate that having outsiders on the board of directors, selling shares at the time of the IPO, and being a part-time CEO all increase the risk of CEO turnover. CEO tenure at the time of the IPO, however, reduces turnover. Contrary to what we expected, being the founder of the company has no …
Labor Force Migration, Unemployment And Job Turnover, Gary S. Fields
Labor Force Migration, Unemployment And Job Turnover, Gary S. Fields
Gary S Fields
[Excerpt] In this paper, we show how labor turnover considerations can be integrated into the human investment theory of migration and demonstrate that such a model provides a much better explanation for migration rates into major metropolitan areas than the conventionally-used unemployment rate. The method used here may be of interest as well to researchers working on other human investment problems that also have a multi-period dimension.
Faculty Turnover At American Colleges And Universities: Analyses Of Aaup Data, Ronald G. Ehrenberg, Hirschel Kasper, Daniel Rees
Faculty Turnover At American Colleges And Universities: Analyses Of Aaup Data, Ronald G. Ehrenberg, Hirschel Kasper, Daniel Rees
Ronald G. Ehrenberg
This paper uses institutional level data collected by the American Association of University Professors as part of their annual survey of faculty members' compensation to analyze faculty turnover. Analyses of aggregate data over almost a twenty-year period highlight how remarkably stable faculty retention rates have been nationwide and how little they vary across broad categories of institutions. Analyses of variations in faculty retention rates across individual institutions stress the role that faculty compensation levels play. Higher levels of compensation appear to increase retention rates for assistant and associate professors (but not for full professors) and the magnitude of this effect …
An Employment Systems Approach To Turnover: Hr Practices, Quits, Dismissals, And Performance, Rosemary Batt, Alexander Colvin
An Employment Systems Approach To Turnover: Hr Practices, Quits, Dismissals, And Performance, Rosemary Batt, Alexander Colvin
Alexander Colvin
This study examines the relationship between alternative approaches to employment systems and quits, dismissals and customer service, based on cross-sectional and longitudinal data from nationally representative surveys of call center establishments. Contrary to prior literature, the antecedents and consequences of quits and dismissals are quite similar. Comparing three dimensions of employment systems, we find that high involvement work organization and long-term investments and inducements are associated with significantly lower quit and dismissal rates, while short term performance-enhancing expectations are related to significantly higher quit and dismissal rates. Establishments with higher quit and dismissal rates have significantly lower customer service, as …
Capitalizing On (Un)Limited Potential: Building Digital Collections With A Student Workforce, Erin Passehl
Capitalizing On (Un)Limited Potential: Building Digital Collections With A Student Workforce, Erin Passehl
Erin Passehl Stoddart
Regardless of size or budget, libraries and archives are being asked to do more with fewer resources. Digitization projects are susceptible to these same demands. One way to make progress in this digital environment with a shoestring budget is by taking advantage of a student workforce. This presentation shares strategies for digitizing collections using undergraduate student labor, including working with students with no prior knowledge or experience with archival materials or digital collections. The presentation will also address managing additional educational requirements for credit-earning interns, appropriate assumptions for timelines and workflows, scheduling dilemmas, student turnovers, and working with an untrained …
The Effects Of Gender Composition In Academic Departments On Faculty Turnover, Pamela S. Tolbert, Tal Simons, Alice Andrews, Jaehoon Rhee
The Effects Of Gender Composition In Academic Departments On Faculty Turnover, Pamela S. Tolbert, Tal Simons, Alice Andrews, Jaehoon Rhee
Pamela S Tolbert
Using data collected from a sample of 50 academic departments over the years 1977-88, the authors test several hypotheses about the effects of departmental gender composition on faculty turnover. They find that as the proportion of women in a department grew, turnover among women also increased, confirming the prediction that increases in the relative size of a minority will result in increased intergroup competition and conflict. The evidence also suggests, however, that when the proportion of female faculty reached a threshold of about 35-40%, turnover among women began to decline. The proportion of women had a negligible or negative impact …
Selection For Service And Sales Jobs, John P. Hausknecht, Angela M. Langevin
Selection For Service And Sales Jobs, John P. Hausknecht, Angela M. Langevin
John Hausknecht
[Excerpt] This chapter provides a review of selection research for service and sales occupations and is organized into three major sections. First, we describe the nature of service and sales work and define the competencies that underlie success in these jobs. Second, we summarize past research concerning the methods that have been used to select service and sales employees with attention to issues of validity, applicant reactions, and adverse impact. Finally, we discuss the implications of this body of work for practice and future research, highlighting several important but often overlooked issues concerning selection system design for this critical segment …
Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton
Labor Pains: Change In Organizational Models And Employee Turnover In Young, High-Tech Firms, James N. Baron, Michael T. Hannan, M. Diane Burton
M. Diane Burton
[Excerpt] Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article ex-amines one such mechanism-employee turnover. Analyzing a sample of high-technology start-ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent organizational performance. Turnover associated with organizational change appears to be concentrated among the most senior employees, suggesting "old guard disenchantment" as the primary cause. The results are consistent with the claim of neoinstitutionalist scholars that founders impose cultural blueprints on nascent organizations and …
Does Managed Care Change The Management Of Nonprofit Hospitals?, Marianne Bertrand, Kevin Hallock, Richard Arnould
Does Managed Care Change The Management Of Nonprofit Hospitals?, Marianne Bertrand, Kevin Hallock, Richard Arnould
Kevin F Hallock
This paper examines how the managerial labor market in nonprofit hospitals has adjusted to the financial pressures induced by HMO penetration. Using a panel of about 1,500 nonprofit hospitals over the period 1992–96, the authors find that top executive turnover increased following an increase in HMO penetration. Moreover, the increase in turnover was concentrated among the hospitals that had lower levels of economic profitability. While the link between top executive pay and for-profit performance measures was on average very weak, HMO penetration tightened that link: as HMO penetration increased, top executives were compensated more for improving the profitability of their …
Who Should Recover What In A Securities Fraud Class Action?, Richard A. Booth Marbury Research Professor Of Law
Who Should Recover What In A Securities Fraud Class Action?, Richard A. Booth Marbury Research Professor Of Law
Richard A Booth
In this article, I argue that securities fraud class actions (SFCAs) should not be treated as class actions but rather should be treated as derivative actions. In addition, I argue that such actions should be dismissed unless it appears that insiders (including the company itself) have enjoyed gains from trading during the fraud period. Both of these conclusions are based on the fundamental argument that (1) securities law seeks to protect the interests of reasonable investors, (2) reasonable investors diversify, and (3) diversified investors are effectively protected against the supposed financial harms of securities fraud by virtue of being diversified, …
The Impact Of Employee Voice And Compliance Mechanisms On Absenteeism, Discipline, And Turnover, Alexander J.S. Colvin, Rosemary Batt, Jeffrey Keefe
The Impact Of Employee Voice And Compliance Mechanisms On Absenteeism, Discipline, And Turnover, Alexander J.S. Colvin, Rosemary Batt, Jeffrey Keefe
Rosemary Batt
This study examines the impact of employee voice and compliance mechanisms on voluntary turnover and other workplace behaviors. Results from analysis of a unique, nationally representative sample of establishments in the telecommunications industry show that voice mechanisms in the form of unions and problem-solving groups are associated with significantly reduced quit rates and dismissal rates. In addition, voice mechanisms in the form of self-directed work teams are associated with lower absenteeism and discipline rates. By contrast, compliance mechanisms in the form of electronic monitoring are associated with higher discipline rates, while the compliance mechanism of strict work rules is associated …