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Articles 151 - 172 of 172
Full-Text Articles in Business
Emotional Intelligence Explored Within Top Us Companies, Maureen L. Mackenzie Ph.D., Dana Marie Basile
Emotional Intelligence Explored Within Top Us Companies, Maureen L. Mackenzie Ph.D., Dana Marie Basile
Faculty Works: Business (1973-2022)
The purpose of this study was to explore the relationship between applied emotional intelligence and employee retention. This is a multi-method study using published research as secondary data. The results suggested that top US companies recognize the value of their employees and institute programs that induce feelings of being cared for.
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 …
Understanding Turnover Intentions And Behavior Of Indian Information Systems Professionals: A Study Of Organizational Justice, Job Satisfaction And Social Norms, Vidya V. Iyer
Dissertations
Despite the phenomenal growth projected for the Indian information technology (IT) industry, one of the biggest challenges it faces is the high rate of turnover in offshore Indian-based supplier firms (Everest Research Group 2011). In this dissertation, we explored the following determinants of turnover intentions—social norms job attributes, job satisfaction, organizational alternatives, first order supervisory justice dimensions (distributive, procedural, interpersonal and informational justice) and second-order organizational justice measured by the first order justice dimensions. The research design was longitudinal to assess turnover behavior and its relationship with turnover intentions. Telephonic interviews were conducted with 75 Indian IS professionals based in …
2011 National Nonprofit Employment Trends Survey, Caster Center For Nonprofit And Philanthropic Research, University Of San Diego
2011 National Nonprofit Employment Trends Survey, Caster Center For Nonprofit And Philanthropic Research, University Of San Diego
Nonprofit Sector Issues and Trends
The 2011 national Nonprofit Employment Trends Survey™ is intended to provide a snapshot of current employment practices and discuss the economic trends and implications of employment practices in the sector. This report, which has been produced annually by Nonprofit HR Solutions since 2007, includes responses from more than 450 nonprofits nationwide.
Human Capital Decisions And Employee Satisfaction At Selected Hotels In India, S.C Bagri, A. Suresh Babu, Mohit Kukreti, Scott Smith
Human Capital Decisions And Employee Satisfaction At Selected Hotels In India, S.C Bagri, A. Suresh Babu, Mohit Kukreti, Scott Smith
Hospitality Review
Understanding the role of human capital is one of the key considerations in delivering and sustaining competitiveness. Managing employees in the hospitality industry is particularly a challenging task as the industry is considered to be labor intensive. High turnover and increasing employee demands are among the problems that are identified as threats to maintaining a strong competitive position. Successful hotels attempt to retain their best employees in an effort to adapt to changing environments and increased competition. Effective hotel human resource systems can produce positive outcomes, through effective employee retention strategies that focus on work force motivation, attitudes and perception. …
Mentoring, Career Plateau Tendencies, Turnover Intentions And Implications For Narrowing Pay And Position Gaps Due To Gender Structural Equations Modeling, Benjamin P. Foster, Subhash Lonial, Trimbak Shastri
Mentoring, Career Plateau Tendencies, Turnover Intentions And Implications For Narrowing Pay And Position Gaps Due To Gender Structural Equations Modeling, Benjamin P. Foster, Subhash Lonial, Trimbak Shastri
Faculty Scholarship
This study analyzed responses to career-related questions from a survey of experienced Canadian Certified Management Accountants (CMAs), relative experts in the field of management accounting, to address how mentoring affects turnover intentions and career plateau tendency of male and female accounting professionals in industry. In this regard, we used structural equations modeling to build and test a framework illustrating the impact of mentoring and career-related factors. Results indicate that fostering a mentoring environment within an organization can strengthen CMAs perceptions of their careers and employers. Mentoring has also been suggested to enhance womens opportunities to advance in organizations and help …
Class-Based Storage With A Finite Number Of Items, Yugang Yu, René B.M. De Koster
Class-Based Storage With A Finite Number Of Items, Yugang Yu, René B.M. De Koster
11th IMHRC Proceedings (Milwaukee, Wisconsin. USA – 2010)
ABC class-based storage is widely studied in literature and applied practice. It divides all stored items into a limited number of classes according to their demand rates (turnover per unit time). Classes of items with higher turnovers are stored in a region closer to the warehouse depot. In literature, it is commonly shown that the use of more storage classes leads to shorter travel time for storing and retrieving items. A basic assumption in this literature commonly is that the required storage space of items equals their average inventory levels, which is right if an infinite number of items are …
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 …
The Influence Of Intrinsic And Extrinsic Job Satisfaction Factors And Affective Commitment On The Intention To Quit For Occupations Characterized By High Voluntary Attrition, Kenneth Mark Baylor
The Influence Of Intrinsic And Extrinsic Job Satisfaction Factors And Affective Commitment On The Intention To Quit For Occupations Characterized By High Voluntary Attrition, Kenneth Mark Baylor
HCBE Theses and Dissertations
The purpose of this research was to determine the antecedents to the intention to quit in an occupation characterized by a high degree of voluntary attrition. This study posits that job satisfaction and affective commitment are antecedents to voluntary turnover. The study concerns the application of Herzberg's Two-Factor Theory to determine the influence of intrinsic and extrinsic job satisfaction factors and affective commitment on the intention to quit among drivers in the solid waste management industry. Participants were volunteers taken from an industry leading publicly listed company, a premier privately held organization, and a unionized operation which represent all three …
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 …
The Effects Of Activation On Employers Of Reserve And National Guard Soldiers, Lee Lamar Hisey
The Effects Of Activation On Employers Of Reserve And National Guard Soldiers, Lee Lamar Hisey
LSU Doctoral Dissertations
The purpose of this study was to examine the effects of military deployment or activation of reserve and National Guard soldiers on civilian employers. Understanding how activation affects the operations of civilian employers will increase awareness of the effects of labor stability on organizations. The study utilizes survey methodology to measure changes in organizational output, customer satisfaction, and employee behavior. In addition, number of employees supervised, strategies employed to adapt to the effects of activation on operations, organizational types, and the amount of time required for the organization to return to pre-activation levels of performance were measured. The sample was …
A Tale Of Two Prices: Liquidity And Asset Prices In Multiple Markets, Justin Sai Pang Chan, Dong Hong, Marti G. Subrahmanyam
A Tale Of Two Prices: Liquidity And Asset Prices In Multiple Markets, Justin Sai Pang Chan, Dong Hong, Marti G. Subrahmanyam
Research Collection Lee Kong Chian School Of Business
This paper investigates the liquidity effect in asset pricing by studying the liquidity-premium relationship of an American depositary receipt (ADR) and its underlying share. Using the [Amihud, Yakov, 2002. Illiquidity and stock returns: cross-section and time series effects. Journal of Financial Markets 5, 31-56] measure, the turnover ratio and trading infrequency as proxies for liquidity, we show that a higher ADR premium is associated with higher ADR liquidity and lower home share liquidity, in terms of changes in these variables. We find that the liquidity effects remain strong after we control for firm size and a number of country characteristics, …
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 …
The Impact Of Natural Disasters On Employee Turnover: The Shocks And After-Shocks Of Hurricane Katrina On It Professionals, James Davis
LSU Doctoral Dissertations
Hurricane Katrina was the most destructive natural disaster in American history and created the need for organizations along the Gulf Coast to employ disaster management and recovery plans. With the ubiquitous nature of computers and technology, IT professionals were critical organizational assets in executing those plans in order to insure the safety and recovery of valuable information. The purpose of this study is to gain a deeper understanding of the impact natural disasters have on IT professionals and their subsequent turnover decisions. The theoretical guide for this study was the Unfolding Model of Turnover (Lee and Mitchell 1994) that identifies …
There Is Nothing More Diverse Than "New", Frederick A. Miller, Roger Gans
There Is Nothing More Diverse Than "New", Frederick A. Miller, Roger Gans
Communication Faculty Publications
In the organizational competition for talent, successful retention of newly recruited workers is at least as important as the initial hire. Still, many organizations fail to establish a sense of inclusion for new people in much the same way they often fail to create a sense of inclusion for people of color, women, people with foreign accents, or anyone with obvious differences from the “traditional group.” In most organizations, even those that have embarked on “diversity initiatives,” newly hired people often do not feel welcomed. Consequently, turnover rates in the first two years of employment are seven times greater than …
The Trusted General Manager And Unit Performance: Empirical Evidence Of A Competitive Advantage, James H. Davis, F. David Schoorman, Roger C. Mayer, Hwee Hoon Tan
The Trusted General Manager And Unit Performance: Empirical Evidence Of A Competitive Advantage, James H. Davis, F. David Schoorman, Roger C. Mayer, Hwee Hoon Tan
Research Collection Lee Kong Chian School Of Business
Employee trust for the general manager is proposed as an internal organizational characteristic that provides a competitive advantage for the firm. This paper empirically examines the relationship between trust for a business unit's general manager and organizational performance. Trust was found to be significantly related to sales, profits and employee turnover in the restaurant industry. Managers who were either more or less trusted differed significantly in perceptions of their ability, benevolence and integrity.
Retention Of Administrators In Nursing Homes: What Can Management Do?, Douglas A. Singh, Robert C. Schwab
Retention Of Administrators In Nursing Homes: What Can Management Do?, Douglas A. Singh, Robert C. Schwab
Faculty Publications
Annual turnover among nursing home administrators may be 40% or higher. To investigate the factors that could lead to greater administrator retention, responses to a survey (53% response rate) were analyzed using factor analysis and multiple regression models. Results show that higher retention is observed when administrators are allowed to function independently, are involved in decision making, are treated fairly, and are given reasonable goals to achieve. Organizations must hire administrators whose values match theirs. Multifacility chain organizations and for-profit facilities appear to have a greater need to embrace organizational principles that lead to greater job satisfaction.
The Problem Of Labor Turnover In Hotels, Frank Mcmahon
Labour Turnover In London Hotels And The Cost Effectiveness Of Preventative Measures, Frank Mcmahon, Ann Denvir
Labour Turnover In London Hotels And The Cost Effectiveness Of Preventative Measures, Frank Mcmahon, Ann Denvir
Articles
No abstract provided.
A Perception Based Integrative Theory Of Individual Behavior In Organizations, John Edward Mathieu
A Perception Based Integrative Theory Of Individual Behavior In Organizations, John Edward Mathieu
Psychology Theses & Dissertations
The purpose of this study was to develop an integrative theoretical approach to the study of individuals' behavior in organizations, and to present an application of the approach to understanding the performance of Reserve Officer Training Corps (ROTC) cadets. Individuals' perceptions of the environment were proposed to exist at three levels of analysis: (1) psychological climate (i.e., individual); (2) group climate; and organizational climate. Further, climate perceptions were proposed to result from the simultaneous influence of objective (i.e., actual) situational characteristics, and individuals' needs and characteristics. The underlying dimensions that linked climate perceptions operationalized at the three levels of analysis …
Reasons For Quitting: A Comparison Of Part-Time And Full-Time Employees, James R. Salter, Lawrence H. Peters, Ellen F. Jackofsky
Reasons For Quitting: A Comparison Of Part-Time And Full-Time Employees, James R. Salter, Lawrence H. Peters, Ellen F. Jackofsky
Historical Working Papers
Based on the construct of "partial inclusion", it was hypothesized that the turnover of full-time employees would be best explained by job-related reasons and that of part-time employees by non job-related reasons. To test these hypotheses, data were collected from 1558 part-time and 640 full-time persons who voluntarily quit their jobs. With the exception of three items dealing with work schedules, the results tended to support the hypotheses. These results were discussed with regard to the management of turnover within full-time and part-time employee groups and the importance of continued research aimed at identifying company controllable factors whih influence the …