This study builds from context-emergent turnover theory to examine the dynamic properties of turnover rates, including: (a) the changing quality and quantity of the human capital resources that ...depart, (b) the changing turnover dispersion (i.e., how distributed turnover events are over time), and (c) the changing quality and quantity of replacement hires. We examine these properties using data drawn from a sample of retail employees nested within stores of a prominent U.S. retail chain over five quarters, and show that the turnover rate (level) is conceptually and empirically distinct from turnover rate change, and that the two interact with each other to influence changes in unit performance. We also find that the relationship between turnover rate change and change in unit performance is moderated by both the quality of those who leave as well as turnover dispersion. Overall, we contribute to turnover rate, staffing, and human capital resource literatures by testing core context-emergent turnover theory propositions to show when, why, and how turnover rate change and replacement hires, as part of a holistic human capital resource system, influence unit performance.
In this study, we investigate the simultaneous impact of, and interaction between, being the direct target of bullying and working in an environment characterized by bullying upon employees’ turnover ...intentions. Hierarchical linear modeling analysis of a sample of 41 hospital units and 357 nurses demonstrates that working in an environment characterized by bullying increases individual employees’ turnover intentions. Importantly, employees report similarly high turnover intentions when they are either the direct target of bullying or when they work in work units characterized by high bullying. Results also suggest that the impact of unit-level bullying is stronger on those who are not often directly bullied themselves.
While cross-sectional data show increasing income inequality in the United States, it is also important to examine how incomes change over time. Using income tax data, this paper provides new ...evidence on long-term and intergenerational mobility, and persistence at the top of the income distribution. Half of those aged 35-40 in the top or bottom quintile in 1987 remain there in 2007; the others have moved up or down. While 30 percent of dependents aged 15-18 from bottom quintile households are themselves in the bottom quintile after 20 years, most have moved up. Persistence is lower in the highest income groups. PUBLICATION ABSTRACT
I study how increased internal control disclosure requirements mandated by the Sarbanes-Oxley Act (SOX) affect annual corporate governance decisions regarding CFOs. Using non-CEO, non-COO executive ...officers as a control group, I find that CFOs of firms with weak internal controls receive lower compensation and experience higher forced turnover rates after the passage of SOX. In contrast, CFOs of firms with strong internal controls receive higher compensation and do not experience significant changes in forced turnover rates. These results are consistent with the "disclosure of type" hypothesis, which suggests that the mandatory internal control disclosures under SOX are a credible mechanism that effectively distinguishes good CFOs from bad ones by revealing the firm's internal control quality. The empirical evidence thus supports the notion that mandated increases in disclosure reduce information asymmetry in the executive labor market.
Literature on comparative capitalism remains divided between approaches founded on stylized case study evidence and descriptions of broad trends, and those that focus on macro data. In contrast, this ...study explores the relevance of Amable’s approach to understanding differences in employment relations practice, based on firm-level micro data. The article examines employee–employer interdependence (including turnover rates) in different categories of economy as classified by Amable. The findings confirm that exit – whether forced or voluntary – remains more common in market-based economies than in their continental counterparts and that institutionalized employee voice is an important variable in reducing turnover. However, there is as much diversity within the different country categories as between them, and across continental Europe. In Denmark’s case, high turnover is combined with high unionization, showing the effects of a ‘flexicurity’ strategy. While employee voice may be stronger in Scandinavia, interdependence is weaker than in continental Europe.
According to the results of the Ifo Investment Test for Wholesaling, German wholesalers are planning to increase their expenditure in 2014 in both construction and equipment. In addition, their staff ...numbers are also expected to rise somewhat.
With the help of empirical surveys on event-related expenditure by exhibitors and visitors to selected Munich trade fairs and congresses, total expenditure and, by extension, the purchasing power, ...employment and tax effects were calculated for an average trade fair and event year for Munich, the Free State of Bavaria and the Federal Republic of Germany. The results show that exhibitors at and visitors to trade fairs and events related to the Mü ;nich trade fair generate yearly national turnover of over 2.6 billion euros.
Keeping talent in house or at bay is a nightmare most companies would prefer not to face. A high-potential executive being groomed for senior management is rotated through various assignments with ...progressively higher responsibilities. After being named country manager in a high-growth market, the executive suddenly resigns to work for a major competitor. When facing such a situation, firms may respond by attempting to keep the departing executive with higher pay and bigger bonuses. But some companies lack deep pockets, and some managers may not be seduced by money. So it should come as no surprise that many firms have enthusiastically embraced "noncompete agreements" in recent years as a way to deal with executive departures. In brief, noncompetes restrict executive behavior post-employment, specifically prohibiting the executive from working for a competitor after leaving the firm. Less employee turnover, more executive stability, lower capital expenditures, and less upward pressure on compensation would appear to be good news for firms using noncompetes.
A recent development of the big GAAP/little GAAP debate in the UK was the proposal to raise the audit exemption thresholds for small companies to EC levels. This paper is based on a survey of the ...directors of 385 companies conforming to the EC definition of 'small'. The study investigates whether the three size criteria in company legislation (turnover, balance sheet total and number of employees) are appropriate and sufficient proxies for the demand for the audit by developing and testing a number of theoretical models. The results found that 63% of companies would choose to have their accounts audited if they were exempt, which suggests that the majority of those affected by the proposed increase consider the benefits outweigh the costs. It was found that turnover alone could represent size, but that size was less important than the directors' perceptions of the value of the audit in terms of improving the quality of information and providing a check on internal records. Agency relationships with owners and lenders were also found to be significant influences on the demand for the audit in companies of the size studied.
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