Documents labour turnover 55 results

"Involuntary job loss in administrative data is commonly identified by exploiting the exogenous nature of mass layoffs or plant closures. However, prior knowledge can lead to selection in the labor turnover of distressed firms. This paper proposes a simple method to determine if and when selective turnover sets in. Based on a rich administrative data set for Austria, we show that separations up to two quarters before plant closure should be included in the treatment group. Moreover, we find that early leavers are associated with significantly lower costs of job loss due to plant closure."

"Based on the life course perspective and the sociology of individuation, this article aims to examine the temporal processes at work in the decision of nurses to leave their jobs and the role played by different life contexts in guiding this decision. A qualitative study was conducted with nurses in order to gain an in-depth understanding of the reasons why so many young nurses decide to leave their jobs.The theoretical perspective used focuses on the importance of considering the interaction between the different spheres of a person's life, the social environment in which they live and the work-related decisions they make. We conducted life-narrative interviews during which the nurses were asked about their overall work trajectory and the events in their work, personal, family, and social lives which, in their opinion, contributed to their decision to leave their jobs. A total of 26 nurses under the age of 35 were interviewed. The data analysis helped to identify several job-leaving pathways structured around three main dimensions: 1- the temporal aspects of the job-leaving pathways (short or long term); 2- the nurses' subjective work experience; and 3- the stage in the nurses' work lives or personal lives in which they found themselves when they made the decision.The findings reveal that the nurses' decision to leave their jobs represents a complex process that developed over a short or longer period of time and involved various dimensions of their lives. Our analysis brought out two sources of tension underlying the nurses' decision to leave their jobs: 1- a gap between their expectations regarding the possibilities for self-realization in their jobs and the concrete realities of work; and 2- a job situation that limited the possibilities to self-realize in other spheres of their lives."

"This paper investigates the determinants of labour turnover using establishment-level survey data for the UK. The main contribution of our paper is that it estimates the impact of wages, unionization, training and other aspects of working conditions on labour turnover. Our main findings are: (i) turnover is inversely related to the relative wage; (ii) unionism reduces turnover: this is due mainly to the ability of unions to improve conditions of work rather than the voice-exit model of Freeman; (iii) there is a complex relationship between turnover and training; and (iv) turnover is lower in the 'high-tech' sector."

"We propose the coefficient of variation as a measure of the cyclical volatility of gross job flows that is immune to trends in net job creation. In addition, we show that this measure is intrinsically related to the importance of aggregate shocks for fluctuations in job flows at the firm level. Using data for the Portuguese economy, we conclude that the coefficient of variation is a more robust measure for the underlying volatility of gross job flows. We also find that large and old firms exhibit higher relative sensitivity to aggregate shocks than small and young firms, and have a disproportional influence over the dynamics of aggregate job reallocation. In particular, since large and old firms tend to reallocate jobs less procyclically than small and young firms, job reallocation is less procyclical than if all firm classes were equally sensitive to aggregate shocks."

"Despite an increasing number of studies investigating the effects of mentoring on employee work outcomes, limited attention has been placed on the relationship between mentoring functions and turnover intentions. In this study, we examined the relationship between mentoring functions and turnover intentions, and the mediating role of perceived organizational support (POS) on this relationship. Using data collected from 176 employees in three Chinese banks, we found that POS partially mediated the relationship between mentoring functions and employees' turnover intentions. "

"Employee turnover is an important topic in the human resource management literature. Several researchers have sought to analyse its multiple determinants and to model the turnover process. The purpose of this paper is to study the impact of employees' perception of the external image of the company they work for on their intentions to leave. It is based on a questionnaire survey of 801 French managers that attempted to incorporate the notion of perceived external prestige (PEP) within the literature's classical model of turnover. The results show that the impact of PEP on intentions to leave is partially mediated by the two determinants of turnover in the model: organizational commitment and job satisfaction. Yet there still remains a direct effect of PEP on intentions to quit. Our research also attempted to confirm the existence of a possible moderator effect, but was unable to find such an effect."

"This paper analyses the relationship between the presence of organized labour in firms (approximated by the scope of collective bargaining) and the extent of gross worker and job flows. According to the voice theory of Freeman, those firms having a union presence will have lower worker mobility. However, there is no analysis of the effects of the presence of organized labour on gross job flows. Using a Spanish data base, we find evidence of the existence of a voice effect on gross worker flows but not clear support for a voice effect on gross job flows."

"A model acknowledging technology and wage dispersion, search frictions, and costly worker turnover is used for testing the notion of random matching. Using a linked employer–employee data set on roughly 9,000 Norwegian establishments and 200,000 jobs during the period 1989–95, I show that establishments investing more in capital, pay more, and experience lower worker turnover rate. Strictly convex turnover costs are identified. High-wage establishments post on average less intensively than low-wage establishments. Positive relationships between wages and posting are observed for high-tech industries and in the capital and surroundings. Thus, the notion of random matching is generally rejected."