High turnover intention is a problem in the workforce today. The purpose of this study is to determine the relationship between experienced workplace incivility and psychological well-being on turnover intention. The subjects of this study were 46 millennial employees who had worked for at least three months. Data were collected with turnover intention scale, experienced workplace incivility scale, and psychological well-being scale. Partial Least Square PLS-SEM analysis was used to analyze the data. Findings indicate that experienced workplace (...) incivility is positively related to turnover intention, while psychological well-being is negatively related to employee turnover intention. The results show that workplace incivility affects employee turnover intention higher than psychological well-being for millennial employees. Connections and communality are characteristics of millennial employees; therefore, they consider that the environment is essential. It is essential for employers to develop a work condition that minimalizes experienced workplace incivility and improves the psychological well-being of their employees to reduce turnover intention among millennial employees. (shrink)

Publication date: 30 August 2017 Source: Author: Ghulam Abid, Tahira Hassan Butt Employees are the building blocks and valuable assets in an organization. Organizational researchers and practitioners have shown a burgeoning attention to satisfy and retain key performer as the cost of leaving a job is very high for the employing organizations. Discovering turnover intention in its formation stages is very crucial, not only to resist its’ piled up effect but also to control the actual turnover in the (...) future. Most of the times, management is not aware of the employee’s quit intention because employees don’t show their intention explicitly until they actually leave the organization. However, majority of the times employees share their feeling with their colleagues or other close work mates. Based on positive relationship at work, we argued that the individuals who work together normally share their feelings with their close colleagues regarding their decision of leaving or staying with the current employer. Therefore, the objective of the current study is to investigate the relationship between turnover intention and expressed turnover intention. Furthermore, we offer a new perspective to data collection from other sources, which will assist us in shortening the questionnaire, also minimizing the common method bias and knowing the quit intention from other source. Finally, theoretical and practical implications along with direction for future studies are also discussed. (shrink)

Introduction Nursing shortages and turnover pose significant challenges for health organizations worldwide, driven by various organizational and individual factors. Ethical climate has emerged as a critical aspect influencing nurses' well-being and retention within healthcare settings, reflecting organizational practices with moral implications. Understanding the relationship between ethical climate and turnover intention among nurses is paramount for practitioners, managers, and policymakers. Aim This review aimed to examine evidence and synthesize findings from prior studies on the association between ethical climate and (...) turnover intention among nurses and identify key variables influencing its dynamics. Methods A scoping review methodology was employed, encompassing studies retrieved up to February 2024 from major scientific databases, including PUBMED/MEDLINE, WEB OF SCIENCE, SCOPUS, and SCIENCE DIRECT. This study was conducted following ethical considerations and sound scientific guidelines. Results Sixteen articles meeting the inclusion criteria were identified. Overall, a significant association between ethical climate and turnover intention was observed, with theoretical underpinnings demonstrated. Key variables frequently linked to both ethical climate and turnover intention included organizational commitment, job satisfaction, and moral distress, while organizational commitment, organizational cynicism, and organizational trust emerged as mediators. Conclusion Despite demonstrating a clear association, results underscore the necessity for replication studies, qualitative and longitudinal approaches, and standardized measurement. Enhancing the ethical climate through regular assessments, education, and interprofessional collaboration can improve retention. Future research should focus on theory building, ethical management and leadership, associated factors analysis, and intervention studies to develop comprehensive models and effective strategies for improving the ethical climate and reducing nurse turnover. (shrink)

Purpose: This research study aims to examine the relationship between perceived overqualification and turnover intention among employees with a focus on understanding the mediating role of employee wellbeing. Perceived overqualification, where employees feel that their qualifications exceed the requirements of their job, has been identified as a potential contributor to turnover intention. However, the role of employee wellbeing in this relationship remains relatively unexplored particularly in a context characterized by large supply of graduates outnumbering the demand for them. (...) Design/Methodology/Approach: Through a quantitative research design, data is collected from clerical employees in nationalized banks in the southernmost State of India. The proposed model was tested among these where the jobs are characterized by opulent extrinsic attributes. The data analysis has been done using factor analysis, reliability and validity analysis and analysing model fit indices through structural equation modelling. Findings: The results showed that the positive association between perceived overqualification and turnover intention is mediated by employee wellbeing. The job characteristics of the nationalized job were found to ameliorate the negative perceptions associated with perceived overqualification. Originality/Value: This study brings out the significance of employee wellbeing over perceived overqualification in affecting turnover intention. Hence it is an indicator to the employers to focus on factors that can enhance employee wellbeing while framing human resource policies and thereby reducing turnover intention among them. The findings of this research can enrich human resource management strategies and interventions aimed at improving employee retention and organizational performance. (shrink)

Organizational deviance represents a costly behavior to many organizations. While some precursors to deviance have been identified, we hope to add to our predictive capabilities. Utilizing social cognitive theory and psychological contract theory as explanatory concepts, we explore the role of moral disengagement and turnover intentions, testing our hypotheses using two samples: a sample of 44 nurses from a hospital system in the Southwestern United States (Study 1), and a sample of 52 working adults collected from an online survey (...) system (Study 2). Results strongly supported our hypotheses in both samples, indicating that the self-regulatory deactivation inherent in moral disengagement led to increased organizational deviance; effects that were much more pronounced when turnover intentions were high. Our findings support the increased role of cognition in determining behavior when environmental pressures stemming from the psychological contract have been altered, leading to a number of theoretical and practical implications, particularly in industries with high turnover rates. (shrink)

In the context of the slowing growth of the real economy and the rapid development of the financial industry, more and more non-financial companies are participating in the financial industry for the purpose of development and profit expansion. China has gradually appeared the phenomenon of corporate financialization. This paper uses the panel fixed effect model empirically examines the effect of political turnover on corporate financialization by using data of listed companies and top prefecture level officials in China between 2007 (...) and 2020. We find that the turnover of mayors significantly decreases corporate financialization, while the turnover of party secretaries has no impact on corporate financialization. Moreover, these results are moderated by the characteristics of government officials and firm’s characteristics. Our results further show that changes by mayors increase fixed asset investment and decrease cash holdings, and, thus, reduce corporate financialization. These findings could assist in solving the “from real to virtual” problems, strengthening financial services, and realizing high-quality economic development. (shrink)

BackgroundTurnover intention, an employee’s intention to voluntarily leave their jobs, affects workforce sustainability. However, scarce data are available about turnover intention and its associated factors among psychiatrists in China, especially during the COVID-19 pandemic. The current research was designed to address this gap.MethodsAn anonymous, nationwide online survey was disseminated to psychiatrists in 41 psychiatric hospitals in China. We collected demographic data, job-related information, and participants’ turnover intention in the next 12 months.ResultsIn total, 3,973 psychiatrists completed the survey. The (...) sample was predominantly female and married, and nearly three-fourths had children. More than one-third had a master’s or doctoral degree in addition to their medical degree. The overall level of job satisfaction was moderate. The rate of turnover intention was 22.0% and was comparable in males and females. Psychiatrists who had participated in the frontline work of COVID-19 were more likely to report an intention to leave their current job. Multiple regression analyses suggested that turnover intention was significantly associated with having insomnia, longer working hours, and more working days per week.ConclusionDuring the pandemic period, approximately one-fifth of psychiatrists in China reported turnover intention. Factors associated with turnover intention included high job-related burdens, low job satisfaction, participation in the frontline work against COVID-19, and insomnia. To improve psychiatric workforce sustainability, policymakers and hospital administrators need to be aware of this potential challenge and address the concerns of psychiatrists in China. (shrink)

The value of raw materials and auxiliary materials is transferred in its entirety to the product and refluxes immediately in the money form. In contrast, the value of the worn-out part of buildings, machinery, etc. is only gradually transferred to the product, so that a long period of time is needed for the entire value to reflux in the form of money. Thus, the circular movement of capital must be observed as a large movement of reflux that contains many smaller (...) circuits, i.e. it must be observed as a «turnover» of capital. Here, it is necessary to draw a distinction between fixed capital and circulating capital. Within the movement of an individual capital that advances as the totality of the circuits and turnovers of various capital parts, there is a need to advance additional capital to avoid a halt in the production process and the emergence of idle money capital that temporarily cannot be advanced in the production process. This generates the need for a social mechanism for the idle money capital to be used as additional capital. (shrink)

Companies increasingly implement digital transformation strategies to promote efficiency. Nevertheless, there are few concerns about employees’ acceptance of the changes, especially the executives’ adaptability, which is an important part of digital transformation strategy implementation. By utilizing the “searching-matching” in keywords of the annual reports of public listed companies in China, we measured the degree of corporate digital transformation to analysis its influence on the turnover rate of the Chairman and CEO. We found that digital transformation decreases the possibility of (...) Chairman and CEO’s turnover. Derived from the dynamic managerial capital theory, we demonstrated that executives’ social network and political connections both have a moderate effect on the relationship between digital transformation and the turnover rate of executives. These findings will contribute to the digital transformation research by integrating with executives’ dynamic managerial capital which is attained through social networks and political connections. (shrink)

Using data of China’s listed companies from 2000 to 2016, we employ a staggered difference-in-difference approach to identify the causal effects of CEO turnover on corporate innovation. First, we find that listed companies with CEO turnover experienced an average increase of 9.5% in the quantity of innovation and 8.9% in innovation quality after the change. The dynamic effect test supports the parallel trend condition, and the placebo test rules out the nonrandom selection issue. Second, the heterogeneity tests show (...) that CEO turnover plays a more prominent role in promoting innovation for listed firms with CEO duality, high financial constraints, and in high-tech industries. Third, CEO turnover affects corporate innovation by driving top management team reorganization and promoting R&D input. This paper has important implications for the understanding of the role of CEO turnover in companies’ innovation, as well as for strategy formulation and implementation. (shrink)

There is growing evidence that mutations can arise in non‐dividing cells (both bacterial and mammalian) in the absence of chromosomal replication. The processes that are involved are still largely unknown but may include two separate mechanisms. In the first, DNA lesions resulting from the action of endogenous mutagens may give rise to RNA transcripts with miscoded bases. If these confer the ability to initiate DNA replication, the DNA lesions may have an opportunity to miscode during replication and thus could give (...) rise to apparently ‘adaptive’ mutations. A second mechanism is suggested by recent work in starved bacteria, showing that there is much more turnover of chromosomal DNA than has been previously thought. This could permit polymerase errors to lead to mutations in non‐dividing cells. Such cryptic DNA synthesis, which may essentially replace existing DNA rather than duplicating it, could, in principle, act as an additional source of variability on which selection may act, initially in the absence of cell division. In mammals such processes would undoubtedly have implications for germ cell mutagenesis and carcinogenesis. (shrink)

Separate focus on crop fertilization or feeding practices inadequately describes nitrogen (N) loss from mixed dairy farms because of (1) interaction between animal and crop production and between the production system and the manager, and (2) uncertainties of herd N production and crop N utilization. Therefore a systems approach was used to study N turnover and N efficiency on 16 conventional and 14 organic private Danish farms with mixed animal (dairy) and crop production. There were significant differences in N (...) surplus at the farm level (242 kg. N/ha. vs. 124 kg. N/ha. on conventional and organic dairy farms respectively) with a correlation between stocking rate and N surplus. N efficiency was calculated as the output of N in animal products divided by the net N import in fodder, manure and fertilizer. N turnover in herd and individual crops calculated on selected farms showed differences in organic and conventional crop N utilization. This is explained via a discussion of the rationality behind the current way of planning the optimum fertilizer application in conventional agriculture. The concept of marginal N efficiency is insufficient for correcting problems of N loss from dairy farms. Substantial reductions in N loss from conventional mixed dairy farms is probably unlikely without lower production intensity. The concept of mean farm unit N efficiency might be a way to describe the relation between production and N loss to facilitate regulation. This concept is linked to differing goals of agricultural development—i.e. intensification and separation vs. extensification and integration. It is discussed how studies in private farms—using organic farms as selected critical cases—can demonstrate possibilities for balancing production and environmental concern. (shrink)

From the latter half of 2001 to the middle of 2002, prime minister Junichiro Koizumi was plagued by a series of scandals and administrative mishandlings, which led to some important executive turnovers. Although Koizumi has thus far upheld his principle of for the sake of policy stability, his campaign promise not to reshuffle cabinet has already been compromised somewhat, and is likely to be abandoned entirely in the near future.

Microfinance is a preferred development tool in many developing countries around the world; however, the industry has been facing many challenges in recent years, including the attainment of financial sustainability. Therefore, this study is aimed at investigating the effect of employee turnover on the financial performance of microfinance institutions (MFIs). The study utilized unbalanced panel data of 1561 unique MFIs from 2010 to 2018. The data were then analyzed by conventional econometric techniques such as the pooled ordinary least squares, (...) random effects model, fixed effects model, Hausman–Taylor, and the two-step system generalized method of moments. Considering the linear relationship, it was discovered that employee turnover has a negative effect on the financial performance of MFIs. However, this relationship is dependent on the proxies of financial performance, legal status, location, profit orientation of the MFIs (for subsample analysis), and the technique(s)/model(s) employed in the analysis. Furthermore, the study did not find empirical evidence to support the quadratic relationship between employee turnover and the financial performance of MFIs. The outcome of this study advances important policy implications for concerned stakeholders. (shrink)

This paper examines the relationship between turnover among chief executive officers and corporate sustainability performance by identifying the influence of two major types of succession to the top job and the reasons for change. Our model also integrates the firm’s past prioritization of CSP and the impact of a company’s participation in the Global Reporting Initiative. Upper echelons theory and agency theory frameworks are adopted to understand CSP. Using an analysis of panel data for 88 public companies across 13 (...) years in France, we find that a change of chief executive has a positive and significant effect on CSP 5 years after the change. This positive effect is stronger when the new CEO is recruited from outside the firm. The impact on CSP is invariably positive and significant, except for voluntary departures. The arrival of a new CEO affects CSP less when the firm has already achieved a high standard of CSP and participates in the GRI. These results are obtained after controlling CSP determinants already validated in the literature. The findings show that expectations of CEOs are not solely economic and financial but also concern CSP. In terms of governance, they should prompt shareholders looking to strengthen CSP to choose new CEOs from outside the firm and to encourage the firm to participate in the GRI. (shrink)

Histone H3.3 turnover displays distinct dynamics at various genomic elements such as promoters, enhancers, gene bodies, and heterochromatic regions, suggesting that it is differentially regulated according to chromatin context. Incorporation of variant histones into chromatin provides a mechanism to modulate chromatin states in addition to histone modifications. The replication‐independent deposition and replacement of histone variant H3.3, i.e. H3.3 turnover, is mainly associated with transcriptional activity. H3.3 or H3.3‐like histone turnover has been studied in various organisms from yeast (...) to mammals. Here, we review the recent progress on this topic. The diversified turnover profiles of H3.3, and their corresponding underlying mechanisms, may reflect distinct requirements for chromatin accessibility in different biological events. (shrink)

We investigated the impact of employee turnover rates at different levels on the degree of digital transformation of non-financial A-share listed companies in China. Using the employment rates of different educational backgrounds and non-financial A-share listed companies in China from 2009 to 2016, we applied panel data and conducted regression analysis on the data to test their relationship. The baseline testing shows that companies can address the turnover of low skilled employees by adopting labor-saving technologies, which significantly improves (...) the sustainability of digital transformation. The robustness test further validated these findings, emphasizing that the departure of highly skilled employees will have a negative impact on the sustainability of digital transformation initiatives, highlighting the necessity for companies to retain talent. Our research findings emphasize the importance of using advanced technology to replace low skilled tasks, workforce, and prioritizing the retention of high skilled talent to ensure a sustainable and competitive digital transformation trajectory for companies. (shrink)

Research on turnover intention has primarily focused on its antecedents and how it translates into actual turnover behavior. We shift the focus away from these antecedents and instead examine the unethical consequences that turnover intention generates for organizations. Drawing on social cognitive theory, we propose that turnover intentions lead to employees’ moral disengagement, which in turn influences their time theft behaviors. Furthermore, we argue that trait gratitude and a caring ethical climate moderate the relationship between (...) class='Hi'>turnover intentions and moral disengagement, such that this relationship weakens when either trait gratitude or a caring ethical climate is high. A three-wave survey of 304 employee-coworker dyads from a state-owned communication technology company provided empirical support for our theoretical model. Theoretical contributions and managerial implications are discussed. (shrink)

In a multi-source study, we examine how frequent change interacts with ethical leadership to reduce turnover intentions. We argue that ethical leaders enhance employees’ state self-esteem, which explains the moderating effect of ethical leadership. Results from 124 employee-coworker-supervisor triads revealed that ethical leadership moderated the relationship between frequent change and turnover intention such that the relationship was positive only when ethical leadership was low. The moderating relationship could be shown to be mediated by employees’ state self-esteem.

CEO turnover is a critical event in an organization that influences organizational processes and performance. The objective of this study is to investigate whether workforce diversity might have a resilience effect on firm performance under the frequency of CEO turnover. Based on a sample of 409 Korean firms from 2010 to 2015, our results show that firms with more frequent CEO turnover have a lower firm performance. However, firms with more gender and education-level diversity could buffer the (...) disruptive effect of frequent CEO turnover on firm performance to offer a benefit to the organization. Our theory and findings suggest that effectively managing diverse workforce can be a resilience factor in an uncertain organizational environment because diverse workforce has complementary skills and behaviors that can cope better with uncertainty and signals social inclusion of an organization, thus fostering a long-term exchange relationship. These findings contribute to the literature on CEO turnover and diversity. (shrink)

This study examines a mediated model of ethical leadership on ethical climate, turnover intention, and affective commitment. It is suggested that managers are role models in their organizations. Specifically, through ethical leadership behavior, managers can influence perceptions of ethical climate, which in turn will positively influence organizational members’ turnover intention, and affective commitment. The results indicate that ethical leadership has both direct and indirect effect on affective commitment and turnover intention. The indirect effect of ethical leadership involves (...) shaping perceptions of ethical climate, which in turn, engenders greater affective organizational commitment and less turnover intention. (shrink)

Background: Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization. Purpose: This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job (...) satisfaction, and turnover intention. Methods: A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection. Findings: The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Recommendation: Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention. (shrink)

This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction. Results are discussed in regard to some of the affective and cognitive distinctions among satisfaction, commitment, and behavioral intentions.

Protein turnover (PT) has been formally defined only in equilibrium conditions, which is ill‐suited to quantify PT during dynamic processes that occur during embryogenesis or (extra) cellular signaling. In this Hypothesis, we propose a definition of PT in an out‐of‐equilibrium regime that allows the quantification of PT in virtually any biological context. We propose a simple mathematical and conceptual framework applicable to a broad range of available data, such as RNA sequencing coupled with pulsed‐SILAC datasets. We apply our framework (...) to a published dataset and show that stimulation of mouse dendritic cells with LPS leads to a proteome‐wide change in PT. This is the first quantification of PT out‐of‐equilibrium, paving the way for the analysis of biological systems in other contexts. (shrink)

Background: Moral distress is one of intensive care unit nurses’ major problems, which may happen due to various reasons, and has several consequences. Due to various moral distress outcomes in intensive care unit nurses, and their impact on nurses’ personal and professional practice, recognizing moral distress is very important. Research objective: The aim of this study was to determine correlation between moral distress with burnout and anticipated turnover in intensive care unit nurses. Research design: This study is a descriptive-correlation (...) research. Participants and research context: A total of 159 intensive care unit nurses were selected from medical sciences universities in Iran. Data collection instruments included “demographic questionnaire,” “ICU Nurses’ Moral Distress Scale,” “Copenhagen Burnout Inventory” and “Hinshaw and Atwood Turnover Scale.” Data analysis was done by using SPSS19. Ethical considerations: Informed consent from samples and research approval was obtained from Shahid Beheshti Medical Sciences University Research Ethics Board in Tehran. Findings: The findings showed intensive care unit nurses’ moral distress and anticipated turnover was high, but burnout was moderate. The results revealed that there was a positive statistical correlation between intensive care unit nurses’ age, their work experience and the fraction of nurses’ number to number of intensive care unit beds with their moral distress and burnout. However, there were no correlation between gender, marriage status, educational degree and work shift and moral distress. Discussion: Some of the findings of this research are consistent with other studies and some of them are inconsistent. Conclusion: Similarly, moral distress with burnout and anticipated turnover did not have statistical correlation. However, a positive correlation was found between burnout and anticipated turnover. The results showed that increase in the recruitment of young nurses, and nursing personnel, and diminishing intensive care unit nurses’ moral distress, burnout and their turnover intention are essential. (shrink)

Attitudinal- and stress theory are used to investigate the effect of ethical climate on job outcomes. Responses from 208 service employees who work for a country health department were used to test a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI). This study shows that the EC–TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS). Results show that EC (...) reduces (RS) and increases TS. Lower stress levels result in lower EE, higher JS, and lower TI. Also, supervisor trust (TS) reduces IC and EE. The structural model predicts 53.9% of the variance of TI. (shrink)

Background: Nursing turnover is a very serious problem, and nursing managers need to be aware of how ethical climates are associated with turnover intention. Objectives: The article explored the effects of ethical climates on nurses’ turnover intention, mediated through trust in their organization. Methods: A cross-sectional survey of 285 nurses from three Indian hospitals was conducted to test the research model. Various established Likert-type scales were used to measure ethical climates, turnover intention and trust in organization. (...) Hierarchical regression analysis and mediation analysis were used to test the model. Results: Hierarchical regression analysis and mediation analysis were used to test the model. The indirect effect of benevolent ethical climate on turnover intention through trust in organization was –0.20 with a 95% bootstrap confidence interval of lower level = –0.31 and upper level = –0.01. The indirect effect of principled ethical climate on turnover intention through trust in organization was –0.39 with a 95% bootstrap confidence interval of lower level = –0.58 and upper level = –0.17. Ethical considerations: The study adheres to the ethical standards recommended by the American Psychological Association for conducting research with informed consent, confidentiality and privacy. Conclusion: Both benevolent and principled ethical climates decreased turnover intention indirectly through trust in organization. Only principled ethical climates were directly associated with turnover intention. Our results suggest that nurse managers and leaders should try and establish principled and benevolent climates in order to engender trust in organization and to reduce turnover intention. (shrink)

Despite mounting evidence that abusive supervision triggers interpersonal aggression, much remains unknown regarding the underlying causal mechanisms within this relationship. We explore the role of turnover intentions as a mediator in the relationship between abusive supervision and subsequent supervisor-rated interpersonal aggression. We use a sample of 324 supervisor–subordinate dyads from nine organizations and find support for this mediation effect. Furthermore, we find that power-distance orientation and perceived human resource support climate, as important boundary conditions, independently interact with abusive supervision (...) to weaken this positive impact on turnover intentions, thereby reducing interpersonal aggression. We also find via turnover intentions that abusive supervision intensifies interpersonal aggression among high power-distance-oriented individuals when the HR support climate is perceived to be low. Theoretical and practical implications are discussed. (shrink)

On April 5 2000, the Diet elected Yoshiro Mori as Japan's 55th prime minister. His predecessor, Keizo Obuchi, had suffered a stroke and became unable to carry out his official responsibility. Mori, who was the former Secretary General of the ruling Liberal Democratic Party (LDP), inherited the three party coalition between the LDP, the new Komei Party and the Conservative Party, and reappointed all of Obuchi's cabinet members. Yohei Kono was reposted as the Minister of Foreign Affairs; Hideo Usui as (...) Justice; Kiichi Miyazawa as Finance; Hirofumi Nakasone as Education, Science and Technology; Yuya Niwa as Health and Welfare; Tokuichiro Tanazawa as Agriculture, Forestry and Fisheries; Takeshi Fukaya as International Trade and Industry; Toshihiro Nikai as Transport; Eita Yashiro as Posts and Telecommunications; Takamori Makino as Labor; Masaaki Nakayama as Construction; Kosuke Hori as Home Affairs, Mikio Aoki as Chief Cabinet Secretary; Kunihiro Tsuzuki as Management and Coordination; Tsutomu Kawara as Defense; Taichi Sakaiya as Economic Planning; Kayoko Shimizu as environment; and Sadakazu Tanigaki as Financial Reconstruction. (shrink)

Political developments in Japan from the latter part of 2000 to the year 2001 were highlighted by the executive transition from unpopular Yoshiro Mori to exceptionally popular Junichiro Koizumu as the nation's leader.

Background Nurses suffered an unprecedented number of potentially morally injurious events (PMIEs) during the COVID-19 pandemic. Their long-term associations with organizational well-being remain unknown. Research aim We aimed to assess whether psychological basic need thwarting characteristic of nurses’ episodic memories of PMIEs from the pandemic, either enacted (self-PMIEs) or passively witnessed (other-PMIEs), explained unique burnout and turnover intentions variance 2 years after the events. Research design We present findings of a quantitative, two-wave longitudinal study (2022, when the pandemic peaked, (...) and 2024, post-pandemic), focusing on comparing the two waves. In 2022, participants were randomly assigned to self-report need-thwarting associated with memories of either self-PMIEs or other-PMIES (quasi-experimental design). During both waves, they filled in questionnaires for burnout, turnover intentions, work-related psychological need satisfaction and socio-demographic factors. Participants and research context Through chain-referral methods, we purposively sampled 463 Romanian nurses working in hospitals at the peak of the pandemic in 2022, with 350 remaining in 2024. Ethical considerations Ethical approval was granted by the faculty ethics committee. Participants were fully informed of the research purpose and their rights prior to both waves. Findings Linear mixed models showed that need-frustration associated with memories of self-PMIEs (assessed in 2022) significantly predicted burnout and turnover intentions in 2024. For memories of other-PMIEs, the relationships became nonsignificant in 2024. Conclusions Episodic memories of self-PMIEs continue to contribute to nurses’ burnout and turnover intentions 2 years after the events. Organizational efforts for fostering positive retrospective appraisals through counseling services are needed, along with creating a safe climate where ethical misdemeanors may be disclosed and processed without fear of sanctions. (shrink)

Employees at healthcare organizations are experiencing more stress than ever given the current COVID-19 pandemic. Different types of stress are affecting diverse organizational outcomes, including the employees’ voluntary turnover. This is the case of cognitive stress, a type of stress that affects how individuals process information, which can influence employees’ turnover intentions. In this study, we look at the mechanisms that can reduce the adverse effects of cognitive stress on turnover intentions, particularly the role of employees’ perceived (...) psychological safety. We hypothesize that psychological safety mediates the relationship between cognitive stress and turnover intentions, and COVID-19 worry and supervisor support moderate the relationship between cognitive stress and psychological safety. To test our hypothesis, we invited two public health care organizations in Chile to join this study. In total, we obtained a sample of 146 employees in 21 different teams. Using a multilevel model, we found that psychological safety prevents the harmful effects of cognitive stress on employees’ turnover intentions. In addition, while COVID-19 worry can worsen the relationship between cognitive stress and psychological safety, supervisor support only directly affects psychological safety. This study contributes to expanding the stress and psychological safety literature and informs practitioners in healthcare organizations about how to deal with cognitive stress in the “new normality” that the pandemic has brought. (shrink)

Employees have their own understandings of corporate social responsibility (CSR) motives. This study investigated whether employees' different perceptions of CSR motives, including substantive CSR attribution and symbolic CSR attribution, influence their work attitudes, job satisfaction, and turnover intention. Moreover, we explore the mediating role of person-organization fit in the relationships among CSR attribution, job satisfaction, and turnover intention. We collected 687 responses for an overall response rate of 16%. The results of structural equation model (SEM) analyses show that (...) substantive CSR attribution decreases employee turnover intention and that symbolic CSR attribution increases employee turnover intention. Based on these results, we provide relevant theoretical and managerial implications. (shrink)

Drawing upon the unfolding model of turnover and the dual-process theory of information processing, we examined the roles which ethical leadership and abusive supervision play in the turnover process. The central conclusion of this study is that ethical leadership influences job satisfaction, which then influences intentions to quit, which then impacts job search behaviors. Conversely, abusive supervision, which is the conceptual opposite of ethical leadership, has a negative influence on job satisfaction with corresponding impacts on intentions to quit (...) and job search behavior. But, unlike ethical leadership, which does not directly lead to job search behavior, abusive supervision can also directly make people so upset that they initiate job search behaviors. Moreover, findings indicate that even low levels of abusive supervision can neutralize high levels of ethical leadership. Implications for research and practice in human resource management are discussed. (shrink)

We have empirically examined the relationship between top executives’ turnover and the corporate environmental responsibility by identifying the influence of ten specific turnover reasons resulting in the chairman’s departure and two important types of chairman’s succession. Using a sample of 782 manufacturing listed companies across 3 years in China, we find that the corporate environmental responsibility is negatively associated with the involuntary and negative turnover (i.e., dismissal, health and death, and forced resignation) and positively associated with improving (...) corporate governance, and not associated with the normal turnover (i.e., retirement and contract expiration) and the types of chairman’s succession (i.e., independence, and internal or external promotion). Our study significantly contributes to research in environmental disclosure by revealing the relationship between chairman’s turnover and the corporate environmental responsibility. A feasible way is suggested to regulators and other stakeholders in monitoring or assessing the possible abnormality of environmental responsibility when firms experience involuntary and negative chairman’s turnover in the emerging economies. (shrink)

This paper argues that consumer demand for unethical behavior such as fraud can impact employee turnover through market and psychological forces. Widespread conditions of unethical demand can improve career prospects for employees of unethical firms through higher income and stability associated with firm financial health. Similarly, unethical employees enjoy increased tenure from the financial and psychological rewards of prosocial behavior toward customers demanding corrupt or unethical behavior. We specifically examine the well-documented unethical demand for fraud in the vehicle emissions (...) testing industry, and its impact on employee tenure. We use data from tests conducted by several thousand licensed inspectors to demonstrate that fraudulent employees and employees of fraudulent firms enjoy longer tenure. These results suggest further work to separate the multiple psychological and economic mechanisms likely driving our findings. (shrink)

The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between overqualification and turnover (...) intentions. It appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes. (shrink)

The National Treasury launched the Turnover Tax System (TTS) to alleviate the tax compliance burden of micro-enterprises and negate the need to attain the assistance of a tax practitioner to be tax compliant. Notwithstanding this endeavour instituted to aid micro-enterprises, the uptake remains low. The objective of this study is to examine whether the low adoption rate of the TTS may be attributed to its perceived complexity amongst owners or managers of micro-enterprises. This study was conducted in the Gauteng (...) province (except for a Cape Town and Nelspruit participant), South Africa. A qualitative research approach was implemented. Semi-structured interviews to gather insights from a sample of 19 owners of micro-enterprises were used. The participants were selected through purposive and snowball sampling techniques. The principal finding of this study revealed that participants lacked a comprehension of the TTS; that the participants found the TTS legislation to be too complex and continued to obtain assistance from tax practitioners to comply with their TTS obligations. The TTS concept is viewed as good by micro-enterprise owners although the law and administration thereof are too complex, and the South African Revenue Service (SARS) officials could benefit from refining their understanding of the TTS. For the TTS to be effective and meet its intended objective, it should be simplified from both a legislative and administrative perspective. (shrink)

Contemporary leaders are increasingly challenged to execute their leadership roles with a higher sense of responsibility. However, only a handful of studies have empirically examined the influence of responsible leadership on employee and organisational outcomes. Using Social Identity Theory and Psychological Contract Theory, this paper reports the findings of the relationship between responsible leadership and organisational commitment through the mediating role of employee turnover intentions. A web-based online survey was administered to collect data targeting a sample of 200 Australian (...) employees working full time. Structural equation modelling was used to analyse the data. The results reveal that perceived responsible leadership significantly influences employees’ organisational commitment and their turnover intentions. Moreover, the direct relationship between responsible leadership and organisational commitment was found to be partially mediated by employees’ turnover intentions. (shrink)

The aim of this study is to develop an integrative model linking the effect of authoritarian leadership and differential leadership on employee turnover intention, and further explore the moderating role of the in-group/out-group on the above-mentioned relationships. We collected a sample of 624 supervisor–subordinate dyads from 87 teams in Mainland China and Taiwan. We find that, at the individual level, authoritarian leadership is positively related with employee turnover intention, and the relationship will be enhanced especially when the subordinate (...) is an in-group member. Through hierarchical linear modeling analysis, we find a negative relationship between differential leadership and employee turnover intention, significantly moderated by the within-team mean degree and the within-team variance degree of in-group/out-group. Contributions, limitations, and future research directions are discussed. (shrink)

Employee is the main resource for organization. Recently, there were many concerns of staff resignation within industries. High staff turnovers cause increase of costs of hiring workforces. Owing this issue, “Assessment of Factor of Employee’s Turnover” was proposed for research with the objective of examination of factors causing staff resignation from MVi. In total 26 staff both women and men who resigned 2016 and 2017 was selected for interview. Quantitative data was used. Three main steps were done including research (...) questionnaires and material development, sampling technique and criteria and data analysis and reporting. There were four main parts: the degree of staff satisfaction of each of the variables (1 to 12), the correlation between each of variable (1 to 12) with overall satisfaction, the causes of staff resign of the variable (13-27) and the correlation between each of the staff resign causes (variable 13 to 27). All those data have been transformed into non-parameter with the Spearmen Rho. MVi staff members were appreciated working with MVi. The satisfaction of each variable was that the staff scored high for most factors like staff leave, communication with colleagues, staff capacity development opportunities, and roles and responsibilities. Former staff who worked in 2016 and 2017 was most appreciated with the factors above. Three factors scored by respondents were very low in comparison with other factors. Those are work overload, job security, and salary. All those factors were located between score 3 (neutral and score 4 (satisfied). Among 12 satisfaction variables, three of them were most significantly positively related to staff motivation. For internal factors, the average score was 3.19 which represents mostly true of the statement above. The variables which were significantly related to staff resignation were communication with superiors, finding a higher position with new agencies better salaries, and benefits from the new agency. The recommendations were produced including awarding for staff, review salary scale, tasks, maintaining staff. Qualitative research to explore what job security, salary, and work-overloads are not significantly related to staff satisfaction should be done. Qualitative research on factors of staff resign should be done. (shrink)

This study investigates the impact of fraud/lawsuit revelation on U.S. top executive turnover and compensation. It also examines potential explanatory variables affecting the executive turnover and compensation among U.S. fraud/lawsuit firms. Four important findings are documented. First, there was significantly higher executive turnover among U.S. firms with fraud/lawsuit revelation in the Wall Street Journal than matched firms without such revelation. Second, although on average, U.S. top executives received an increase in cash compensation after fraud/lawsuit revelation, this increase (...) is smaller than that of matched non-fraud/lawsuit firms. Third, fraud/lawsuit firms were more likely to change top executive when chief executive officer (CEO) was not the board chairman and CEO had been on the board for a short time. Fourth, fraud/lawsuit firms were more likely to reduce their executive cash compensation when profitability was low, firms were involved in fraud, the compensation committee size was small, and the board met more often. These findings indicate that although, in general, U.S. fraud/lawsuits firms did not reduce their executive cash compensation, those involved in fraud were more likely to reduce their executive cash compensation than to change their top executives. The finding, that ethical standards is not a significant factor for U.S. executive turnover nor compensation reduction, suggests that ethics appears to play no part in the board’s decisions, and that U.S. firms may have ethical standards in writing but they do not implement nor enforce the standards. (shrink)

Young academics have been facing a problem of high turnover rate due to missing links between the institutions’ policies and the performance. This study explores the effect of job embeddedness and community embeddedness on creative work performance and intentions to leave of young teaching staff in academic institutions in Pakistan. In this study, 300 qualified young academics from public and private universities were selected as subjects and asked to complete a questionnaire. Data were collected via mail-survey. A variance-based structural (...) equation model is employed to measure the path model. The results show that the fit-dimension of organizational- and community-embeddedness, along with the moderating effect of organization size and the availability of nearby alternative jobs have a significant impact on improving perceived creative performance and reducing staff turnover intentions. This study suggests that organizations should focus on organizational-fit and community-fit constructs in their nurturing strategies to embed young teachers in their academic institutions. This study also suggests that monetary rewards only are relatively ineffective to improve retention. Hence, public and private sector universities should facilitate meaningful contributions from young teachers in creative work and provide opportunities for social interactions and personal development. (shrink)

Comparative mapping and sequencing show that turnover of sex determining genes and chromosomes, and sex chromosome rearrangements, accompany speciation in many vertebrates. Here I review the evidence and propose that the evolution of therian mammals was precipitated by evolution of the male‐determining SRY gene, defining a novel XY sex chromosome pair, and interposing a reproductive barrier with the ancestral population of synapsid reptiles 190 million years ago (MYA). Divergence was reinforced by multiple translocations in monotreme sex chromosomes, the first (...) of which supplied a novel sex determining gene. A sex chromosome‐autosome fusion may have separated eutherians (placental mammals) from marsupials 160 MYA. Another burst of sex chromosome change and speciation is occurring in rodents, precipitated by the degradation of the Y. And although primates have a more stable Y chromosome, it may be just a matter of time before the same fate overtakes our own lineage. (shrink)

This study draws on the substitutes for leadership theory to investigate the association of strengths-based leadership with employee turnover intention and the mediating role of felt obligation for constructive change and the moderating role of job control in the linkage. Data were collected using a three-wave survey from a sample of 317 employees working in a variety of enterprises in China. The multiple regression analyses with bootstrapping procedure were utilized to examine the proposed hypotheses. The results indicate that strengths-based (...) leadership negatively relates to turnover intention and felt obligation for constructive change partially mediates the relationship between strengths-based leadership and turnover intention. Furthermore, job control, acting as a substitute for strengths-based leadership, negatively moderates the indirect relationship between strengths-based leadership and turnover intention via felt obligation for constructive change. This study contributes to the literature of strengths-based leadership and the substitutes for leadership theory by enhancing our understanding of the effect of job control. (shrink)