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This paper proposes a novel framework that draws on migration literature and Rational Choice Theory (RCT) to understand why salespeople leave their jobs. The study highlights the nuanced role of relational resources and social norms in turnover decisions and attractiveness of turnover destinations. [ABSTRACT FROM AUTHOR]

Copyright of CISTI (Iberian Conference on Information Systems & Technologies / Conferência Ibérica de Sistemas e Tecnologias de Informação) Proceedings is the property of Conferencia Iberica de Sistemas Tecnologia de Informacao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of CISTI (Iberian Conference on Information Systems & Technologies / Conferência Ibérica de Sistemas e Tecnologias de Informação) Proceedings is the property of Conferencia Iberica de Sistemas Tecnologia de Informacao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examined the effectiveness of a systematic approach to the clinical management of COVID-19, focusing on nursing turnover. METHODS: Between 2017 and 2019, a clinical process support system based on structured clinical knowledge (Team Compass with the Patient Condition Adaptive Path System; TC-PCAPS) was developed, and implemented in hospitals. In 2020, the COVID-19 clinical management system (COVID-19-CMS) was developed. In this study, the effectiveness of implementing both systems was analyzed. The analysis covered hospitals N, T, and B, where TC-PCAPS implementation started in 2019, 2020, and 2022, respectively. Data for the period from 2018 to 2022 were collected and compared. RESULTS: Hospitals N and T implemented TC-PCAPS in the first year and the COVID-19-CMS in the following year. The nurse turnover rates of these hospitals were lower than those of the prefectures in which they were located. There was a trend towards a gradual reduction in nurse turnover. In contrast, hospital B, which had only just started to introduce these systems, saw a gradual increase in nurse turnover. CONCLUSION: The data collected from these three hospitals suggested that this systematic approach has the potential to reduce nurse turnover, in addition to the previously reported ability of TC-PCAPS to reduce nurse overtime. In Japan, there is a need to respond to future pandemics and reform the work styles of physicians and nurses. The abovementioned systematic approach has great potential for contributing to both of these aims. [ABSTRACT FROM AUTHOR]

Copyright of Zbornik Radova / Proceedings SKEI (1986-5945) is the property of University Vitez, Bosnia & Herzegovina and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The abrupt closure of offices during the COVID-19 lockdown has allowed millions of workers to discover advantages of remote work and led to disruptive transition from conventional office settings to remote arrangements even as the pandemic recedes. However, for firms to determine whether or not to offer remote work as a permanent working arrangement, it is essential to understand how workers value and respond to remote working opportunities. In this paper, we construct a novel dataset that comprehensively details firm-level job postings and individual-level wage records and employ difference-in-differences estimation (i.e., logit and panel regression) to examine the impact of remote work on workers' turnover and salary outcomes. Our main analyses indicate that, after the lockdown has been lifted, the propensity of switching is positively influenced by provision of remote work. Furthermore, workers who switch to remote work accept lower wage than those in onsite workplaces. [ABSTRACT FROM AUTHOR]

Turnover of IT professionals has been at the center of IT workforce research, mainly focusing on individual level drivers and consequences. This paper explores how turnover events affect the dynamics of agile software development (ISD) teams. We conducted 25 semi-structured interviews in seven cases to understand team-level consequences of turnover events. We found that ISD teams who directly or indirectly experienced turnover events are confronted with the following four consequences on the group level: (1) group dynamics shift, leading to (2) interpersonal voids, and (3) voids of expertise which consequently leads to (4) rebalancing resources. Through our work, we contribute to a better understanding of how coping processes that start after collective turnover occurs in agile ISD teams are shaped at the group level. [ABSTRACT FROM AUTHOR]

The turnover intention for employees is one of the important issues for the company. Therefore, various parties or stakeholders in the company are trying to find out more about the factors that encourage employees to stop working. In addition to the company's internal parties, many researchers want to study further about the reasons why employees stop working. This research also aims to examine four factors that can affect the intensity of employees to stop working, namely work stress, workload, organizational environment, and leadership style. The method used in this regression research is a quantitative method with linear model analysis. In addition, this research tested 119 employees of NPE companies through a questionnaire. Based on the results of data analysis on the four variables, there is only one variable that has a significant effect on the intensity of employees to stop working, namely work stress. The third variable has no significant effect on the intensity to stop working. Meanwhile, the variables of leadership style and organizational environment are negatively correlated with the intensity of employees to stop working. [ABSTRACT FROM AUTHOR]

This study investigates how supportive social relationships experienced by workers on online working platforms counteract their platform turnover. Keeping workers active and reducing turnover is a key challenge in platform work. Still, to date our knowledge on retaining workers is limited. Organizational literature concludes that supportive organizational environments are strong predictors of reduced turnover. Although platform work lacks organizational social environments, studies shed light on the social context digital platforms do provide within their platform ecosystems. Building on social identity and social exchange theory, I investigate how supportive relationships experienced within this ecosystem reduce platform turnover. Drawing on a two-wave survey with 652 workers, I found that the platform ecosystem’s social support (particularly from the platform provider and from virtual peer communities) shapes workers’ affective commitment to the platform, which reduces turnover intentions. From an ecosystem perspective these findings make several contributions to the social dynamics in platform work. [ABSTRACT FROM AUTHOR]

Developer turnover is inevitable on software projects and leads to knowledge loss, a reduction in productivity, and an increase in defects. Mitigation strategies to deal with turnover tend to disrupt and increase workloads for developers. In this work, we suggest that through code review recommendation we can distribute knowledge and mitigate turnover with minimal impact on the development process. We evaluate review recommenders in the context of ensuring expertise during review, Expertise, reducing the review workload of the core team, CoreWorkload, and reducing the Files at Risk to turnover, FaR.We find that prior work that assigns reviewers based on file ownership concentrates knowledge on a small group of core developers increasing risk of knowledge loss from turnover by up to 65%. We propose learning and retention aware review recommenders that when combined are effective at reducing the risk of turnover by -29% but they unacceptably reduce the overall expertise during reviews by -26%. We develop the Sofia recommender that suggests experts when none of the files under review are hoarded by developers, but distributes knowledge when files are at risk. In this way, we are able to simultaneously increase expertise during review with a ΔExpertise of 6%, with a negligible impact on workload of ΔCoreWorkload of 0.09%, and reduce the files at risk by ΔFaR -28%. Sofia is integrated into GitHub pull requests allowing developers to select an appropriate expert or "learner" based on the context of the review. We release the Sofia bot as well as the code and data for replication purposes. [ABSTRACT FROM AUTHOR]

Small nonprofit organizations (SNPOs) operate similarly to for-profit businesses, with a mission, values, and dependable employees. A factor that sets SNPOs apart from for-profit organizations is the ability to provide high wages and benefits to its employees. Nonprofits lack this ability, which can result in staffing challenges and high turnover rates. This study explores the different ways these types of organizations attract employees, if any type of incentives or benefits are offered, and what can help retain employees once they are hired. This information can provide SNPOs with a better understanding of the industry and best practices. [ABSTRACT FROM AUTHOR]

Copyright of KnE Engineering is the property of Knowledge E DMCC and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of our study was to create a rapid computer test for the selection of a sales manager with a prognostic estimate of the expected turnover. The methodology of such testing assumed the selection of the most significant criteria of employers, the formation of an adequate typological model of the manager’s personality (personality type, character, and intelligence), the search of the inflection point in the test results and the formation of the regression equation of the expected turnover on their basis. Formed from 82% of employers’ requirements, a regression equation based on 5 short tests 72 sales managers gave an expected turnover of a manager who had a correlation coefficient with a real turnover of r=0.89. This indicator turned out to be high due to the fact that in each studied characteristic they found an inflection point in the test results which was taken as 100%. The typological model of the structure of personality based on the Myers-Briggs personality types, character and intelligence types allows solving the problem of selecting a sales manager economically and efficiently. However, the difficulties of self-identification of the person being tested make it difficult to automate this process. [ABSTRACT FROM AUTHOR]

The aim of the paper is to show the place and the role of the activities of tourism and hospitality in the service sector of the Republic of Macedonia. Quantitative and qualitative changes among the activities are also present within the service sector, both structurally and temporally. Besides the participation in the GDP structure for the economic policy makers, a number of other economic indicators is also important: employees in the service activities; capacities in service activities; number of business units in service activities; turnover in service activities; employee's earnings in service activities. Accommodation and food service activities in relation to other service activities will provide a critical overview of the thesis whether it is tourism or some other activities that hold a special place in the strategy for future development in the Republic of Macedonia. [ABSTRACT FROM AUTHOR]

In this paper an attempt has been made to highlight the impact of the increasing trend of online shopping over the various fixed shop retailers. Retailers comprise of a large section of the population and a larger population is dependent upon these retailers. But the advent of e-stores with their attractive incentives and wide varieties has slapped on their face the fear of uncertainty and helplessness. This study looks into the various aspects about how retail businesses are being affected and also the various recovery mechanisms they are coming up with to counter those e-stores in their race of survival. This paper also unravels the effect upon the profitability of the various concerns due to increasing trend for online shopping. Although the periodicity of the study is less yet an effective attempt has been made to enlighten the scenario along with concrete suggestions. [ABSTRACT FROM AUTHOR]

Copyright of Conference Proceedings of the Société d'Ergonomie de Langue Française (SELF) is the property of Societe d'Ergonomie de Langue Francaise and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Individuals increasingly rely on automatic mechanisms to suggest quick completion of their input text. In this research we test for such an interface's economic effects. Theory on exploratory behavior suggests that exposure to text alternatives can facilitate diversion of the users from their initially intended text to the new terms that appear in the domain and become available. We analyze whether such diversions make an economic impact in terms of transaction loss. We test our hypotheses in the context of the financial industry by analyzing changes in turnover following the introduction of a new security (ticker). Consistent with our hypothesis, upon ticker introduction, turnover of securities that are syntactically similar to the new introduced security is significantly reduced, by 3%-5%, around the starting day of trade of the new security. These results support the notion that the practice of providing text alternatives as an interface can make a significant economic impact. [ABSTRACT FROM AUTHOR]

The IT industry is currently one of the main engines of the Romanian economy, being undoubtedly the most attractive sector in terms of wages and other benefits. The Romanian IT industry is attractive to the world's major IT corporations due to the low cost of the workforce, and the high professional qualifications of employees, but also due to tax benefits offered by the Romanian state. It is very important that this sector of activity is not only developing in our country but also in other countries of the world. This study aims at an analysis of the IT industry in our country through which the author intends to better understand the factors that have led to its development. To achieve this goal, we will conduct various analyzes of the financial performance and position of enterprises in the IT industry, as well as the role in the development of the Romanian economy. The usefulness of the current study becomes more important as we look at the possible future measures that will lead to the development of this sector, but we will also try to present the risks that are likely to occur. [ABSTRACT FROM AUTHOR]

This paper aims to examine the similarities between innovative companies in the Engineering and the Electrotechnical industry in the Czech Republic. The main question is whether R & D spending in companies with eco-innovation leads to a rise in turnover even in a short period of time. The paper uses the Burea Van Dijk database - Amadeus as a data source. This data source includes 186 large enterprises with information on employee's numbers, turnover, sector affiliation and R & D expenditure. A binomial test of statistical significance was used for the comparison of the two groups of companies. The authors find that approximately one-third of enterprises record revenue slump. There was no statistically significant difference at the level of significance a = 0,05 between the shares of enterprises with eco-innovations that showed a decrease in turnover. [ABSTRACT FROM AUTHOR]

The personnel recruitment system is one of the key mechanisms in the work of the personnel management department. The personnel department is responsible for the attraction and selection of individuals with the required working skills. Problems in the researched organisation are inadequacy of employees in a stressful environment and oftentimes unsuccessful personnel recruitment processes. Stress is among the key factors which influence the job efficiency of the personnel in the researched organisation. Some employees respond to stressors positively, i.e., they help them mobilise their physical and emotional resources, whereas, others cannot endure the stress at work and decide to change their job. The company spends a lot of resources on finding and recruitment of new candidates. Working in a high-stress environment is a heavy load for any individual, and not all employees are able to manage their tasks, the loads and the long hours of work. Due to these factors, personnel turnover also has impacts on the work of the personnel recruitment service. The purpose of the research study is to investigate the current personnel recruitment system in order to find out the most substantial gaps in it, taking into account the increased levels of stress in the working environment. The authors suggest the following research questions: What are the current personnel recruitment procedures and what are the most substantial gaps in it, what is the suitability of the new candidates for their jobs, what is the degree of the candidates' stress resistance, and what is the degree of work stress the current employees have? The following methods have been used for the research: a personnel recruitment process evaluation survey developed by the authors, a survey - professional life stress scale, a survey for determination of stress resistance. The results of the research study show that, due to the high levels of personnel turnover, the process of recruitment takes place daily, more than a half of the employees leave their jobs during the first six months of their employment, the company does not have clearly defined recruitment criteria, the primary screening is done very superficially and all applicants are invited for the job interview, the candidates complete no tests during the interview to particularly find out if they are suitable for work in a high-stress environment, whereas stress is one of the main reasons for the submission of job termination notices. The authors believe that the personnel recruitment service should review the key items of the job postings and the interview as well as establish a process for testing the employees in order to reduce the levels of personnel turnover in the company. One of the main tasks for the company would be reducing the number of dismissals due to stress at work and implementation of methods for dealing with the problems associated with workplace stress. [ABSTRACT FROM AUTHOR]

The financial aspect of the business activity of an enterprise firstly appears in the speed of turnover ratios. In order to analyze the business activity, one must study the levels and dynamics of various turnover ratios. This article's perspective - indicators of turnover are based on the data of the financial reports of the companies from the 19th century. Eventually the annual statements of the companies were enhanced with new components such as: Accrued income, Accrued liabilities, Non-current assets held for sale and discontinued operations, Investment property which in the 19th century were not shown on debtors and liabilities reports. Studying international scientific literature and articles - the authors analyzed methods of turnover ratio calculations from various schools of financial analyses. In the analyses of financial statements not all the components of turnover ratios should be used for an accurate and reliable result of turnover ratio calculations. The aim of this research is to study methods of turnover ratio calculations and to modify the constituents of turnover ratios based on the empirical research. The authors of this paper are using international scientific literature and articles to understand the different schools of financial analysis. For the empirical research, in order to compare the traditional and modified calculation of turnover ratios, the authors have used the data from annual statements of Latvia's most profitable companies of various industries over a five-year period. In the research the authors have applied quantitative and qualitative methods of economic analyses such as the mathematical and the statistical method, the ratio analysis, the graphical method and logically - constructive methods. At the end of the research the authors have summarized the general conclusions and findings: • the most popular interpretation of turnover ratios to be used for financial analyses; • in some cases, the use of book value instead of average for turnover ratios calculation gives more accurate results; • to compare GAAP and IFRS terminology interpretation for turnover ratios; • to modify turnover ratios based on new posts in the annual reports; • to offer abbreviation of turnover ratios for Latvian users of financial analyses. [ABSTRACT FROM AUTHOR]

Firms who want to compete in dynamic markets are finding that they must build more agile operations to ensure success. One way for a firm to increase organizational agility is to allocate employees to multiple project teams, simultaneously - a practice known as multiple team membership (MTM). MTM allows for the potential of improved project performance through additional flexibility and learning, however, there is also the possibility of negative performance effects from MTM due to overwork, coordination neglect, and problems with resource blocking and starving. In this paper we theorize about these conflicting predictions prior to building and testing an empirical model that draws on a unique dataset consisting of 1,503 construction projects in the Europe District of the United States Army Corps of Engineers (USACE). Although USACE is a government entity, it operates similar to for-profit construction services companies. We find that MTM shows an inverted U-shaped relationship with on-time project delivery whereby it is first related to improved performance and then later related to worse performance. To extend our exploration we examine whether MTM makes teams more fragile operationally. We do this by investigating whether teams that experience turnover are more susceptible to the negative effects of MTM. Our empirical results support this proposition and deliver additional insight that the effect is driven by unanticipated turnover. Our findings provide understanding into the benefits and the difficulty in building a more agile workforce. [ABSTRACT FROM AUTHOR]

The purpose of this study aims to identify the factors influencing the first year survival of new graduated nurses. This study was used the 2010 Graduates Occupational Mobility Survey (GOMS), which was 3-year panel survey conducted by the Korea Employment Informational Service. The survival analysis was performed by analyzing the cumulative turnover probability and the factor related to actual turnover. The total number of nurses in this study was 223. Thirty-nine percent of graduated nurses left their first work place in the follow-up survey. The turnover rate was high in low family income, high education level of his/her father, graduates of the college, transferred student and graduates who worked at Metropolitan. By characteristics of the hospital, the majority resigned their job in small-sized hospitals, hospitals in metropolitan, while the turnover rate was similar by other factors. The satisfied graduates left their job fewer than the dissatisfied group. [ABSTRACT FROM AUTHOR]

Approaches to the staffing in the context of the diverse labor market conditions (of labor excess and deficit) are analyzed. The mechanism for regulating staff turnover is algorithmized. The purpose of the work is to develop a mechanism of managing staff turnover based on the economic assessment of the negative impact of excessive staff mobility. There are given some arguments concerning the insufficiency of existing instruments to determine the normative values of the staff turnover in the enterprise. The necessity to introduce the principles of preventive management of staffing parameters is also supported. An algorithm for evaluating and correcting the staffing dynamics is proposed. The appointment of the staff balance in the staff turnover management is characterized. The impact and the significance of factors influencing the staff mobility is determined. The regulatory effects for preventing and minimizing the excessive staffing are justified. The proposed staff management mechanism comprises new tools based on the assessment of economic losses in the enterprise as a result of staff turnover. The structure of economic losses includes the cost items: loss of productivity; direct and indirect payments for dismissal on various grounds; expenses to search, attract and hire new employees, and the investment losses while forming cohesive workforce. As a result, a set of sufficient significant factors determining staff turnover of the enterprise has been justified; a methodology for estimating economic losses due to excessive staff mobility has been proposed, a mechanism for regulating staff turnover to business-acceptable values has also been tested. The knowledge gained will provide a justification for the necessity to enter into preventive measures in the technology of the enterprise's staffing. [ABSTRACT FROM AUTHOR]

Employee turnover in the hospitality industry is usually very high with annual turnover rates sometimes reaching three figures. A high turnover rate usually means the Human Resource department struggles to maintain staffing levels within the organization. It is more crucial today as the millennial generation is currently the largest workforce in the hospitality industry and the values they bring- in sometimes directly conflict with dated management styles. The generation gap between the managers and the millennials along with the aforementioned mindset adopted by senior - management within the industry is usually a major reason for turnover rates within the industry. While introducing new employees into the workforce care must be taken to help them fit in. This fitting -in process or Socialization is highly important as when employees feel comfortable they tend to resist changing jobs. Taking this idea further through formal strategies of consistent employee engagement or encouragement of informal Socialization bonds between employees may help create ties that bind them strongly to the organization. While empathy is a crucial component in management, the willingness, by most senior-management, to hold steadily onto tried and tested management styles continues to hold sway. In this, the millennial generation has little time for approaches that may have got the job done previously. Trust which is the key component in a friendship has its roots in the Socialization. Whether this is developed formally or organically the idea of having a friend(s) within the organization seems to have won favour with the millennial generation's lifestyle and values. To avoid such a high turnover and help maintain a sense of belonging within the organization the process should begin with mindset changes from the top. Unfortunately this is slightly more difficult as it requires leader(s) within the organization who actually recognize this as a priority while being able to wrestle with the issue from both a macro and micro perspective. [ABSTRACT FROM AUTHOR]

Job involvement is one of most useful instruments that companies can use to increase work productivity, since involved employee work loyalty creates positive environment for company growth. Engaged employees work better, are considering less job change options, feel higher personal growth and wellbeing together with the company. If employee is engaged in company work, he becomes motivated to care about what happens in the company, contributes to company goal accomplishment and tries to work as good as he can. Engaged employee perceives company success as his own and believes that it is his duty to contribute as much as possible to succeed. Organization management inability to provide useful feedback, delegate motivating individual goals and inability to praise for individual successes doesn't contribute to employee engagement in the company. Latvia construction companies have high staff turnover, therefore research goal is to research personnel involvement and engagement in a construction company in Latvia and impact of these factors on staff turnover. Research questions: what is construction company staff involvement and engagement? Is there a relation between involvement and engagement, and what is their impact on staff turnover? Utrecht Work Engagement scale with subscales of vigour, absorption and dedication was used in the research, as well as author developed survey. Authors concluded that there is a statistically significant difference between involvement and engagement, these notions though similar, are different. Most of respondents are not proud of or feeling related with the company in which they work. There is also a statistically significant relation between job engagement and involvement - the more the employee will be involved in the company, the more he will be personally engaged. Authors identified that involvement affects personnel turnover. [ABSTRACT FROM AUTHOR]

Nowadays the success of organizations are becoming more and more dependent on leadership and the quality of workforce. Leadership's effect as a factor on organizational success and workforce loyalty increased its importance. In this study the effects of servant leadership and path-goal leadership on organizational commitment and turnover is being researched. The sample consists of 112 employees in 35 organizations in Çanakkale city. Data collected by unobtrusive measures and question forms is subjected to analysis to measure the impact of leadership styles on organizational commitment and turnover rate. Findings show that there is a correlation between servant leadership and path-goal leadership and organizational commitment but there is no correlation between servant leadership and turnover even though there is a correlation between path-goal leadership and turnover rate. Findings also reveal that both servant leadership and path-goal leadership have a positive impact on organizational commitment. Lastly findings include that servant leadership and pathgoal leadership have no direct impact on turnover rate but organizational commitment reduces the turnover rate. [ABSTRACT FROM AUTHOR]

Organisational success doesn't have one agreed upon definition and the contents of the notion is often ambiguous. Organisational success has several definitions that different organisations often interpreted differently. Organisational success has previously been mainly measured using different past financial indicators (Flamholtz & Aksehirli, 2000; Likierman, 2006; Maltz, Shenhar & Reilly, 2003). Recent decades have further accelerated the measuring of organisational success due to the increasing need for measuring organisational success in the longer perspective (Gorenak & Košir, 2012). Leadership, structure, people, management of change, culture, and involvement take an organisation towards constant success (Bhalla, Caye, Dyer, Dymond, Morieux & Orlander, 2011), while the factors of success of an organisation might change in time depending on its stage of life (Likierman, 2006). When measuring organisational success, it is important that the factors of success were simple, dynamic and flexible in time, expressed improvement and connected with the strategy, aims and goals of the organisation (Maltz et al, 2003). Based on previous studies and scientific articles the research group of Mainor EUAS mapped 18 main factors that describe organisational success. The present study provides an overview of the possibilities of measuring such factors of success. [ABSTRACT FROM AUTHOR]

The utility of source code, as of other knowledge artifacts, is predicated on the existence of individuals skilled enough to derive value by using or improving it. Developers leaving a software project deprive the project of the knowledge of the decisions they have made. Previous research shows that the survivors and newcomers maintaining abandoned code have reduced productivity and are more likely to make mistakes. We focus on quantifying the extent of abandoned source files and adapt methods from financial risk analysis to assess the susceptibility of the project to developer turnover. In particular, we measure the historical loss distribution and find (1) that projects are susceptible to losses that are more than three times larger than the expected loss. Using historical simulations we find (2) that projects are susceptible to large losses that are over five times larger than the expected loss. We use Monte Carlo simulations of disaster loss scenarios and find (3) that simplistic estimates of the 'truck factor' exaggerate the potential for loss. To mitigate loss from developer turnover, we modify Cataldo et al.'s coordination requirements matrices. We find (4) that we can recommend the correct successor 34% to 48% of the time. We also find that having successors reduces the expected loss by as much as 15%. Our approach helps large projects assess the risk of turnover thereby making risk more transparent and manageable. [ABSTRACT FROM AUTHOR]

We investigate how gender stereotypes influence career decisions by exploring the extent to which male and female dual-career academics' early career decisions take into account the careers of their partners. Specifically, we consider whether female and male academics would have refused their job offer or left their university if their partner had not found appropriate employment. We pay special attention to the relative importance couple's place on their careers and the role of academic discipline in this relationship. Analyses using unique survey data from faculty at seven U.S. institutions find that female dual-career academics who consider their career primary to their partner's career have a higher odds of rejecting a job offer if their male partner could not find appropriate employment than men who consider their careers as primary, particularly when their partners work in STEM disciplines. Women whose partners are in STEM disciplines--regardless of whether her career is primary or secondary to her partner's career--are significantly more likely to report that they would have left the university if their partners had not found appropriate employment than their male counterparts. We discuss implications for findings, particularly as they relate to recruitment and retention of women faculty in STEM disciplines. [ABSTRACT FROM AUTHOR]

Small Medium Enterprises plays an important role in the contribution of economic development and its employees are seen as the asset that realizes the contribution. The objective of this paper is to construct a theoretical framework and examine the relationship between the human resource practices that affects the organizational commitment towards the retention of employees in Malaysia. The paper intend to contribute among the employees and employers of small medium enterprises in Malaysia by understanding the association between the human resource practices and the outcome of organizational commitment where it might be useful for the top management in developing good strategies to ensure employees are commitment and at the same time retaining them. [ABSTRACT FROM AUTHOR]

Integrated in a competitive environment, the companies are forced to know better their costs, to determine as precisely as possible the sales prices and the profit margins achievable per product. When the entrepreneurs initiate a new business, invest in a new project or when they supervise the current work, the study of breakeven allows minimizing of the risks and the uncertainties, and also allows measuring the performance of the projects. Break-Even is an indicator that allows the company management to set minimal commercial targets to meet the expenses of the enterprise or that sets the degree of utilization of production capacities in relation to a desired level of profit. It highlights the correlations between the dynamic of production, implicit of income and the dynamic of costs, grouped into variable costs and fixed costs. Used in a prospective fashion, Break-Even allows planning and optimizing of the enterprise's sales and costs, not only short-term but also medium and long term. [ABSTRACT FROM AUTHOR]

This paper deals with the foresight turnover with the time series. The time adjustment is made using the modified exponential and the Gompertz function. The graphic model for the data we know is represented by an asymptotic smooth curve where growth is slowest at the end of a time period, so the turnover forecast is realized with time series - Gompertz curve. We used the regression function of the model to predict future events. [ABSTRACT FROM AUTHOR]

This article investigates roles of human and social capital in the Japanese labor market. Our research question is whether they interact to "accelerate" or "decelerate" each other to provide longer first jobs. Using the 2005 Social Stratification and Social Mobility Survey Data, we measure human capital by educational attainment (college education) and social capital by job search methods (friends or relatives). The dependent variable is the hazard rate of turnover from the first job. We find that social capital benefits especially those with low human capital (high school graduates). When friends or relatives introduce workers to jobs, high school graduates tended to stay longer in their first jobs and had lower turnover than college graduates did. This means that social capital decelerated effects of human capital. Therefore, in the Japanese labor market, social capital has a complementing role to mitigate educational disadvantages. [ABSTRACT FROM AUTHOR]

Customer relationship management (CRM) has become an important topic for practitioners in recent years. Customer relationship management becomes an important key of how to manage relationships with customers effectively. A key component of many initiatives is the implementation of Customer Relationship Management (CRM) methods. In order to enhance customer relationships, the application of CRM methods are exploring in detail. This research aims to explore the perceptions of flight team members in regarding of CRM applications. Research findings indicate that the flight team members have no enough CRM perceptions. As a result it is seen that CRM applications can be an effective and successful tool for flight companies. [ABSTRACT FROM AUTHOR]

One of the indexes to the health of any economy is the performance of the companies operating within it. An analysis of health and the rate of recovery after the global crisis of the EU Member States' economies is conducted by the authors of the article by studying indicators such as turnover, gross value added, the share of wages in value added. The study concerns the level of indicators for the period 2008- 2013 for EU 28, highlighting the situation of Romania and Bulgaria. [ABSTRACT FROM AUTHOR]

This article investigates roles of human and social capital in the Japanese labor market. Our research question is whether they reinforce or complement each other to provide longer first jobs. Using the 2005 Social Stratification and Social Mobility Survey Data, we measure human capital by educational attainment (college education) and social capital by job search methods (using friends or relatives). We observe that social capital benefits especially those with low human capital. When friends or relatives introduce workers to jobs, high school graduates tended to stay longer in their first jobs than college graduates did. Therefore, social capital has a complementing role to mitigate educational disadvantages. [ABSTRACT FROM AUTHOR]

Copyright of CISTI (Iberian Conference on Information Systems & Technologies / Conferência Ibérica de Sistemas e Tecnologias de Informação) Proceedings is the property of Conferencia Iberica de Sistemas Tecnologia de Informacao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

To date Employee Turnover is at an all-time high whilst and employee retention within the hospitality industry is at an all-time low during the COVID-19 Pandemic which has created certain problems within the industry. Indonesia's employee turnover rate is rising whilst employee retention within Indonesia is lowering. The purpose of this study is to analyse the retention rate of hotel employees during the COVID-19 pandemic, based on the characteristics of respondents of this demographic which is: hotel star rating, position, department, gender, age, education, years of work experience, total length of work, working experience as a supervisor or manager. This research is a quantitative research with a descriptive approach. Data collection method is conducted through online survey using questionnaire. Stratified random sampling is used for obtaining data and the Bartlett categorical data formula is used to determine the amount of data. Data collected is analysed by SPSS for validity, reliability, descriptive analysis and cross tabulation. The findings of this study show that characteristic attributes employees of 5-star hotels, managerial position, front office department, male gender, age 26-35 years, bachelor's education, work 2 years, total work over 10 years, and work experience 2-5 years as supervisor or manager have high retention rates. This study provides empirical evidence that employee with the attributes mentioned above, are those who survive and will stay in the company even during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Organizations not only create knowledge, but also have a need to capture knowledge before it is lost with exiting employees. Safety related knowledge is relevant to many organizations, but is particularly hard to capture from employees due to the many variables which constrain employees' willingness to voice safety issues. Some of these constraining variables, such as management and co-worker support and trust issues, and fears around a 'blame culture', are removed when an employee makes the decision to leave an organization. With these constraints on voicing safety issues removed, organizations may have an opportunity to capture valuable safety knowledge from exiting employees. The use of a safety-specific exit survey process was examined. This post employment safety voicing strategy was examined in relation to perceived management and co-worker support for safety and trust issues. One hundred and one individuals who had recently resigned from a job were questioned about their need to voice safety information at the time they resigned, and their willingness to voice safety issues in an exit survey process. Results show that perceived support and trust for safety are positively associated with on-the-job voicing. More importantly, when a participant had left a job where support and trust were perceived as low, they indicated a higher desire to complete a safety-specific exit survey process. That is when the contextual constraints posed by a lack of support and low trust are removed due to voluntary withdrawal from the job, participants wished to voice their safety concerns. Overall, the results strongly suggest that the introduction of a safety-specific exit survey process has the potential to capture valuable safety information, and as a consequence potentially improve workplace safety. [ABSTRACT FROM AUTHOR]

Developer turnover can result in a major problem when developing software. Senior developers leaving the team cause a loss of knowledge; on the other hand, new developers need some time to become fully productive. In this paper, we propose to use a wordle to visualize quickly the level of cooperation of the team in the project. Each word is the name of a class; the size of the word depends on the total effort spent by the team on the corresponding class, and the color is determined by the percentage of team working on the class. We applied pre-attentive processing techniques in the designing phase, so that the user can find out quickly those classes requiring high effort of a small part of the team. This information allows to take corrective actions, such as re-allocating some resources. Thus, this visualization can help in mitigating the knowledge loss and the slowing down due to turnover. On the base of our wordle, we describe four possible cases of development activities. A sample application of our visualization, in the context of a multi-developer project, shows concretely its potentials. We checked, through simulations, that the interpretation of our wordles remains the same for color blind users. [ABSTRACT FROM PUBLISHER]

The purpose of the paper is to highlight the fact that the company's financial structure is, empirically speaking, the parent entity from which starts all the activities that generate the self existence of the company. The company's financial structure also known as the company's capital structure conducts directly the organizational and inter-organizational behavior and indirectly the classification on the market of the referred economic agents. This paper aims to describe the factors that influence the company's financial activity, it's direct and related sources of funding used to maintain or increase a satisfying turnover and the theories that conduct the company's capital structure. [ABSTRACT FROM AUTHOR]

Behavioural principle in finance is one of the most important making the financial analysis of farms, identifying the problems, choosing and making timely financial decisions in order to prevent economic difficulties and financial distress. Average financial ratios according to farm size and types of farming are important as guide for farmers how to manage short-term solvency, economic activity and long-term solvency. This paper presents the research results on financial management in Lithuanian farms according to farm size and types of farming. Using these research results farmers can identify how far they are from the moderate financial management towards conservative or aggressive financial management, and what kind of difficulties can arise in both cases. Each farmer has the different attitude towards risk and return, and only the comparison of farm financial ratios with average financial ratios confirms or rejects this attitude. [ABSTRACT FROM AUTHOR]

The article presents abstracts on organization and management theory topics which include differences between Convention Theory and New Organizational Institutionalism, the relationship between status and uncertainty, and the people variations in networks that can affect organizational performance.

The article presents abstracts on organizational behavior topics which include the congruence effects of leaders' and followers' proactive personality on follower work outcomes, the stress-performance relationship within a combined stress-justice framework, and the influence of abusive supervision and organizational factors on organizational citizenship behaviors.

The article presents abstracts on human resources topics which include training and competence development during organizational change, the relationship between discretion and turnover intentions, and the management of resources in the impression management process.

The article presents abstracts on topics about gender and diversity in organizations which include the role of gender self-categorization and emotion on prejudicial attitudes and experiences of aggressive behavior, the disconnect between diversity management policy and implementation, and attitudes towards women managers.

Voluntary turnover is an issue that is of great interest to organizations and scholars. Drawing on JablinÂ’s (1987) turnover model, the present study examines how communication and identification relate to an individualÂ’s intent to leave an organization, the latter of which is often considered to be an antecedent of turnover. To explore those relationships, we conducted a longitudinal study in a municipal government located in the northeastern United States. Results revealed that, taken together, the communication variables examined in this study predicted intent to leave. Findings also revealed that multiple identification variables explained a significant amount of variance in intent to leave. This study offers an extension to turnover literature in several ways. First, it integrates individual level attitudes including identification with organization level relationships within the organizational social network. Second, this study moves beyond a simply network that measures solely the existence or lack of a network connection. Instead, it employs social network measures that provide information about the multiplex nature of relationships in the organization. Finally, this study offers evidence that points to the power of multiplex relationships with respect to minimizing turnover in organizations. ..PAT.-Conference Proceeding [ABSTRACT FROM AUTHOR]