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Purpose: The purpose of this paper is to study the turnover of Italian shell companies (SCs)/missing traders used for tax crimes, a predicate offence of money laundering. This research could be useful for Italian obliged entities to the Anti-Money Laundering Law to detect and report SCs, as soon as possible, to the Financial Intelligence Unit for Italy. Design/methodology/approach: The author uses a sample of 32 SCs that are present in the Third Penal Section of the Italian Supreme Court in the period 2018–2020, involved in tax crimes and that have presented their balance sheets for two or more years. For SCs, the author computes the averages for: the turnover growth rate from first and the maximum turnover; the years between these two values; and the years in which SCs are active. Moreover, the author verifies if SCs are similar in terms of turnover by studying the relationship between the turnover growth rate and the first turnover and the reduction of turnover standard deviations. Findings: SCs growth is very high and they reach, on average, their peak in less than three years; SCs are active, on average, for about four years; eventually, SCs exhibit a convergence process in turnover levels. Originality/value: To the best of the author's knowledge, there are no studies that analyse the SC turnover. [ABSTRACT FROM AUTHOR]

Purpose: Online employee reviews have emerged as a crucial information source for business managers to evaluate employee behavior and firm performance. The purpose of this paper is to test the relationship between employee personality traits, derived from online employee reviews and job satisfaction and turnover behavior at the individual level. Design/methodology/approach: The authors apply text-mining techniques to extract personality traits from online employee reviews on Indeed.com based on the Big Five theory. They also apply a machine learning classification algorithm to demonstrate that incorporating personality traits can significantly enhance employee turnover prediction accuracy. Findings: Personality traits such as agreeableness, conscientiousness and openness are positively associated with job satisfaction, while extraversion and neuroticism are negatively related to job satisfaction. Moreover, the impact of personality traits on overall job satisfaction is stronger for former employees than for current employees. Personality traits are significantly linked to employee turnover behavior, with a one-unit increase in the neuroticism score raising the probability of an employee becoming a former employee by 0.6%. Practical implications: These findings have implications for firm managers looking to gain insights into employee online review behavior and improve firm performance. Online employee review websites are recommended to include the identified personality traits. Originality/value: This study identifies employee personality traits from automated analysis of employee-generated data and verifies their relationship with employee satisfaction and employee turnover, providing new insights into the development of human resources in the era of big data. [ABSTRACT FROM AUTHOR]

Purpose: When evaluating the efficacy of mindfulness interventions, most studies take a linear approach to explore how an intervention impacts different outcomes for individuals, and rarely is the role of intention examined. This research takes a configural approach to consider how various elements of a participant's training expectations and their experience in the training condition combine to predict increases in psychological capital. Design/methodology/approach: Employees from hospital settings were randomized into three conditions (mindfulness training, active control (Pilates), and wait-list control group) and completed surveys at three time points (baseline, post-training and three months post-training). A qualitative comparative analysis was applied to see what combinations of motivational elements were associated with increases in psychological capital. Findings: We find that all three conditions can boost their psychological capital based on different configurations involving efficacy beliefs, baseline states of well-being (psychological capital and perceived stress) and changes in levels of mindfulness and perceived stress. Research limitations/implications: Individual characteristics, like motivation, expectancy and baseline needs, are an important consideration in addition to the training condition itself when determining whether a training is efficacious. Practical implications: It is of increasing importance that organizations find ways to support employee well-being. Offering a variety of psychological and physical interventions can improve psychological capital. Applying needs assessments that clarify the desires, needs and expectations employees hold may help with intervention efficacy. Originality/value: The current study offers an innovative methodology through which realist evaluation approaches can consider multiple factors to predict outcomes. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on conservation of resource (COR) theory, the authors investigated relationships between bullying during work from home, turnover intention and meaningfulness of work among home-based teleworkers. Design/methodology/approach: The authors used three-wave data from 212 home-based teleworkers to investigate the authors' hypotheses. Findings: Findings reveal that bullying during home-based teleworking exacerbates teleworkers' emotional exhaustion and intention to quit. Further, the authors also found that the interrelationship between bullying during work from home and the intention to leave was positively moderated by the meaningfulness of work. Originality/value: The authors' research helps understand how bullying stimulates teleworkers' turnover intention. Further, the authors find a counterintuitive impact of the meaningfulness of work on the relationship between bullying during work and turnover intention. The findings will help managers better manage home-based teleworkers. [ABSTRACT FROM AUTHOR]