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This article offers an innovative way of understanding gender balance in parliaments. Motivated by research documenting how newcomers are disadvantaged during their first term in office, while senior members enjoy certain privileges, we want to find out how common women are among senior members of parliaments. We launch an institutional approach comprising three seniority measures to study gender gaps in political endurance to find out whether, where, and when men are more likely than women to be parliamentary seniors. Our analysis using data from seven countries in Western Europe and two countries in North America (1965–2020) shows very high gender gaps across the three measures. Thus, despite an increased level of female representation, women still constitute a small part of the exclusive group of senior members of parliament. Our findings extend the research documenting that women and men largely have equally long parliamentary careers, emphasizing the need to understand gender balance in multidimensional terms. [ABSTRACT FROM AUTHOR]

This study aims to examine the effects of teachers' seniority, emotional intelligence (EI), and team-member exchange (TMX) quality on their job performance in primary schools. In particular, the mediating role of TMX on the relationship between EI and job performance, and the moderated mediating effect of teacher seniority on EI-TMX-job performance relationships were scrutinised. Data were collected from 387 teachers of primary schools in Taiwan. The SPSS PROCESS macro and structural equation modelling (SEM) were applied to test the hypotheses using SPSS 26.0. The research findings indicated that primary teachers' EI positively affected their TMX and job performance. The findings also provide empirical evidence for the positive mediating effect of TMX on the relationship between EI and job performance, as well as the negative moderating effect of teachers' seniority on the linkage between EI and TMX. Recommendations are made on the enhancement of teachers' EI and the relationship of TMX in teachers' professional development programs, educational policies, and practice. [ABSTRACT FROM AUTHOR]

Purpose - Career adaptability is a crucial skill for employees to cope with the changing job market and working environment. Despite the fact that researchers are becoming more interested in the topic, few managers pay attention to the many variables that influence its link with organizational outcomes. Drawing on the theory of career construction and career development, this study examines the influence of career adaptability on two organizational outcome variables, namely, job performance and turnover intention, through the mediating effect of personal-organization fit and the moderating effect of seniority. Design/methodology/approach - Using questionnaires, information was gathered from 375 employees of Chinese state-owned firms, private businesses, and public agencies. The hypothesis effect is examined using multi-level analysis. Findings - 1) Career adaptability partially affected job performance through the mediation of person-organization fit.; The effect of career adaptability on job performance was moderated by seniority, and compared to employees with longer seniority, job performance of those with shorter seniority was enhanced by career adaptability. 2) Career adaptability affected turnover intention completely through the mediation of person-organization fit; The effect of personorganization fit on turnover intention was moderated by seniority, and compared with longer seniority employees, person-organization fit reduced the turnover intention of those with shorter seniority. Originality - This study enriches the existing literature on variables influencing the link between career adaptability and work outcomes, emphasizing in particular the significance of seniority and person-organization fit. In addition, it offers Chinese organization administrators a theoretical framework for considering career adaptability, which has consequences for the development of "personalized and flexible" systems. [ABSTRACT FROM AUTHOR]

Group coordinators have a key role in shaping coherent policy agendas in European Parliament (EP) committees and in building consensus about the party line among the group's specialists. They also yield considerable discretion and influence legislative outcomes through their selection of rapporteurs. This article builds and expands on previous research to analyse longitudinally the determinants of group coordinator selection. The EP's gradual empowerment to co‐legislator status has arguably increased the stakes of selecting competent group coordinators. Drawing on a unique dataset that includes all party group coordinators of the European People's Party in seven terms of the EP (1984–2019), the article shows that committee incumbency, coordinator seniority and, to a lesser extent, ideological proximity to the committee contingent influence who becomes a coordinator. The results are robust to replication of analyses on a sample of Socialists and Democrats Members of the European Parliament and to controlling for several factors associated with partisan and distributive theories of committee organisation. [ABSTRACT FROM AUTHOR]

The purpose of this research is to consider whether ethical leadership influences intrinsic motivation, taking into account creativity as a mediating construct. Likewise, it is crucial to know how the commitment to continuity moderates the causal relationship between the variables studied. Lastly, the seniority covariate is included to review its role within the model used. Therefore, a quantitative, cross-sectional, correlational-causal scheme is applied with a sample of 448 employees. Regarding the results, the commitment to continuity negatively conditions the link between ethical leadership with both creativity and intrinsic motivation. In addition, creativity significantly mediates the link between ethical leadership and intrinsic motivation. However, this mediation deteriorates when the commitment to continuity intervenes. The same goes for the direct relationship between ethical leadership and intrinsic motivation. Together, seniority is actively associated with creativity and intrinsic follower motivation. Finally, ethical leadership and creativity are related in a curvilinear way with a convex aspect according to the quality of the leader-follower interaction. The main practical implications have to seek to establish adequate training policies that educate new ethical leaders, taking advantage of both corporate values and the academic wealth of employees. In addition, it is possible to reduce the commitment to continuity through an ideological identification of the follower with the task and by expanding their participation in decision-making. Finally, promoting intergenerational creativity prevents conformity and increases learning. [ABSTRACT FROM AUTHOR]

Copyright of Revista Philósophos is the property of Revista Philosophos 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.)

Nuclear isomers are the metastable excited states of nuclei. The isomers can be categorized into a few classes including spin, seniority, K, shape and fission isomers depending upon the hindrance mechanisms. In this paper, we aim to present an overview of seniority isomers, which is a category related to the seniority quantum number. The discussion is mainly based on the concepts of seniority and generalized seniority. Various aspects of seniority isomers and their whereabouts have been covered along with the situations where seniority mixing prevents the isomerism. [ABSTRACT FROM AUTHOR]

Copyright of Revista Româna de Dreptul Muncii is the property of Wolters Kluwer Romania 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.)

For complex new product development (NPD) projects, traditional planning techniques have failed in realistic planning. Consequently, project performance has poor results, despite the dissemination of project management knowledge. This research aims to investigate the relationship between product complexity and team seniority as planning parameters for the NPD project, exploring the effect on project performance. The research applies a system dynamics model for simulating the influence of these parameters on project performance, particularly relating schedule and scope dimensions. In this article, we compare the impact of different relations between product complexity and team seniority on three projects in order to test the method. Only the product primary functions must be taken into account for gathering data from product complexity, and team seniority must be known. Besides, the decision-maker applies a first-order linear model to a goal-seeking background to predict the project schedule for a specified product scope. The results show that the model predicts the project schedule performance with an error of less than 15%, as compared to the actual projects’ performance. [ABSTRACT FROM AUTHOR]

The present review takes steps from the domain of the shell model into open shell nuclei. The question posed in the title is to dramatize how far shell model approaches, i.e., many nucleons occupying independent-particle configurations and interacting through two-body forces (a configuration interaction problem) can provide a description of nuclei as one explores the structure observed where neither proton nor neutron numbers match closed shells. Features of doubly closed and singly closed shell nuclei and adjacent nuclei are sketched, together with the roles played by seniority, shape coexistence, triaxial shapes and particle–core coupling in organizing data. An illuminating step is taken here to provide a detailed study the reduced transition rates, B (E 2 ; 2 1 + → 0 1 + ), in the singly closed shell nuclei with doubly closed shell plus or minus a pair of identical nucleons, and the confrontation between such data and state-of-the-art shell model calculations: this amounts to a review of the effective charge problem. The results raise many questions and point to the need for much further work. Some guidance on criteria for sharpening the division between the domain of the shell model and that of deformation-based descriptions of nuclei are provided. The paper is closed with a sketch of a promising direction in terms of the algebraic structure embodied in the symplectic shell model. [ABSTRACT FROM AUTHOR]

This article provides empirical evidence to show how the general secretaries of the Chinese Communist Party dominated provincial personnel through their factional ties. Based on panel data from 1993 to 2017, this study finds that the provincial leaders' personal connections with the incumbent party head significantly increased their promotion chances. The positive effect of the incumbent party heads on promotion did not depend on provincial leaders' economic performance and seniority. This study further uncovers that working experiences in the prefectural leading positions strongly increased the likelihood of promotion. However, connections with other important top leaders did not have similar effects. These findings challenge the traditional wisdom on the collective leadership and indicate the dominance of the Chinese Communist Party's heads for provincial personnel arrangements. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Aksaray University Faculty of Economics & Administrative Sciences / Aksaray Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Aksaray University 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 explores the relationship between CFO qualifications and a firm 's internal control weakness (ICWs). We use three measures for CFO competence: financial/accounting background, seniority, and education. Using a sample of Taiwanese listed firms from 2012 to 2015, the results of this study show a negative relationship between CFO financial/accounting background and seniority with internal control weakness, indicating firms with higher quality CFOs experience a lower number of ICWs. CFO education level, however, is not related with a firm's internal control weakness. The results imply that capable CFOs can effectively implement a good internal system. The result of this study provides practical and policy implications. [ABSTRACT FROM AUTHOR]

We develop a framework for deriving dynamic monotonicity results in long‐term stochastic contracting problems with symmetric information. Specifically, we construct a notion of concave separable activity that encompasses many prevalent contractual components (e.g., wage, effort, level of production, etc.). We then provide a tight condition under which such activities manifest a form of seniority in every contracting problem in which they are present: any change that occurs in the level of the activity over time favors the agent. Our work unifies and significantly generalizes many existing results and can also be used to establish monotonicity results in other settings of interest. [ABSTRACT FROM AUTHOR]

Professional identity development in higher education and its implications is a growing interest in the literature. Research indicates that the professional identity of academic lecturers has been unstable and influenced by a variety of personal and contextual factors. With a lack of a clear definition of professional identity in literature, we composed The Professional Identity COVID Scale (PI-COVID) specifically designed to measure lecturers' professional identity in dealing with the COVID-19 pandemic. The items focused on three components: occupational security, academic skills, and combining teaching and research. The purpose of the present study was to examine the associations between lecturers' age, years of seniority, academic rank, and work permanence on the professional identity of academic lecturers post-COVID-19 in Israel. Participants were 95 academic lecturers teaching in universities and colleges. Using self-report questionnaires, participants filled the PI-COVID scale. Results showed that age is negatively and significantly associated with PI-COVID. Moreover, seniority years, academic rank, and work permanence are associated with more COVID-19 challenges. Findings showed that lecturers without work permanence and with lower academic rank reported higher occupational insecurity during the pandemic, which emphasizes the vulnerability of younger lecturers and their need for confidence and stability, especially during a crisis event. Thus, our study contributes to the existing literature by better understanding the post-COVID-19 professional identity of academic lecturers. Implications and limitations for future research are discussed. [ABSTRACT FROM AUTHOR]

Increasing competition, challenging market conditions, accelerated business life with the contribution of technology, pandemics, and economic crises require more effective and efficient management of businesses. Factors that have a direct impact on organizations, such as remote working, with the fact that business life has become independent from physical space and technological opportunities increase, make the concept of leadership open to development. It is believed that businesses can be managed more efficiently and effectively with effective leadership behaviors. The virtualization of the leadership function, which adapts to modern times, results in becoming more inspiring. It is expected that the leader will demonstrate more supervision, interaction, and more exemplary and inspiring skills to overcome difficulties. There are only a few studies on sparking leadership in the literature. The effects on the business have not been measured. This study aims to investigate the effect of sparking leadership on the organizational performance perceived by the employees while revealing the characteristics of leadership. Another issue to be argued is whether the employees are affected differently by the sparking leadership style according to their gender and seniority. In the literature, the behavior patterns of the leaders according to their gender have been examined, but no study has been found about the impact of the leadership style according to gender and seniority. Although it is not possible to generalize, it is predicted that the study can contribute to this area [ABSTRACT FROM AUTHOR]

This study explores the relationship between CFO qualifications and a firm's internal control weakness (ICWs). We use three measures for CFO competence: financial/accounting background, seniority, and education. Using a sample of Taiwanese listed firms from 2012 to 2015, the results of this study show a negative relationship between CFO financial/accounting background and seniority with internal control weakness, indicating firms with higher quality CFOs experience a lower number of ICWs. CFO education level, however, is not related with a firm's internal control weakness. The results imply that capable CFOs can effectively implement a good internal system. The result of this study provides practical and policy implications. [ABSTRACT FROM AUTHOR]

Copyright of Polityka Spoleczna is the property of Institute of Labour & Social / Instytut Pracy i Spraw Socjalnych 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 Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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 Nursing of Integrated Traditional Chinese & Western Medicine is the property of Journal of Clinical Nursing in Practice (Editorial Board, Shanghai Jiao Tong University Press) 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.)

How are committee chairs appointed in congresses with null reelection rates and no seniority norms? In this article, I propose an analytical model that draws on informational and distributive theories of legislative organization to explain the logic behind chair appointments during the 21 years of non-majoritarian congresses in the Mexican Chamber of Deputies. Since Mexican legislators are term-limited, and caucus coordinators must select committee chairs among a pool of mostly unknown and inexperienced legislators, this assembly represents an interesting case for challenging the postulates of traditional legislative organization theories. After analyzing chair appointment procedures in the Mexican Chamber through an original database comprising biographical, institutional, partisan and electoral information of 3,470 legislators across seven legislative periods (1997-2018), I have found evidence to sustain that - as long as certain internal and external conditions are met (formal decision-making authority of committees, the absence of a partisan cartel and electoral competitiveness) - merit-based appointments expected by the informative theory, as well as constituent-oriented chair selection proposed by the distributive theory, can be met in congresses lacking reelection incentives and seniority norms. [ABSTRACT FROM AUTHOR]

This article investigates the role of key individual-level factors, namely expertise, seniority and preferences in women's assignments to legislative committees. It focuses on Portugal and draws on biographical data on MPs in five elections until 2009 and interviews with 20 legislators in 2014. The results show that female and male MPs have a similar probability of being appointed to powerful and economic issue committees, but female MPs are more likely to be appointed to social issue committees regardless of expertise and seniority. Although this outcome might be the product of their own preferences, it is influenced by embedded gender norms. [ABSTRACT FROM AUTHOR]

Framed by institutional theory, this study reassesses the influence of seniority on (HRM) in South Korea today. We analyze first the overall influence of seniority in business, second its significance for career progression (i.e. promotion), and third its relation to individual performance orientation. By conducting in-depth interviews among local and expatriate managers, we find that the role of seniority is still pronounced. Seniority-based promotion remains significant, and individual performance evaluation systems, as are typically found in Western countries, hardly fit the cultural environment and tend to be ineffective. By contributing to the extant theories on institutional dynamics and the convergence–divergence–hybridization debate alike, our results strengthen the culturalist approaches, holding that informal institutions persist and do not disappear quickly. Further, rather than moving towards global convergence, we see the Korean HRM system as being in a state of hybridization caused by coercive isomorphism resulting from experimentation with foreign best-practice systems. As a result, some HRM practices are dysfunctional. We recommend that firms should reinterpret their valuation of individual performance towards team achievements and pay more attention to the optimal team composition. [ABSTRACT FROM AUTHOR]

Purpose Previous studies on non-standard employment relations have analyzed how firms’ use of non-standard work arrangements are explained by variables related to numerical flexibility. Here, the purpose of this paper is to explore how firms respond to changes in the external environment through reduction in staffing. Since the firms combine employees and external consultants, they are confronted with a dilemma between laying off employees or terminating consultant contracts.Design/methodology/approach The empirical context is the petroleum sector in Norway. The data consists of 11 interviews with managers at different levels in three firms.Findings The authors found that firms terminated over 80 percent of the consultant contracts, while around a forth of employees were downsized. A core-periphery strategy and union power are vital drivers of the prioritization of employees. However, some consultants were retained due to their knowledge of unique aspects of the firm and their role in development and innovation. The authors also found that the firms differed in their emphasis on seniority vs competencies criteria in deciding “survival” among employees.Research limitations/implications A main contribution of the study is thus the identification of variables and mechanisms that influence the two interrelated choices of downsizing in such multi-employment contexts. The main limitation is the number of firms analyzed (three), which restricts statistical generalization.Practical implications Better understanding of circumstances and criteria of downsizing choices in employees/external consultants’ constellations.Originality/value This study is one of the first to analyze two interrelated issues of downsizing in such constellations lying off employees vs terminating consulting contracts, and whether seniority or competence criteria were prioritized when laying off employees. A main contribution of the study is the identification of variables and mechanisms that influence the two interrelated choices of downsizing in such multi-employment contexts. [ABSTRACT FROM AUTHOR]

Copyright of Management (1429-9321) is the property of University of Zielona Gora 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 new habilitation (ASN), established in Italy in 2010 and launched in 2012, was introduced to filter eligible candidates in the competition of associate and full professorships. Its purpose is to cut off poor candidates on the basis of individual scientific productivity before they might be hired in competitions where patronage may favor them. This study considers four disciplinary fields-physics; engineering; law; economics. The main hypothesis is that candidates' current positions and seniority (years after last promotion) should play no part in determining the award of eligibility since only indicators of output should be considered by evaluating committees. Considering only the applications to full professorships and after controlling for such indicators as publications (three different indicators of), data regarding affiliation with committee members, age, gender, current position and time since last promotion show better predictors of attaining the eligibility to be: (1) quality of scientific output (H index and articles in top-ranked journals); (2) current ladder rank; (3) younger age, especially within people of the same ranks. As a result, the traditional seniority pattern appears to be yielding place before quicker and steeper career paths for the more productive. [ABSTRACT FROM AUTHOR]

In this paper we examine the relationship between research performance, age, and seniority in academic rank of full professors in the Italian academic system. Differently from a large part of the literature, our results generally show a negative monotonic relationship between age and research performance, in all the disciplines under analysis. We also highlight a positive relationship between seniority in rank and performance, occurring particularly in certain disciplines. While in medicine, biology, and chemistry this result could be explained by the 'accumulative advantage' effect, in other disciplines, like civil engineering, and pedagogy and psychology, it could be due to the existence of a large performance differential between young and mature researchers, at the moment of the promotion to full professors. These results, witnessed both generally and at the level of the individual disciplines, offer useful insights for policy makers and administrators in academia on the role of older professors. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this paper is to develop and empirically test a conceptual model based on the culturally endorsed implicit leadership theory to comprehend differences in the relationships between consideration, and initiating structure leadership styles and affective organizational commitment for US and Korean employees. Further, the authors investigate how rank and seniority moderate the relationships between the two leadership styles and affective organizational commitment in both countries. Design/methodology/approach -- The authors developed and conducted a cross-sectional survey in the USA and Korea. To test the hypotheses that perform a series of hierarchical regression analyses. Findings -- Survey results from 452 US and Korean employees show that the positive relationship between consideration leadership (i.e. people-oriented leadership) and affective organizational commitment was stronger among US employees than Korean employees. Initiating structure leadership (i.e. task-oriented leadership) was negatively related to affective organizational commitment in the USA, whereas this relationship was positive in South Korea (henceforth Korea). Further, these relationships were moderated by rank and seniority in Korea, but not in the USA. Specifically, the positive relationship between consideration leadership and affective organizational commitment was stronger when Korean employee's rank was higher and seniority was shorter. Originality/value -- The comparative nature of the study enables to identify differences in the effects of leadership styles on affective organizational commitment across countries and thus helps to better understand employees from different cultures. Furthermore, the authors demonstrate the differential effects of demographic variables such as rank and seniority in the relationships of leadership styles and affective organizational commitment. The findings provide important managerial recommendations for how managers can better lead US and Korean employees. [ABSTRACT FROM AUTHOR]

In contrast to the extensive literature on the effects of unions on wages, productivity and voluntary job endings, the effect of unions on involuntary job endings has received relatively little attention. This article demonstrates how unions alter involuntary job separation (redundancies, temporary job endings and dismissals) rates at different tenure levels using the British Household Panel Survey data from 1991 to 2008. A novel finding is that being a union member reduces a person's redundancy probability at low-tenure levels, relative to an employee of a non-unionised firm, but has no significant effect at high tenure levels. Union membership and union recognition are not related to different rates of temporary job endings. [ABSTRACT FROM AUTHOR]

Motivation can be changed significantly in dependence on meeting human needs, life situations, internal and external environment, etc. It is caused by different factors which affect motivation in different ways. These factors do not act separately but they are a part of mutually connected network of specific relations. In the paper we show the possibility of the impact of age, education and seniority on the motivation of employees. The level of employee motivation and employee performance can be influenced by means of their detailed knowledge. [ABSTRACT FROM AUTHOR]

This study reveals the results of a meta-analysis conducted with the theses and research studies published in Turkey from 2005 to 2012 regarding organizational justice. The purpose of this paper is to determine the effects of gender, seniority and subject matter on the perceptions of organizational justice of teachers. Specific criteria were used to select which studies would be included in the meta-analysis. According to these criteria, 17 studies were included from the perspective of gender, 9 from seniority, and 6 from the perspective of subject matter. The study found that the variables of gender and subject matter had a very weak effect on the overall perception of organizational justice, as well as on the sub-dimensions of organizational justice. The research concluded that seniority had a very weak effect overall on the perception of organizational justice, and the organizational sub-dimensions of procedural justice, interactive justice and relationships with managers. The effect on distributive justice and the relationship between employees was weak, bordering on moderate. The study revealed that teachers with 10 years or under of experience had a more positive perception about organizational justice in the dimension of distributive justice, while teachers with 11 years or higher experience had a more positive perception regarding the relationship between employees. This study suggests new meta-analytical studies to determine the relationship of organizational justice with other variables. It also points out that researchers should be more careful in reporting statistics in their studies to allow for the implementation of meta-analyses in the future. [ABSTRACT FROM AUTHOR]

This study documents two empirical facts using matched employer-employee data for Denmark and Portugal. First, workers who are hired last, are the first to leave the firm. Second, workers' wages rise with seniority, where seniority is defined as a worker's tenure relative to the tenure of his colleagues. Controlling for tenure, the probability of a worker leaving the firm decreases with seniority. The increase in expected seniority with tenure explains a large part of the negative duration dependence of the separation hazard. Conditional on ten years of tenure, the wage differential between the 10th and the 90th percentiles of the seniority distribution is 1.1-1.4 percentage points in Denmark and 2.3-3.4 in Portugal. [ABSTRACT FROM AUTHOR]

Ever since Mincer, years of labour market experience were used to approximate individual's general human capital, while years of seniority were used to approximate job-specific human capital. This specification is restrictive because it assumes that starting wages at a new job depend only on job market experience. In this paper, I investigate the effects of human capital on wage growth by using a more flexible specification of the wage equation, which allows for a rich set of information on past employment spells to affect the starting wages. In addition, I endogenize the labour mobility decision. In order to illuminate the effects of human capital accumulation patterns on wage growth, I compare counterfactual career paths for representative individuals. [ABSTRACT FROM AUTHOR]

In this paper, we investigate the relationship between a fund manager's characteristics and performance, focusing on the interrelationships among fund managers' tenure, seniority and performance in the Taiwan open-end equity mutual fund market. To our knowledge, this is the first study to look into the joint impact of tenure and seniority. By sorting managers both by tenure and seniority, we are able to estimate the extent to which the interaction between the two variables may impact performance. This study suggests that a manager who has been in charge of a fund more than 24.33 months tends to perform well. Moreover, increasing seniority is found to be associated with decreasing performance. This may be explained by the observation that managers with greater seniority also tend to be older, and advanced age negatively impacts performance. Therefore, fund managers with high tenure and low seniority may potentially give rise to better performance than their peers. [ABSTRACT FROM AUTHOR]

The author investigated how organizations in the United Kingdom, the United States, New Zealand, and Germany use seniority in their decisions about rewarding employees. The author asked employees from several organizations to indicate how often their organizations use seniority when making decisions about pay raises, promotions, and dismissals. Results indicated that organizations with egalitarian cultures, economically successful organizations, and public-sector organizations use seniority more often in such decisions. Furthermore, uncertainty avoidance predicted greater use of seniority. The findings are discussed in light of the potential of seniority to maintain and control conflict inherent in open systems and the aging workforce in Western societies. [ABSTRACT FROM AUTHOR]

This study focuses on analyzing the periodic payment of monies accumulated for seniority benefits to the worker during the labor relationship, outside of cases allowed by the Organic Labor Law in effect in Venezuela; the aforesaid analysis is necessary considering that this possible employer's practice maybe changing the purpose for which this labor institution was created. The study seeks to analyze this legal figure in the light of current and repealed Substantive Labor Laws, as well as the opinions and studies made regarding this labor institution by jurists in this area on a national level; therefore, the study is of a documentary or bibliographical type, specifically legal-bibliographical, inasmuch as the data needed for developing this work will be extracted from texts of this character. The general objective of this work is to give a better interpretation of the norm that regulates the seniority benefit, to the benefit and not the disadvantage of the worker and his/her family. Also, it can lead to a possible legislative reform sanctioning the payment of a worker's seniority benefits before the end of the labor relation as a bad payment and to greater awareness on the part of justice administrators when this type of case is presented in the courts. [ABSTRACT FROM AUTHOR]

We characterize seniority rules, also known as lexical dictatorships, under weak consistency constraints on the group’s choice function. These constraints are base triple-acyclicity in the case of binary choices and rationalizability (although not rationality) in the case of choices between an arbitrary number of alternatives. Existing results on these weakened constraints remain silent on the treatment of the group’s most junior individuals and therefore do not yield a complete characterization of seniority rules. We also impose a universal domain, binary strict Pareto optimality, binary Pareto indifference, binary independence of irrelevant alternatives, and the newly introduced condition of conflict resolution. The latter condition requires a social choice rules not to remain indecisive between alternatives for which individuals have conflicting preferences. [ABSTRACT FROM AUTHOR]

The present paper reports two studies investigating the use of reward allocation principles based on equity, equality, need and seniority by work organizations in Germany and the UK. The study sampled participants from various organizations to replicate some findings from laboratory studies involving students. Consistent with predictions, equity was more important in the UK than Germany. Contrary to previous laboratory studies, need was more important in the UK than Germany. Large differences between private and public sector organizations were found. More research focusing on real-life allocations is needed to develop a better understanding of cross-cultural differences. [Copyright &y& Elsevier]

This paper analyses how performance appraisal has affected the wages of employees in a unionized Japanese firm over time, using firm-level wage and performance appraisal data. Data show that the wage and performance-appraisal systems have been shifting to a performance basis, and away from the heavy reliance on age and seniority characteristic of the old systems. In the process, wage differentials among employees are becoming wider, particularly among those 37 to 41 years old and those 49 to 55 years old. Management introduced the new wage system through a process of concessionary bargaining. Surprisingly, employees, rather than the enterprise union, were able to convince management to modify their initial plans during bargaining over the new wage system. [ABSTRACT FROM AUTHOR]

The role of seniority in decisions about layoffs when firms have to downsize is discussed on the basis of comparative studies from five countries: Brazil, France, Germany, Norway, and the United States. The relevance of seniority is viewed in relation to pure norms of allocation, such as equality, contribution, needs, and productivity. Seniority is shown to have strong adherence in Norway and the United States, while it has a rather weak position in Brazil and France. Germany ranked as an intermediate between these two extremes. Reasons for the variation in the strength of the seniority principle are sought in general legal regulations, in wage agreements, and in the structure of the bargaining situation between employees and management. The future of the seniority principle is briefly discussed and it is assumed that it may lose importance due to organizational changes in the workplace. [ABSTRACT FROM AUTHOR]

• Following the Great Recession, school districts faced massive teacher layoffs. • Many states passed legislation restricting the use of seniority in teacher layoffs. • Such legislation may lead to a higher yearly gain in high school graduation rates. • Results show an approximate 0.3 percentage point increase in yearly gains. Following the Great Recession, employment in the U.S. local education sector fell by about 364,000. I analyze whether state legislation that prohibits or limits the use of seniority in layoff decisions has an impact on public high school graduation rates. I find that over a ten-year time span, all else held constant, such legislation on average increases the yearly growth of district graduation rates by about 0.3 percentage points. This is economically significant, as the average yearly increase in the national graduation rate from 2010–11 to 2015–16 was 1 percentage point. When states prohibit or limit using seniority to determine a layoff order, districts must utilize other considerations such as teacher quality. In states with this legislation, teachers remaining following layoffs may be more effective than when states use seniority to determine the layoff order. [ABSTRACT FROM AUTHOR]