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Hiring managers regularly encounter job applicants with atypical levels of experience across several common domains-For example, occupational experience, general work experience, educational experience, and life experience. Surprisingly, few large-scale studies have investigated how hiring managers respond to applicants with atypical experience for the job, leaving a substantial lacuna in our knowledge. The primary goal of the present study is to examine the association between relative under- and over-experience in the aforementioned domains and the likelihood of applicants being subsequently interviewed and eventually hired. We draw on insights from attribution theory to introduce the concept of red flags in the judgment of applicant experience. In doing so, we propose that hiring managers may avoid interviewing and hiring applicants with atypical experience relative to the applicant pool (i.e., relative over- or underexperience). Overall, our red flags perspective posits that job applicants with typical amounts of experience will be favored by hiring managers, which may be a useful lens for explaining why highly experienced applicants are not always considered. We test these predictions on a unique dataset parsed from 53,194 resumes and the corresponding application forms from 42 different organizations. Our results are broadly consistent with the red flags perspective, notably uncovering some intricate nonlinear effects. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Drawing on a case study of an ecological assessment report used in part for landholder engagement by an Australian government biodiversity initiative, this paper illustrates how literary theory and design might aid in designing improved versions of documents and communications used to engage and inform landholders, which may contribute to improved biodiversity outcomes. Biodiversity monitoring and reporting documents used by ecologists to record and communicate data can be required to fulfil different and often contrasting purposes when used in multi‐stakeholder situations. Documents might need to stand up to the scrutiny of different disciplinary domains, such as law, ecology and business, while also informing, entertaining and communicating at an emotional level. In this sense, the design of such documents is a significant challenge, made more difficult by the siloing of disciplinary knowledges that deal with ecological and social concerns. Attention to the design of documents and their role in a broader service system is argued to be an important perspective alongside research into conservation management that focuses on the psychological motivations of landholders and environmental management, planning and governance. A free Plain Language Summary can be found within the Supporting Information of this article.

This article argues humanities scholarship is often dismissive of the quantitative, and that there is scope for worthwhile interdisciplinary research into the way everyday life is given tone and texture by experiences and cultures of number. Following the work of Mary Poovey (2008) and Steven Connor (2016), it challenges the view, particularly influential in the humanities, that number and associated ideas to do with data, objectivity, mathematics, and the rational, are parasitic upon life. In contrast to this view, this article suggests that even if the idea of ‘the human’ is defined in opposition to number, the relation between the two is more usefully understood as an interweaving of differential tensions, rather than two poles separated by an uncrossable distance. Examples from literary fiction and two smartphone apps are analysed with the intent of initiating a dialogue between different cultural objects that share a concern with number and human experience.

Although job embeddedness has consistently been shown to be associated with positive workplace behaviors, our theoretical understanding of such associations remains far behind our empirical knowledge. In particular, it is unclear how job embeddedness goes beyond its common conceptualization as "stuckness" to motivate employees' discretionary, change-oriented behaviors at work. To this end, we trace the original theoretical foundation of job embeddedness theory in field theory and establish its theoretical connection to social identity theory. We propose that increased organizational identification is an intrinsic psychological mechanism through which job embeddedness motivates proactive behaviors from employees. Further informed by field theory, we also examine the implications of job embeddedness change over time. We propose that a more positive trajectory of embeddedness over time contributes to enhanced organizational identification and employee proactivity, above and beyond the absolute level of embeddedness. We report a longitudinal study that surveyed 264 employees at three points in time over the course of 1 year and provide substantial support for the hypotheses. Implications of our work are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

This article provides a snapshot of the digital collaboration practices in a postgraduate master programme studio, focused on service and interaction design. It presents and discusses research from...

This article argues that examples of literary fiction and research from literary theory can complement futuring research that makes use of narrative archetypes. Specifically, such examples can offer distinctive insight into the longer timescale, multi-layered complexities and ambiguity that characterises socio-technological change. This article briefly outlines the limitations of futuring research that derives narrative archetypes from science fiction and of archetypes more generally as units of narrative meaning. It then closely analyses Alan Hollinghurst’s novel The Stranger’s Child (2011) and draws on research from literary theory to highlight the subtleties of construction evident in this work that go beyond narrative structures based on archetypes and offer a number of complicating perspectives on socio-technological change. Hollinghurst’s narrative is then used to inform a series of impressionistic scenarios involving smart home technology in order to indicate more specifically how a deeper understanding of literary craft might aid in envisioning alterative futures. To conclude, the article suggests finding the right balance between schematization, on the one hand, and accounting for complexity and ambiguity, on the other hand, is a key challenge when developing resources from literary narratives.

This chapter tells a story about the image used on the cover of the novel Coach Fitz (2018). It describes the dynamic relationship between this image and the textual dimension of the narrative and discusses what implications this relationship might have for the nature of the visionary aspect of the creative imagination more broadly. Firstly, the chapter distinguishes its approach from other scholarship that investigates book covers from different disciplinary perspectives, including those of semioticians, book design practitioners and visual communications academics. The specific visual content and style of the image used on the book cover and how it relates to the plot of the novel is then analysed. This is followed by an account of an exchange between the author of the novel, the publishers (also book editors) and the illustrator of the image used on the cover. To conclude, the chapter explores some of the ways in which different aspects of images become explicit according to the perspectives and concerns of different contributors to the production of a book.

It is valuable when making hiring decisions to be able to use objective biographical data from job applications to predict who will leave quickly – i.e., to select for retention duration. However, ...

© 2018 Informa UK Limited, trading as Taylor & Francis Group. This paper makes the case that small to medium enterprises (SMEs) in the manufacturing sector have the potential to benefit from connections with design research units operating within universities. It points out some of the challenges associated with research and development for SMEs, and argues design research units can allow SMEs to better meet these challenges. Additive Manufacturing is used as an exemplary emerging technology that makes explicit the new possibilities and instability of the contemporary manufacturing landscape. A case study is used to articulate the potentials and limitations of industry and university partnerships in design. In conclusion, two alternative models are analysed in order to highlight different ends to which the practitioner-based research can be put.

At least 2,000 articles on voluntary employee turnover have been published in the past 100 years. In turn, numerous authors have reviewed the theory and research on employee turnover. Our intent wi...

Recent narrative reviews (e.g., Hom, Mitchell, Lee, and Griffeth, 2012; Hom, Lee, Shaw, and Hausknecht, 2017) advise that it is timely to assess the progress made in research on voluntary employee turnover so as to guide future work. To provide this assessment, we employed a three-step approach. First, we conducted a comprehensive meta-analysis of turnover predictors, updating existing effect sizes and examining multiple new antecedents. Second, guided by theory, we developed and tested a set of substantive moderators, considering factors that might exacerbate or mitigate zero-order meta-analytic effects. Third, we examined the holistic pattern of results in order to highlight the most pressing needs for future turnover research. The results of Step 1 reveal multiple newer predictors and updated effect sizes of more traditional predictors, which have received substantially greater study. The results of Step 2 provide insight into the context-dependent nature of many antecedent–turnover relationships. In Step 3, our discussion takes a bird's-eye view of the turnover “forest” and considers the theoretical and practical implications of the results. We offer several research recommendations that break from the traditional turnover paradigm, as a means of guiding future study.

This article identifies and analyses the implications of a common argument in recent repair literature that assumes the greater valuing of objects and repair in and of themselves is something that is likely to increase rates of repair across the population. This is particularly evident in a certain strand of research and accompanying vocational sentiments that interpret repair through the lens of design and an associated emphasis on materiality. We conceptualise this assumption in relation to a hypothesised opposing view, which is indifferent to the epistemic virtues of repair and, by contrast, places greater emphasis on the everyday practices enabled by acts of repair. Based on developments in the sociological studies of consumption, we propose a conceptualisation of these as ‘conspicuous and inconspicuous repair’. Research from a panel composed of expert designers is used as a context for discussing the assumptions that inform disciplinary aspirations of designers and how they relate more broadly to everyday practices. To conclude we suggest that, while the assumptions of some designers relating to the value of objects and repair can be misguided, they nonetheless have an important role to play in systemic reorientations to responsible production and consumption.

We review seminal publications on employee turnover during the 100-year existence of the Journal of Applied Psychology. Along with classic articles from this journal, we expand our review to include other publications that yielded key theoretical and methodological contributions to the turnover literature. We first describe how the earliest papers examined practical methods for turnover reduction or control and then explain how theory development and testing began in the mid-20th century and dominated the academic literature until the turn of the century. We then track 21st century interest in the psychology of staying (rather than leaving) and attitudinal trajectories in predicting turnover. Finally, we discuss the rising scholarship on collective turnover given the centrality of human capital flight to practitioners and to the field of human resource management strategy. (PsycINFO Database Record

Summary Drawing on gestalt characteristics theory, we advance the literature on the effect of job complexity on employee well-being by considering intra-individual variability of job complexity over time. Specifically, we examine how the trend, or trajectory, of job complexity over time can explain unique variance of employee job strain. Across two longitudinal data sets, we consistently find that, with the average level of job complexity during a given period held constant, a positive job complexity trajectory (i.e., an increasing trend in complexity) is associated with higher employee job strain. Based on job-demand-control theory and the exposure-reactivity model, we further establish that job autonomy and employee emotional stability jointly moderate the relationship between job complexity trajectory and employee job strain. Specifically, for employees with high emotional stability, job autonomy mitigates the job strain brought by positive job complexity trajectory, whereas for employees with low emotional stability, job autonomy does not help to reduce the adverse effect of the increasing trend. These findings not only contribute to extend the understanding of the job complexity – strain relationship, but also suggest a promising, dynamic avenue to study the effects of work characteristics on employee well-being as well as other outcomes. Copyright © 2016 John Wiley & Sons, Ltd.

This article interprets the work of cultural theorists Steven Connor and Sianne Ngai in terms of their efforts to reevaluate certain key presumptions of aesthetic theory that inherits the surprisingly resilient biases of the 18th century, in particular the work of Immanuel Kant and Edmund Burke. Focusing on the work of Ngai and Connor, I think through the implications this recent theory has for the previously peripheral position occupied by gustatory taste and the cultural objects and experiences it implicates. I discuss the possibility that ideas and examples drawn from the work of Connor and Ngai might form the basis for an alternative area of analysis that is better adapted to the peculiarities of gustatory taste and the culinary. In particular, I argue that the visceral element, which tends to accompany gustatory taste, ought to be interpreted in terms of its generative contribution to the creation of concepts through metaphor, rather than as a muddying influence that prevents clarity of discrimination. Similarly, the close relationship between the edible and the domestic is deserving of a more generous reading than is commonly found in aesthetic theory underwritten by the categories of the sublime and the beautiful. Tom Lee is a lecturer in design history in the Faculty of Design, Architecture and Building at the University of Technology Sydney. He has a PhD in comparative literature, focusing on the innovative syntax of WG Sebald and has published on topics including cemetery design, environmental aesthetics, literary lists, Peter Sloterdijk and the prose of Cormac McCarthy. Tom was the 2014 recipient of the Marten Bequest Travelling Scholarship for the category of prose. Keywords: aesthetic theory; proximal senses; minor aesthetic categories; Sianne Ngai; Steven Connor; mass culture; gustatory taste; thing theory (Published: 19 July 2016) Citation: Journal of Aesthetics & Culture, Vol. 8, 2016 http://dx.doi.org/10.3402/jac.v8.32022

© 2018, Society for Human Ecology. All rights reserved. This article makes the argument that Peter Sloterdijk’s philosophy provides a useful and thought-provoking basis for studies of contemporary indoor ecologies. Sloterdijk’s philosophy is distinctively attentive to the various environments in which humans exist and of the ecological situation of beings in general. The notions of interiority explored in Sloterdijk’s work, particularly the third volume of his Spheres trilogy Foams (2016), provide important tools for conceptualizing the changing nature of indoor spaces and contemporary modes of being in the world. Sloterdijk’s approach to philosophical analysis exhibits a number of interrelated advantages that mesh well with the ambitions of human ecology, particularly in relation to indoor ecological conditions. These include his sustained conceptual exploration of technological and scientific developments, his distinctive use of rhetoric and philosophy in the characterization of human agency, and the close attention he pays to the relationship between being and design. This article unpacks the value of these perspectives through a sustained attention to Spheres III: Foams and aims to demonstrate why Sloterdijk’s work provides an invaluable philosophical tool kit to foreground and unite scholarship in diverse fields exploring the relationship between interior spaces, human perception, and society.

We present the first major test of proximal withdrawal states theory (PWST; Hom, Mitchell, Lee, & Griffeth, 2012). In addition, we develop and test new ideas to demonstrate how PWST improves our understanding and prediction of employee turnover. Across 2 studies, we corroborate that reluctant stayers (those who want to leave but have to stay) are similar to enthusiastic leavers (those who want to leave and can leave) in affective commitment, job satisfaction, and job embeddedness, and that reluctant leavers (those who want to stay but have to leave) are similar to enthusiastic stayers (those who want to stay and can stay) on these dimensions. We find that job satisfaction and job embeddedness more strongly influence the intent to leave and job search behavior for enthusiastic stayers and leavers than for reluctant stayers and leavers. More important, we show that for those experiencing low control over their preference for leaving or staying (i.e., reluctant stayers and leavers), traditional variables such as job satisfaction, job embeddedness, and intent to leave are poor predictors of their turnover behavior. We further demonstrate that focusing on enthusiastic stayers and leavers can significantly enhance the accuracy of job satisfaction, job embeddedness, and intent to leave for predicting actual employee turnover. (PsycINFO Database Record

We describe important and common management and labor needs across more than 80 federal agencies as identified by the annual Federal Employee Viewpoint Survey (FEVS) and offer evidence-based interventions for addressing them based on organizational science research. Our recommendations have the synergistic goals of improving employee wellbeing, employee productivity, and agency performance and innovation, which will result in increased agency efficiency and effectiveness for the taxpayer. Specifically, we describe empirical findings and offer suggestions for interventions to improve (a) employee motivation through engagement, empowerment, and embeddedness; (b) employee voice; and (c) within- and across-unit cooperation, communication, and collaboration. We offer recommendations that are sufficiently general to be relevant to many agencies, while also being concrete and actionable. We also offer suggestions for associated research that could be conducted in federal agencies interested in these topics.

© 2017 Informa UK Limited, trading as Taylor & Francis Group. This paper showcases insights derived from the work of Steven Connor, Peter Sloterdijk, and Sianne Ngai, thinkers who give particularly provocative accounts of why the meanings of work and play have changed in the late twentieth century and the way these changes can be read through specific, exemplary objects or services. Following the work of these thinkers, it interprets the relationship between work and play as characteristically dynamic and argues that in cultures where pleasure, fun, and leisure become abundant, the affects associated with these experiences also change. The intent is to provide a suggestive introduction to the work of Connor, Sloterdijk, and Ngai, and do some initial sorting of ideas for subsequent design-focused research. For design practitioners, this article will be useful for the insight generating and discovery phases of the design process. From a design studies and theory perspective, my argument is that the work of these thinkers should sit alongside cultural theorists and philosophers who are more routinely referenced in this field, such as Walter Benjamin, Roland Barthes, and Jean Baudrillard.

Previous research on performance appraisals has primarily concerned the reliability and validity of measurement instruments and techniques. Very little research has dealt with the milieu where the actual performance appraisal occurs. In order to help remedy this situation, a conceptual model is presented which highlights the interactive relationships among employee commitment, organizational climate, and performance appraisal systems. The model addresses four key issues: what are the organization's objectives in the appraisal system?, what conditions facilitate or inhibit the accomplishment of these objectives?; how do employee commitment and organizational climate affect these conditions?; and what reciprocal relationships appear likely? (Author)

In this article, we examine the history and development of job embeddedness, beginning with the story of the idea’s conception, theoretical foundation, and original empirical structure as a major predictor of employee voluntary turnover. We then consider more recent expansions in the theoretical structure and empirical measurement of job embeddedness, exploring job embeddedness as a causal indicator model versus a reflective model. Next, we review some promising expansions of embeddedness to new domains (e.g., family embeddedness) as well as important contingency factors that enhance or diminish its impact. Finally, we describe how job embeddedness affects important organizational outcomes beyond turnover, including job performance, organizational citizenship behavior, innovation, and the development of social and human capital. Throughout the article, we provide our opinions on how the theory and research on embeddedness have progressed as well as ideas on how it can be improved.

Summary We focus on the contributions to research generated by considering attitudes and behaviors as dynamic over time and across different levels. Using turnover research as an example, we demonstrate how a past, present, and future focus, across levels, may enhance both theory and methodology. Copyright © 2013 John Wiley & Sons, Ltd.

Background The risks are unknown for developing chronic gastrointestinal illness when personnel are relocated short term to other countries and when taking antibiotic prophylaxis in areas where malaria is endemic. Aim To examine the associations of deployment to developed or developing countries and exposure to doxycycline with the new onset of acute gastroenteritis, irritable bowel syndrome (IBS) and inflammatory bowel disease (IBD). Methods A cross-sectional web-based survey of all current and past members of the Australian Federal Police Association was undertaken. Independent predictors of gastrointestinal illness were examined by logistic regression analysis relative to those not deployed without exposure to doxycycline. Results Of 1300 respondents (response rate 34%), 133 were excluded due to pre-existing chronic gastrointestinal illness. Five hundred and ninety had episodes of overseas deployment for a median duration of 6.5 (range 0.1–149) months. Eighteen (3%) of those not deployed took doxycycline compared with 171 (30%) of those deployed. The risk of acute gastroenteritis was associated with deployment itself without clear association with doxycycline. Doxycycline exposure was associated with increased onset of IBS in those deployed to developing (odds ratio [OR], 6.99; 95% confidence interval [CI], 3.19–15.31) and developed country (OR, 6.93; 95% CI, 1.40–34.39). New onset of IBD (1.5%) was associated with deployment to developed countries and with doxycycline exposure (OR, 8.75; 95% CI, 1.67–45.86)). Conclusions The use of doxycycline is a risk factor for developing IBS and possibly IBD when deployed to developing and developed countries respectively. Doxycycline as a risk factor for chronic gastrointestinal illness warrants a prospective large-scale study.

Professor Russell proposes a decision model of turnover in which the attractiveness of the current job is compared with that of an alternative. In turn, an employee chooses the option with the highest judged attractiveness. For example, “Employees make decisions to quit based on the relative attractiveness of their current job compared to alternative jobs or activities” (2013, p. 163). The attractiveness of one's current job and alternative are estimated by a regression equation assessing various attributes of the two targets (i.e., current job and alternative). Evoking March and Simon (1958) for a theoretical foundation, Professor Russell offers a subjectively “rational model” for the choice to stay or leave based on expectancy and expected value type decision models. In his empirical work, he uses a “policy capturing” simulation to identify how new hires personally weigh various job attributes when deciding whether they would quit hypothetical jobs varying in those attributes (Russell & Van Sell, 2012). When these weights are applied to employees' actual survey perceptions of the levels of job attributes, the resulting “simulated turnover intention” score predicts turnover better than a survey measure of quit intentions or job attributes alone. The inference is that turnover scholars can make substantial progress toward the prediction of actual turnover by using this model.

In this study, we examine the influence of hometown proximity on collegiate athletic recruit performance. The geographic proximity of a new recruit’s local community to a recruiting organization can influence the recruit’s performance after joining an organization. However, the direction of the effect of such proximity is not clear. Previous research suggests that human resource proximity facilitates recruits’ social embeddedness in the community in and around the recruiting organization. In turn, proximity may increase recruit performance by facilitating learning, trust-building, and social commitment. However, prior research also suggests that proximity could have some negative influences. Our empirical analysis of collegiate basketball recruits suggests that the geographic proximity of an organization to a new recruit’s hometown generally has a positive influence on both individual and team performance. However, proximity may become a disadvantage when there is a disruptive, involuntary coaching change after the recruit joins the organization.

We theorize about and examine empirically the increase in predictive strength of antecedents of voluntary turnover over the first three years of employment using survival analysis with time-varying covariates and period effects. On the basis of employee survey data gathered from 240 newcomers working in a retail bank and organizational turnover records collected over multiple years, we find that job embeddedness and job satisfaction increase in their ability to predict voluntary turnover as tenure increases. The results of this study emphasize the importance of integrating time into theories to better understand the dynamics of the turnover process. Specifically, additional theorizing about when different effects may be manifest and how long they will persist is critical. Equally important is the development and application of research methods that are suited to dynamic modeling, such as those introduced here.

This study takes a dynamic multilevel approach to examine how the relationship between an employee's job satisfaction trajectory and subsequent turnover may change depending on the employee's unit'...

Knowledge has no proper homeland. It is scattered among disciplines and genres. A novel is filled with events, described in a particular manner, which might be translated into objects of scientific worth. Science makes new discoveries that find their way back into literature. Philosophy questions starting points and adds nuance to grey areas between disciplines. Science contributes to philosophy's repertoire of relevant ideas. This article is an effort to account for the dynamism and complexity of the relationship that exists between differing kinds of knowledge. It uses an essayistic form of narration to pull together contrasting examples that suggest hard and fast distinctions between subject and object tend to provoke misleadingly abstract descriptions of place. The specific place under investigation is a farming property in rural New South Wales. It has played a significant part in the author's perceptual history. Burrs and burrows are two of its key features. Humans use forms of documentation to reflect on the peculiar ways in which a place persists as an emotional and cognitive entity. The relationship between the documents we create, our internal experience and a specific place, is characteristically dynamic and changeful. That is, what we compose in order to speak of a place is an actual working out of what that place is. Not because writing a poem or a story immediately alters the environment in the manner of soil erosion or drought, as though writing were a kind of magical, omnipotent force. Rather, documents interact with different kinds of agency among which humans, with their variously capricious and stubborn ideas, are exemplary. They change what we notice, how we communicate what we notice, and how we think of ourselves as beings that notice. They in part determine the institution of yet-to-come forms of documentation and the kinds of things with which we are likely to acquaint ourselves. Barley Patch is Gerald Murnane's first book after a break from writing of around twenty years.

The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), we found that on-the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commitment, and job alternatives. In addition, the negative relationships between on-the-job embeddedness (off-the-job embeddedness) and turnover criteria were stronger in female-dominated samples and public organizations (collectivistic countries). Finally, turnover intentions, job search behavior, and job performance fully (partially) mediated the effect of on-the-job embeddedness (off-the-job embeddedness) on actual turnover. The research and practical implications of our findings are noted, in light of study limitations and future research needs.

In this article, we reply to Bergman, Payne, and Boswell (2012) and Maertz (2012), who commented on our reconceptualization of the employee turnover criterion and proximal withdrawal states (Hom, Mitchell, Lee, & Griffeth, 2012). We agree with some points (e.g., anticipated destinations) but take issue with others (e.g., turnover intentions as the criterion). Nonetheless, our aim is to clarify our integrative formulation about mindsets for organizational participation and withdrawal. In our view, the current process of "article-commentaries-reply" advances our collective understanding of staying and leaving, which is of longstanding interest to scholars in industrial and organizational psychology, organizational behavior, and human resource management.

Managing a successful research team involves a variety of activities and potential issues. In this article, we discuss these issues based on our experience of having worked together for 20 years with regular team meetings that include Ph.D. and undergraduate students and occasionally other faculty colleagues. We attempt to describe the challenges that occur, including some ethical issues, and distil the knowledge we have gained over the years. We pose and answer nine questions about our team processes and procedures and end with a brief summary of key learning.

Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data collected from 817 employees on 115 teams indicates that psychological empowerment mediates the main effect of autonomy orientation and the interactive effect of autonomy support and its differentiation on a team member's voluntary turnover. The findings have meaningful implications for the turnover and self-determination literatures as well as for managers who endeavor to prevent voluntary turnover in teams.

In this paper, we study the data interoperability problem of web services in terms of XML schema compatibility. When Web Service A sends XML messages to Web Service B, A is interoperable with B if B can accept all messages from A. That is, the XML schema R for B to receive XML instances must be compatible with the XML schema S for A to send XML instances, Le., A is a subschema of B. We propose a formal model called Schema Automaton (SA) to model W3C XML Schema (XSD) and develop several algorithms to perform different XML schema computations. The computations include schema minimization, schema equivalence testing, subschema testing, and subschema extraction. We have conducted experiments on an e-commerce standard XSD called xCBL to demonstrate the practicality of our algorithms. One experiment has refuted the claim that the xCBL 3.5 XSD is backward compatible with the xCBL 3.0 XSD. Another experiment has shown that the xCBL XSDs can be effectively trimmed into small subschemas for specific applications, which has significantly reduced the schema processing time.

For over 100 years, researchers have sought to understand why people leave organizations. Theoretical and empirical research on turnover has evolved over time, enhancing our understanding of why pe...

Organizational life is marked by both stability and change; stable, routine features contrasted with discrete and dynamic events. Although an enormous body of research has explored the stable featu...

Approximately 10 years ago, Lee et al. reviewed the qualitative methods published during 1979–99 in the major US journals in the organizational sciences. This ten-year follow-up review of 198 qualitative articles assesses the progress made in qualitative research in management by specifically considering: (1) the strength and legitimacy of recent publications that challenge any positivistic stigmatizations of qualitative research; (2) the methodological advances in qualitative methods, including the use and elucidation of novel techniques; and (3) the general contribution of qualitative research to the accumulation of management knowledge. By encompassing both US and European journals in our review, we also compare and contrast the qualitative research published on both sides of the Atlantic, stressing what each can learn from the other. We highlight exemplary articles and procedures and make recommendations for the next decade of qualitative research in management.

Unpleasant events are a fact of organizational life. The way in which people respond to such events, however, varies. In the present study, we hypothesized and found that some individuals choose to respond to negative events in ways that helped the organization. Instead of withdrawing in an attempt to “get even” by reducing work outputs, these individuals improved their in-role and extra-role performance. The study examined the role that job embeddedness plays in creating this work enhancement reaction. Specifically, we discovered that on-the-job embeddedness helps reduce the impact of negative shocks on organizational citizenship and overall job performance. The findings of this study have important implications for both theory and practice.

I am often told that it is somewhat unusual that I’ve spent my entire twenty-five-year academic career at the same institution—namely, the University of Washington (and that I speak Norwegian, Danish, and an obscure dialect of Chinese as well). During that time, I’ve had the opportunity to work with many fine colleagues and students. In the last ten years I’ve had the wonderful experiences of being an associate editor and then editor of the Academy of Management Journal, of being vice president and then president of the Academy of Management, and—a somewhat different kind of experience though still a good one—of being an associate dean of faculty at the Foster School of Business. It is from the vantage point of these experiences that I want to talk about the role of the management professor, although I suspect that much of what I say applies to virtually all professors. More specifically, I want to offer my thoughts on our research and teaching missions.

This research developed and tested a model of turnover contagion in which the job embeddedness and job search behaviors of coworkers influence employees' decisions to quit. In a sample of 45 branches of a regional bank and 1,038 departments of a national hospitality firm, multilevel analysis revealed that coworkers' job embeddedness and job search behaviors explain variance in individual "voluntary turnover" over and above that explained by other individual and group-level predictors. Broadly speaking, these results suggest that coworkers' job embeddedness and job search behaviors play critical roles in explaining why people quit their jobs. Implications are discussed. [ABSTRACT FROM AUTHOR]

PurposeThe purpose of this paper is to examine the effects of the provision of employee services on employees' organizational commitment and their intentions to quit as well as their underlying reasons.Design/methodology/approachThe paper shows that questionnaires were administered at two organizations in Singapore to evaluate employees' attitudes resulting from the provision of employee services. Mediator regression analyses and structural equation modeling were used to test the relationships between the provision of employee services with construed external image of the organization, valence for employee services, organizational identification, organizational commitment, and intentions to quit.FindingsThe paper found that positive employee attitudes arising from the provision of employee services were the result of a positive construed external image of the organization. It also shows that, when employees perceived that outsiders viewed their organization positively, their level of identification with their organization increased.Research limitations/implicationsThe paper did not find a significant relationship between employees' valence for employee services and organizational identification, implying that receiving tangible benefits was less important to employees than working for an organization that is viewed positively by outsiders.Practical implicationsThe results in this paper suggest that employees' attachment to their organization is enhanced when they perceive that outsiders view their organization positively.Originality/valueThe results in the paper were explained in terms of social identity theory, which suggest that firms must continually invest in socially responsible activities and practices to create a positive corporate image. Employees' perceptions pertaining to how stakeholders view their organization affect their work attitudes.

The demographic composition of the workforce is changing, with an increase in the participation of minorities. Numerous studies center their attention on the inclusion of minorities, but variation in turnover of a culturally diverse workforce has not received much attention. Forecasts indicate that by 2020 Hispanic presence will increase 60% nationwide. Given these trends, it is critical that management scholars examine the impact of Hispanic cultural factors on important organizational outcomes such as voluntary turnover. This paper assesses whether there are significant differences between Hispanics and Caucasians with respect to job embeddedness and voluntary turnover. The findings suggest that job embeddedness is a robust predictor of employee retention across diverse populations.

Most research on voluntary turnover has focused on dissatisfaction-induced and rational decisionmaking processes, with some attention paid to external market influences. This focus leaves unexplained a large portion of the variance in why people choose to quit a job. Recently, however, researchers are considering the alternative ways that the turnover process is enacted, as well as what businesses can do to prevent turnover.