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This paper aims to examine employee perceptions of the labor market in the employee turnover intention model and explores how different situations outside work (labor market conditions) play a role in employee-organizational membership. In addition, it also examines the mediating role of commitment in the relationship between stress and the turnover model.

Data were collected from 628 private school teachers working in the economically depressed state of J&K (India), which were randomly selected. Confirmatory factor analysis was used for validation of a scale. Structural equation modeling and PROCESS by Hayes was used to test the hypothesized relationships between the study variables.

The antecedents of occupational stressors contribute negatively toward employees’ psychological state resulting in undesirable employee-organizational relationships such as high turnover intentions and low organizational commitment. Nevertheless, lack of external job opportunities compels employees to maintain organizational membership, even though against the stressful working environment.

This study while acknowledging the inherent limitations, questionnaires are susceptible to and single sectional nature of the study poses limitations.

The practical implication explains that the employee and organization relationship is governed more by external economic conditions than by the psychological feelings of the employees toward the organization (organizational commitment). As also, the moral system of employees, as well as their feelings toward the noble profession makes them feel morally exalted and this binds them to the membership of the organization.

This study mainly focuses on, to understand if and how the conditions of the labor market relate to the employees’ attitudes. This would enable us to gain more insights to the systematic relations of employees’ attitudinal variables such as occupational stress, organizational commitment and employee turnover intentions.

Little is known regarding joiners (i.e. early-stage non-founder entrepreneurial employees) and their commitment to joining a new venture vs pursuing a more rational and stable career path. The purpose of this paper is to bring an understanding to this phenomenon, while adding to various management theories of organizational commitment and entrepreneurship.

The authors examine how current employment situations and alternative job prospects impact the relationship between joiner perceptions of distributive justice and organizational commitment by utilizing the equity ownership distribution decided upon by the founding team. The hypotheses are tested using data gathered from 117 joiners.

The findings confirm for traditional organizational research, a positive relationship exists, even in a new venture context, between perceptions of distributive justice and organizational commitment. However, when joiners report having a second (or primary) job, in addition to the new venture, the direct relationship is weakened. In contrast, higher levels of alternative employment options strengthen the relationship between justice and commitment.

Although the authors’ measure of employment options only included a single-item measure, there is precedent in the literature for this approach. Yet, the authors realize this remains a limitation due to the lack of additional information surrounding each joiner’s “other job” characteristics, such as tenure, title, and salary.

Perceptions of fairness and justice appear to provide valuable implications for founders concerned about organizational commitment and employee buy-in when seeking to bring on joiners. Job alternatives and additional employment also provide interesting takeaways for practitioners. The authors suggest that founders take caution when hiring joiners, who have a second (or primary) job, in addition to working for the new venture. Levels of commitment will likely be reduced, to the possible detriment of the new venture.

Although the baseline hypothesis exists in prior literature with respect to established firms, it has not been tested in a new venture context. Furthermore, prior studies within the entrepreneurship literature have yet to examine these issues from the perspective of the joiner and certainly have not taken into account additional employment and employment prospects among these individuals.

The purpose of this paper is to examine occupational health and safety (OHS) and workers' compensation legal entitlements and policy issues raised by the use of foreign temporary workers under the s457 visa scheme in Australia.

Interviews were conducted with 15 representatives of unions and employers along with written responses from government agencies and examination of government statistics, court and other documents.

The study suggests that foreign temporary workers can face significant difficulty in accessing their OHS rights and entitlements. This represents a challenge for government as well as unions and human resource professionals trying to manage workforce diversity.

Further detailed investigation is required into the extent of problems identified in this paper in Australia and other countries.

The study indicates that governments making use of guestworkers need to investigate whether these workers have effective access to the protection of OHS and workers' compensation laws and, if not, as indicated by this study, to make suitable policy interventions.

The human resource implications of managing guestworkers have been under‐researched to date despite the global growth in numbers. The paper starts to fill this gap, identifying a number of important policy issues in relation to OHS.

In a country such as Belgium, social dialogue – in the shape of negotiations between social partners–constitutes the basis of the country′s social structure. In general, vocational training is a topic in which a consensus among social partners is reached easily. Describes the different roles of the private sector in the Belgian‐Flemish community at national, regional, local and sectoral level, how the private sector acts as a training partner, as a training organizer, and its position as a training consumer and as a training provider. Illustrates the structures of the consensus model and the role of the private sector with regard to training.

May 11, 1967 Master and Servant — Dismissal — Redundancy — Residence on premises for operation of emergency service — Motor fitter working in garage — Vacant possession of employee's residence required by employer — Offer to re‐employ as non‐resident fitter — Whether business for which employee employed ceased — Whether requirements for work of a particular kind ceased — Whether dismissal by reason of redundancy — Redundancy Payments Act, 1965 (c.62),s.1.

This study investigates the various themes around the demand-driven approach of vocational education and training (VET). The study focuses on investigating two major aspects of VET. Firstly, the extant literature has been systematically classified based on seven parameters: Geography, Focus on Vocational Education, Research Methods, Economic Sector, Origin of Study, Type of Training and Level of Skill. Secondly, this study has explored various themes around the VET implementation, performance gaps and road ahead.

Thematic analysis with the systematic literature review (SLR) method is applied to 50 research papers on VET, published between 2011 and 2022.

This systematic review has found that experiential compliments VET and VET is the medium of skill development. Further, it was extracted through themes that VET may help ensure alternate employment in rural areas and contribute to micro- and macro-level economic development. Also, there is a requirement to adopt a demand-driven approach to VET by localizing VT content and delivery.

The study's findings are directed towards the need for demand-driven and customized VET. This study also explores many potential areas for further empirical research through various themes.

This study is a novel effort that extracts the themes constituting the effect of VETs along with the descriptive analysis of the extant literature using the SLR approach. The study has rationalized the findings by providing due coding to various parameters in the previous studies under investigation.

My research builds upon masculinity studies as well as migration and gender theory to evaluate emerging strategies of gendered labor control at work sites within temporary worker programs. In particular, my multisite ethnography consisting of 97 interviews with US guest workers, oil industry employers, and Indian labor brokers shifts focus to the recruitment of male workers into the US oil industry. The study evaluated a multi-country recruitment chain from India to the Middle East and into the US Guest Worker Program. Findings identified a relationship between the construction of masculinities and employer strategies for labor control. The article addresses the following question: how is hegemonic masculinity used as a strategy for labor control? The study identifies the double bind of hegemonic masculinity within contingent employment relationships as a means of labor control for curbing male migrant dissent.

To assess the role of leader‐member exchange (LMX) in affecting voluntary turnover in a high turnover work context.

Following consideration of traditional predictors of employee turnover, how LMX is related to voluntary turnover is examined among 207 over‐the‐road truck drivers using a telephone survey.

Leader member exchange is found to be nonlinearly related to turnover such that turnover is lowest when LMX is moderate (i.e. both “bad” and “good” LMX are associated with higher levels of turnover).

Findings indicate that LMX and other antecedents should be examined for nonlinear relationships to turnover. This research may help to bridge the gap between turnover research and that associated with supervision and leadership.

These study results suggest that unrealistic expectations should not be formed regarding the power of any single factor (e.g. LMX) to reduce turnover.

This paper suggests that nonlinear relationships between antecedents of turnover and turnover receive fuller consideration.

Investigates how differences in national culture affect the effectiveness of alternate accounting controls. This topic is becoming increasingly important as the trend towards global competition continues. The formation of the European Union, removal of trade barriers between the USA and Canada and Mexico, and the increasing global presence of firms from the Far East have raised important and related issues for US businesses. Addressing these issues is important because US firms have experienced a steady erosion in their ability to compete globally, and because this situation has been attributed, at least in part, to US firms’ suboptimal control system, of which accounting controls are a major component.

In a perfectly operating labour market, one of perfect competition and information and unfettered labour mobility, labour flows in the direction of the highest price employers are willing to pay; as labour becomes scarce in the sending area and plentiful in the receiving area, the price of that labour, wages, tend to equalise.