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1 – 10 of over 2000
Article
Publication date: 27 August 2021

Cornelius J. König, Manuela Richter and Isabela Isak

According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however…

1749

Abstract

Purpose

According to previous research, exit interviews do not fulfil the purpose of generating useful feedback from parting employees. According to signaling theory, they might, however, serve a different purpose: to leave one last good impression on parting employees, and the aim of this study was to test this.

Design/methodology/approach

A survey was administered to a sample of 164 German employees.

Findings

Consistent with arguments based on signaling theory, those who experienced an exit interview reported more residual affective commitment toward their former employer and less willingness to complain about it, and these effects were mediated by interpersonal fairness perceptions. In addition, the probability of having an exit interview was found to depend on the resignation style of employees.

Research limitations/implications

This new perspective on exit interviews can renew the interest in studying how organizations manage the offboarding process.

Practical implications

This study advises employers to conduct “exit conversations” (as two-way interactions rather than one-way interviews) and to carefully plan the exit phase.

Originality/value

To the best of the authors’ knowledge, this is the first study that proposes a signaling theory perspective of exit interviews and that links exit interviews with the literature on resignation styles.

Details

Management Research Review, vol. 45 no. 3
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 1 January 1977

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that…

2045

Abstract

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

Details

Managerial Law, vol. 20 no. 1
Type: Research Article
ISSN: 0309-0558

Article
Publication date: 11 October 2019

Mohsen Shafie Nikabadi and Delshad Hoseini

The production of a good or service requires that the supplier performs a wide range of activities. Many companies are trying to fit outsourcing with the dimensions of their…

Abstract

Purpose

The production of a good or service requires that the supplier performs a wide range of activities. Many companies are trying to fit outsourcing with the dimensions of their organization. Outsourcing is increasingly being used among Iranian companies in the field of the electric power industry. Human resources are among the factors that consider outsourcing as an obstacle for their growth because staffs declare that the development of outsourcing is a serious threat for unemployment of them and ultimately expulsion from work. Thus, this study surveys the dynamic effects of human resources and work experience on outsourcing decisions. This paper aims to propose a model for dynamic strategic outsourcing focusing on human resource and work experience.

Design/methodology/approach

Presenting a model for strategic outsourcing can help organizations to resolve their outsourcing problems. The data needed for examining the dynamic impact of human resources and work experience on outsourcing have been compiled using library and field studies. The method used in this study is an integrated approach, so the model could consider the general effects of manpower and present a systematic view. After interviewing with experts in power industry, the causal relationships of the variables were determined, and a dynamic model based on the applications of the dynamic system was developed in VENSIM software. The research model will be completed in a three-year period (2016-2019) in the power industry of Iran.

Findings

For completing projects in an organization, cooperation between internal employees and external contractors is needed; thus, results based on both external contractors and internal staff have shown that outsourcing through working of a number of contractors will be more effective than frequent use of one contractor. On the other hand, improving the quality of projects could be done by training new employees using skilled and expert employees.

Originality/value

Existence of one-dimensional models (only with qualitative factors or only with quantitative factors) in the context of outsourcing in the past studies has prompted to study different types of factors together as a dynamic model. This paper presents a quantitative and qualitative model in the field of strategic outsourcing with emphasis on human resources and work experience. In the past studies, there was no way to formulate the qualitative factors, and they simply used the data from the organization, and the only formulation in their works was based on quantitative factors. But in this study, both factors with dynamic modeling have been formulated.

Details

Kybernetes, vol. 49 no. 9
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 1 January 1997

Christopher Gleiter and Brian H. Kleiner

In America the non‐union employment relationship is defined by the rigid doctrine of employment‐at‐will. It is thought to have evolved from the master‐servant relationship which…

Abstract

In America the non‐union employment relationship is defined by the rigid doctrine of employment‐at‐will. It is thought to have evolved from the master‐servant relationship which was a personal relationship. With the emergence of industrialisation in the nineteenth century, the personal relationship was essentially replaced by a commercial relationship. This commercial relationship needed definition commensurate with the definition of tasks and responsibilities within the factory's structured management and assembly line type processes. By 1877, employment‐at‐will became a generally accepted position in the American courts. “This doctrine embraces a rule declaring that employment for an indefinite term may be terminated at any time for any reason or for no reason by either the employee or the employer without legal liability” (Seidman, 1993:44). “Bosses could fire workers for any reason — as long as the firing is not discriminatory or retaliatory” (Iwata, 1994).

Details

Managerial Law, vol. 39 no. 1
Type: Research Article
ISSN: 0309-0558

Article
Publication date: 7 November 2016

Camille Signoretto

The purpose of this paper is to study the implementation of a new open-ended contract termination in 2008 in France, called the rupture conventionnelle (RC), which is a mutually…

Abstract

Purpose

The purpose of this paper is to study the implementation of a new open-ended contract termination in 2008 in France, called the rupture conventionnelle (RC), which is a mutually agreed contract termination. More precisely, this paper analyses first the impact of the RC on the employers’ termination decisions (termination or not?). Then it seeks to provide empirical evidence of a substitution between the RC and other contract terminations (if there is termination, what types?).

Design/methodology/approach

The approach is first empirical. The author uses two matched firms’ data sets: one relating to the movement of employees and other from accounting data from 2006 to 2009. Using a propensity score matching method, the author creates two similar (from observable characteristics) firms’ groups – those that used RC in 2009 and those not. The author compares the evolution of the employment decisions between the two groups between 2008 and 2009 in order to identify the specific effect of the RC in the user firms.

Findings

The results indicate that the introduction of the RC tends to increase workforce exits and does lead to much more job destruction in the user firms, i.e. job destruction would have been weaker in the user firms if the RC had not been implemented. Substitutions with dismissals for personal reasons and for economic reasons also may have appeared, albeit weakly.

Originality/value

The RC seems an important measure to make the labour market more flexible, especially in France where EPL is often criticize for its rigidities. But few studies analyse the consequences of this new institutional rule on firms’ behaviour and with firms’ data set. Then this paper provides first some understanding and assessment of the economic effects of the RC.

Details

International Journal of Manpower, vol. 37 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 20 July 2020

Khahan Na-Nan, Suteeluck N. Kanthong and Auemporn Dhienhirun

The turnover intention (TI) is a very challenging concept for an organisation, but there are seemingly not many instruments around to measure TI. The purpose of this paper was to…

Abstract

Purpose

The turnover intention (TI) is a very challenging concept for an organisation, but there are seemingly not many instruments around to measure TI. The purpose of this paper was to develop and validate an instrument to measure the TI concept of Generation Y in Thailand.

Design/methodology/approach

Ten questions were developed as an instrument to measure TI based on previous concepts and theories and verified using exploratory factor analysis, confirmatory factor analysis and convergent validity.

Findings

Three dimensions were proposed to measure TI including aspects of intention to quit, turnover thinking and opportunities for new job with excellent reliability at 0.811, 0.837 and 0.830, respectively.

Originality/value

A measurement scale to assess TI of Generation Y salespeople has never been studied in Thailand. The measurement scale was proved to be valid and will enable human resource officers, divisions and companies to accurately analyse the level of employee TI. This instrument can help educators and researchers to better understand and comprehend factors of employee TI.

Details

International Journal of Organizational Analysis, vol. 29 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 1 December 2021

Chao-Hsing Lee and Chien-Wen Chen

Though there are still political turbulences, the economic cooperation between mainland China and Taiwan is inseparable. Cooperation between enterprises on both sides has become…

Abstract

Purpose

Though there are still political turbulences, the economic cooperation between mainland China and Taiwan is inseparable. Cooperation between enterprises on both sides has become more frequent. Studying the similarities and differences between employees in Cross-Strait enterprises can contribute to human resource management. This paper aims to study the cultural difference between employees of mainland China and in Taiwan when facing psychological contract violations.

Design/methodology/approach

A total of 811 valid sample questionnaires were taken from Cross-Strait private enterprise employees. This research adopted partial least squares-structural equation model statistical analysis as an empirical research evaluation.

Findings

This study finds that psychological contract violation has a significant positive impact on turnover intention and a significant negative impact on organizational citizenship behavior (OCB) in the Chinese context. There exist cultural differences between the employees of mainland China and Taiwan. When facing psychological contract violation, it is found that employees from Taiwan are more likely to have a strong turnover intention but still keep higher job performance. Employees from mainland China are found to be more likely to have higher OCB.

Originality/value

The originality of this research lies in establishing a stronger theoretical model to understand employee behavior. This paper verifies the validity of this model under the Chinese context. Moreover, this paper verifies the cultural difference between Cross-Strait employees.

Details

Chinese Management Studies, vol. 17 no. 1
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 1 April 1988

Jo Carby‐Hall

Judging from the enormous amount of case law which has taken place on unfair dismissal claims since its initial introduction by the Industrial Relations Act 1971, this branch of…

Abstract

Judging from the enormous amount of case law which has taken place on unfair dismissal claims since its initial introduction by the Industrial Relations Act 1971, this branch of the law of dismissal has proved more popular than the common law of wrongful dismissal which, though significantly less sought after, is still of importance in certain circumstances. The implications and functions of the law of wrongful dismissal have already been treated. Nothing further need be added; the reader is therefore referred to the appropriate monograph.

Details

Managerial Law, vol. 30 no. 4
Type: Research Article
ISSN: 0309-0558

Content available
Article
Publication date: 24 August 2010

Philip Paget

813

Abstract

Details

Strategic Direction, vol. 26 no. 9
Type: Research Article
ISSN: 0258-0543

Article
Publication date: 1 January 2010

Jian Qiao

The purpose of this paper is to study the changing perspectives of Chinese trade unions towards labour rights and interest, through exploring the nature of Chinese trade unions…

1167

Abstract

Purpose

The purpose of this paper is to study the changing perspectives of Chinese trade unions towards labour rights and interest, through exploring the nature of Chinese trade unions from the aspect of shop stewards, or enterprise union cadres. These opinions can explain the nature and orientation of unions towards representation and rights protection for workers.

Design/methodology/approach

This paper is based on a survey of 1,811 enterprise union chairpersons, which is analysed by variable interaction analysis through statistical package for social sciences.

Findings

Enterprise trade unions have realised the importance of labour representation and are willing to undertake actions for labour rights and interests in the companies. Enterprise union cadres tend to change the union for more autonomy and effectiveness in safeguarding collective labour rights at the workplaces. The enterprise union chairpersons have been learning how to use this multiple role of the Chinese trade union for pursuing the rights and interests of their own members. However, for shop stewards, it is essential for their unions to focus on inside‐company issues, rather than allocating energy or attention to outside issues, which are the duty of upper‐level unions.

Research limitations/implications

Over half of the survey, companies are either state‐owned enterprises or small‐ and medium‐sized enterprises. This undermines the credibility of this research for explaining the situation in all kinds of companies in China. Meanwhile, the survey collects opinions and judgements from the enterprise union chairpersons, while ignoring those of the company managers and workers. This biased perception can then only present the minds and behaviour orientations of the union at the enterprise level.

Originality/value

This paper offers a pioneer study on shop stewards in the Chinese workplace through a large sample survey.

Details

Employee Relations, vol. 32 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

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