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Article
Publication date: 21 March 2019

Ian Douglas Miles, Veronika Belousova and Nikolay Chichkanov

The literature on knowledge-intensive business services (KIBS) shows them to be major innovators; this is confirmed with recent data, which the authors use to examine the various…

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Abstract

Purpose

The literature on knowledge-intensive business services (KIBS) shows them to be major innovators; this is confirmed with recent data, which the authors use to examine the various types of innovation that KIBS undertake. The implications for employment and work in highly innovative industries are important topics for analysis, not least because we are in a period where dramatic claims are being made as to the implications of new technologies for professional occupations. Thus, this paper aims to address major debates and conclusions concerning innovation patterns in KIBS and the evolving structures of professional and other work in these industries.

Design/methodology/approach

This essay combines literature review with presentation and discussion of statistics that throw light on the patterns of innovation that characterise KIBS. The authors also consider data that concern trends in the organisation of work in these industries; while the focus is mainly on KIBS firms, they also pay some attention to KIBS-like work in other sectors. Even though KIBS are distinctive industries in modern economies, these analyses can be related to more general studies of, and forecasts about, changes in work organisation.

Findings

The authors show that innovation patterns and employment structures vary substantially across different types of KIBS, with the distinction between technological, professional and creative KIBS proving to be useful for capturing these differences. The authors are also able to demonstrate important long- and medium-term trends in the structure and activities of the KIBS industries. In particular, data clearly demonstrate the increasing share of professional as against associate and clerical workers in most KIBS. Evidence also suggests that polarisation trends across the economy are mirrored, and in some cases amplified, in KIBS. The future prospects for employment in KIBS, and for professional work in particular, are seen to involve multiple factors, which together may bring about substantial change.

Research limitations/implications

The study involves literature review and industry-level statistical analysis. Future work would benefit from firm-level analysis and validation and explication of results via consultation with practitioners and users of KIBS. Some puzzling variations across countries and sectors will need to be explored with national and sectoral experts.

Practical implications

Research into KIBS activities, and their future, should make more use of the extensive statistics on employment and other structural features of the industries that have become available in recent years. KIBS firms and practitioners will need to take account of the forces for change that are liable to restructure their activities.

Originality/value

The literature on KIBS has been concentrated on a rather narrow range of issues, while analysis of the current contributions and future development of the industries requires attention to a wider range of topics. This paper suggests how these topics may be investigated and their implications explored and presents results of enquiries along these lines.

Details

foresight, vol. 21 no. 3
Type: Research Article
ISSN: 1463-6689

Keywords

Book part
Publication date: 19 March 2018

Naseem Ahamed and Nitya Nand Tripathi

Change of leadership is a big and important incident in the life of a company. As important as it is for the company, it is equally a difficult decision to make for the board of…

Abstract

Change of leadership is a big and important incident in the life of a company. As important as it is for the company, it is equally a difficult decision to make for the board of directors. Most of the big companies have a committee dedicated toward laying out a succession plan of the existing chief executive officer (CEO). The big dilemma, however, is whether to appoint someone from within the company and let him or her lead as he or she has been associated with the company and knows the internal dynamics better or to induct some outsider and take advantage of his or her expertise/reputation in the market. The balance appears lopsided when the result of this chapter is perused. Companies on an average seem to reap more benefits if an existing executive is promoted to the office of CEO rather than hiring an outsider. The benefits which are talked here from promoting insiders are indirect ones and do not have a direct bearing with the finances of the company. As shown by the results that insiders are more likely to continue with the company for a longer duration as the CEO as well as not as the CEO which defers the hiring and firing costs (screening candidates, conducting interviews, huge severance packages, golden parachutes, etc., are the costs referred to) for a longer period. Other benefits arising from insider CEOs are upfront awareness about the company’s work culture, production/service capacity, efficiency, strategies followed till date, etc., which gives him or her a head start compared to an outsider.

Details

Global Tensions in Financial Markets
Type: Book
ISBN: 978-1-78714-839-0

Keywords

Article
Publication date: 2 November 2023

Benjamin Artz

The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit…

Abstract

Purpose

The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions.

Design/methodology/approach

The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY).

Findings

After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders.

Originality/value

Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.

Details

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

Keywords

Book part
Publication date: 7 December 2021

Nikita Céspedes Reynaga and Nelson R. Ramírez-Rondán

Job finding and separation are not well studied in economies with high labor informality. In this chapter, we contribute to filling the gap in the literature of labor turnover…

Abstract

Job finding and separation are not well studied in economies with high labor informality. In this chapter, we contribute to filling the gap in the literature of labor turnover, proposing a methodology to estimate both indicators in an economy with high informality. To this end, we estimate indicators of job finding and separation rates for Peru's developing economy, in which labor informality stands at 70%. We find that, on average, these indicators in the formal sector are similar to those estimated in developed economies; however, in the informal sector, the calculated indicators are approximately two times higher than those of the formal sector. The two indicators show considerable heterogeneity in the informal sector according to several observable categories; in addition, the separation rate is countercyclical, and the finding rate is procyclical, this cyclicality being greater in the formal sector.

Details

Workplace Productivity and Management Practices
Type: Book
ISBN: 978-1-80117-675-0

Keywords

Article
Publication date: 2 May 2023

Tsukasa Matsuura and Tomohiko Noda

This study aims to investigate the nature of employee associations (EAs) and whether the EAs function as a collective voice similar to enterprise unions in Japanese small- and…

Abstract

Purpose

This study aims to investigate the nature of employee associations (EAs) and whether the EAs function as a collective voice similar to enterprise unions in Japanese small- and medium-sized enterprises by clarifying the differences in the determinants and effects between EAs and unions.

Design/methodology/approach

The authors analyze 2,440 Japanese small- and medium-sized firms for determinants of unions and EAs. Using the bivariate probit model, the authors examine whether EAs complement (a way station to unionization) or substitute for (dampening the desire for unionization) traditional unionization. Furthermore, the effects of EAs and unions on voluntary employee turnover rates are compared.

Findings

The authors' findings regarding EAs are as follows: (1) although owner-managers are averse to both unions and EAs, owner-managers are not as averse to EAs as to unions; (2) EAs reduce the turnover rate to the same extent as unions do and (3) EAs are voice institutions that are less affected by the influence of unions.

Research limitations/implications

The limitations of this study are as follows: (1) the dataset is slightly outdated; (2) due to the absence of panel data, the authors could not capture unobserved time-invariant factors that are the primary sources of endogeneity and (3) to overcome this vulnerability, the authors were able to control for the characteristics of management but not for the characteristics of employees because of a lack of information.

Originality/value

This study clarifies that non-union employee representation (NER) has the unique feature of being neither complementary nor substitutive to unions in Japan's industrial relations. EAs are organized not for union avoidance by employers, but voluntarily by employees without the aim of unionization. The associations have the same function as unions in reducing the turnover rate by resolving employees' grievances as entities independent from management.

Details

International Journal of Manpower, vol. 44 no. 7
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 23 December 2022

Aslı Dolu and Hüseyin İkizler

The purpose of this paper is to explore the impact of earthquakes on the labor market. The authors try to estimate the impact of two major earthquakes (Izmir and Elazig) in Turkey.

Abstract

Purpose

The purpose of this paper is to explore the impact of earthquakes on the labor market. The authors try to estimate the impact of two major earthquakes (Izmir and Elazig) in Turkey.

Design/methodology/approach

In order to analyze the effects of devastating earthquakes in the nearby regions of the province where the earthquake took place, on the labor market, monthly and annual data from the TUIK and ISKUR database will be used. For this purpose, the authors consider the earthquake a natural experiment and employ a Synthetic Control Method (SCM). In addition, the analysis will be carried out using seasonally adjusted data, taking into account the seasonal effects of the monthly data to be used in the study.

Findings

The results show that the impact varies based on the labor market structure of the regions. While the earthquake positively affects the labor market of agriculture-oriented regions, it harms the labor market of nonagricultural-oriented regions.

Research limitations/implications

A major limitation of the study is that we cannot fully separate the impact of Covid-19 from our estimate. The authors believe that Covid-19 overestimates the negative impact of earthquakes on the labor market.

Social implications

Earthquakes have adverse effects on the labor market. The estimation of the earthquake-related costs may provide a useful guide on policy planning and government incentives.

Originality/value

The originality of the study lies in the fact that this is the first study to evaluate how the dynamics of the labor market has changed as a result of the earthquakes that have taken place in Turkey, within the framework of causality.

Peer review

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-08-2022-0568

Details

International Journal of Social Economics, vol. 50 no. 5
Type: Research Article
ISSN: 0306-8293

Keywords

Article
Publication date: 2 November 2015

Mauricio A. Valle, Gonzalo A. Ruz and Samuel Varas

The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation…

Abstract

Purpose

The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation system based on pay-for-performance.

Design/methodology/approach

Data were collected from 125 sales agents of an outbound call center via questionnaires and controlled experiments. Seemingly unrelated equations using maximum likelihood estimation was employed to estimate the proposed model and test relationships.

Findings

Findings show that income expectations (IE) respond to a model of trade-off between value and risk. The sales agents trade off their expected value of performance (i.e. expected income) with RA. Additionally, IE and actual performance of the salesperson have influence on JS with pay with opposite signs.

Research limitations/implications

The results of this research may need to be modified to consider jobs with compensation systems with a higher proportion of fixed component of the wage than the variable component. Also, a broader concept of JS and not just related to the pay, should be considered.

Practical implications

Given the importance of RA in the attitudes of employees in relation to their expectations, the authors believe that it should be necessary and useful to incorporate measures of RA in the process of selection and recruitment for these jobs.

Originality/value

This paper assessed an important element as the RA at the micro level inside of an organization. This element could be very important for job environments with high uncertainty in income that could influence JS via employee expectations.

Propósito

El propósito de esta investigación fue investigar el efecto de la aversión al riesgo sobre la remuneración esperada para agentes de ventas, bajo un sistema de compensación basado en resultados, a través de un modelo de ecuaciones estructurales.

Diseño/metodología/enfoque

Los datos fueron recolectados de 125 agentes de ventas de un Call Center de telemarketing y ventas a través de encuestas estructuradas y experimentos controlados. Se utilizó “Seemingly unrelated equations” utilizando estimación por máxima verosimilitud para estimar el modelo propuesto.

Resultados

Los resultados mostraron que las expectativas de remuneración responden a un modelo de compensación entre “valor y riesgo”. Los agentes de ventas compensan el valor de su desempeño (en términos de remuneraciones esperadas) con su aversión al riesgo. Adicionalmente, las expectativas de remuneración y el desempeño actual del agente, poseen una influencia significativa en la satisfacción con el sueldo, pero con signos opuestos.

Limitaciones de la Investigación/implicaciones

Los resultados de esta investigación debieran ser tomados con cautela, particularmente en trabajos con sistemas de compensación cuya proporción entre el componente fijo y variable del salario es alto. Además, debiera considerarse un concepto más amplio de satisfacción en el trabajo, y no sólo el de la satisfacción con el sueldo obtenido por el agente de ventas.

Implicaciones prácticas

Dada la importancia de la aversión al riesgo en las actitudes de los empleados en relación a sus expectativas, nosotros sugerimos que es posible y útil, incorporar medidas de aversión al riesgo en los procesos de selección y reclutamiento en este tipo de sistemas de compensación.

Originalidad/Valor

Este trabajo evalúa un elemento importante, tal como lo es la aversión al riesgo, a nivel individual al interior de una organización. Este elemento podría ser muy importante en ambientes de trabajo que se caracterizan por tener alta incertidumbre en las remuneraciones, lo cual puede influir en las satisfacción de los empleados, vía expectativas salariales.

Details

Academia Revista Latinoamericana de Administración, vol. 28 no. 4
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 1 June 2015

Mauricio A. Valle, Gonzalo A. Ruz and Samuel Varas

The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from…

Abstract

Purpose

The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from a field survey conducted in a call center.

Design/methodology/approach

The paper formulates a model of employee turnover. First explaining the fulfillment of expectations from initial expectations of the employee (before starting work) and their experience after a period of time. Second, explaining the turnover of employees from the fulfillment of their expectations.

Findings

Some of the variability in the fulfillment of expectations can be explained by the difference between expectations and experiences in different job dimensions (e.g. income levels and job recognition). Results show that the level of fulfillment of expectations helps explain the process of employee turnover.

Research limitations/implications

This work provides evidence for the met expectation theory, where the gap between the individual’s expectations and subsequent experiences lead to abandonment behaviors in the organization.

Practical implications

The results suggest two paths of action to reduce the high turnover rates in the call center: the first, through realistic expectations setting of the employee, and the second, with a constant monitoring of the fulfillment of those expectations.

Originality/value

A statistical model of survival is used, which is appropriate for the study of the employee turnover processes, and its inherent temporal nature.

Propósito

El propószito de este trabajo es proponer un modelo de rotación voluntaria de empleados basado en la teoría de cumplimiento de expectativas y autoeficacia del empleado, utilizando datos de un estudio de campo llevado a cabo en un centro de llamados (call center).

Diseño/metodología

Este trabajo fomula un modelo de rotación de empleados. Primero, explica el cumplimiento de expectativas laborales a partir de las expectativas iniciales (antes de comenzar a trabajar), y las experiencias laborales después de un período de tiempo. Segundo, explica la rotación de empleados a partir del cumplimiento de las expectativas laborales.

Resultados

Parte de la variabilidad del cumplimiento de expectativas laborales puede ser explicado a partir de la diferencia entre expectativas y experiencias en distintas dimensiones del trabajo (por ejemplo, niveles de salario y reconocimientos laborales). Los resultados muestran que el nivel de cumplimiento de expectativas ayuda a explicar el proceso de rotación de empleados.

Limitaciones/implicaciones

Este trabajo porvee evidencia empírica de la teoría del cumplimiento de expectativas, en donde la brecha entre las expectativas individuales y las subsecuentes experiencias, conducen a comportamientos de abandono en la organización.

Implicaciones prácticas

Los resultados sugieren dos distintas vías de acción para reducir la alta rotación de empleados en los centros de llamados. La primera es a través de fijación de expectativas iniciales realistas al empleado, y la segunda, un monitoreo constante del cumplimiento de tales expectativas.

Originalidad/valor

Se utiliza un modelo estadísitico de sobrevivencia, el cual es apropiado para estudios de procesos de rotación, cuya naturaleza es inherentemente temporal.

Details

Academia Revista Latinoamericana de Administración, vol. 28 no. 2
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 7 November 2016

Verena Dill and Uwe Jirjahn

The purpose of this paper is to examine the link between foreign ownership and perceived job insecurity. It takes into account that the link can depend on circumstances and type…

Abstract

Purpose

The purpose of this paper is to examine the link between foreign ownership and perceived job insecurity. It takes into account that the link can depend on circumstances and type of firm.

Design/methodology/approach

The analysis is based on linked employer-employee data from Germany. The data enable us to account for both employee characteristics and firm characteristics. Most importantly, they allow a detailed analysis of moderating influences.

Findings

The estimates show that there tends to be a positive link between foreign owners and perceived job insecurity. The link is specifically strong for foreign-owned firms with high personnel turnover or poor employment growth. It is also stronger if the foreign-owned firm providing managerial profit sharing. However, the link tends to be negative for foreign-owned firms with product innovations.

Originality/value

Econometric examinations on the link between foreign ownership and perceived job insecurity are scarce. The study contributes to the literature by using linked employer-employee data and provides a detailed analysis of interaction effects.

Details

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

Keywords

Article
Publication date: 11 September 2017

Aysit Tansel and Elif Öznur Acar

This paper, the first one to use individual-level Turkish panel data, examines the labor market transitions in Turkey along the formal/informal employment divide. The purpose of…

Abstract

Purpose

This paper, the first one to use individual-level Turkish panel data, examines the labor market transitions in Turkey along the formal/informal employment divide. The purpose of this paper is to contribute to the limited body of empirical evidence available on mobility and informality in the Turkish labor market.

Design/methodology/approach

Toward this end, the authors use Turkish income and Living Conditions Survey panel data for 2006, 2007, 2008 and 2009 to compute the Markov transition probabilities of individuals moving across six different labor market states: formal-salaried (FS), informal-salaried, formal self-employed, informal self-employed, unemployed and inactive. In order to examine the nature of mobility patterns in more detail, the authors then estimate six multinomial logit models individually for each transition adopting a number of individual and employment characteristics as explanatory variables.

Findings

The authors find evidence that mobility patterns are fairly similar across different time spans, the probability of remaining in initial state is higher than the probability of transition into another state for all the labor market states, except for unemployment, there is only very limited mobility into the FS state. Gender, education and sector of economic activity are observed to display significant effects on mobility patterns. The results reveal several relationships between the covariates and likelihood of variant transitions.

Research limitations/implications

This study provides a comprehensive and detailed diagnosis of the Turkish labor market. The market is observed to display a rather static structure throughout the period considered. The results indicate that a well recognition of underlying dynamics may help policy makers to produce various effective tools for addressing informality.

Originality/value

First study to analyze labor market mobility across formal/informal sectors using newly available panel data.

Details

Journal of Economic Studies, vol. 44 no. 4
Type: Research Article
ISSN: 0144-3585

Keywords

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