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This paper aims to understand the impact of the job switching behavior on different stages of the communities of practice’s life cycle. Job switching has been viewed from both positive and negative point of views, and its impact on certain organizational factors might be found in literature. Job switching/job hopping behavior of an individual might be fueled by socio-economic factors as well as fun, but it has serious implication for the companies. But an understanding of how this new employee might influence the communities of practice, given which stage is the community in, is something that has not been studied yet. This work is an attempt in that direction.

Using integrative review technique, this paper forwards a conceptual framework based on the literature reviewed and builds a model using an understanding of the nuances of each stage of the life cycle of communities of practice.

The model proposes the impact of switching on each stage of the life cycle of communities of practice. It is observed that at each stage a new entrant who is a “job hopper” might either help or hinder the progress of a community of practice.

This paper gives a new impetus to the research on communities of practice in contemporary perspective. The model proposed could be tested using data from real communities of practice. This paper limits itself to the proposal of the model and does not engage in testing it.

Organizations and managers may use the model to understand how a new entrant to the organization will complement the existing life cycle phase of the communities of practice within.

The conceptual model proposed is unique in its context of job switching behavior and its effect on communities of practice. Research on communities of practice from this contemporary perspective might bring important research directions in future.

This paper aims to determine the optimal date for an employee to initiate the pension payments from the New Zealand Government Superannuation Fund (GSF), through retirement or job shifting.

The paper uses discounted cash flow methods in conjunction with mortality tables, inflation estimates and a range of values for the yield on inflation-adjusted bonds in New Zealand.

The paper finds that, if job shifting is costless, then the optimal exit date is between 60 and 65. If job switching is costly, then this paper determines the effective salary reduction arising from continuing to work at the GSF-associated job beyond the optimal job switching age under costless job switching, arising from the adverse impact on the present value of the pension benefits, so as to assist in deciding when to switch jobs or retire. These effective salary reductions are small below 65 but rapidly rise after that, thereby significantly discouraging work much beyond age 65.

This paper assists GSF members to determine when to switch jobs or retire.

Using administrative data from the Spanish Social Security Administration, the purpose of this paper is to analyse the nature and stability of job matches starting during the economic boom in 2005 and during the recession in 2009.

The authors compare the individual, job, and firm characteristics in the two samples and estimate a competing risk model distinguishing job-to-job, job-to-unemployment, and other transitions.

The authors find that job-to-job transitions are pro-cyclical, while unemployment transitions are counter-cyclical. Individuals most affected by the economic crisis tend to be young males, living in regions with high unemployment rates, with low qualifications and working in manual occupations (particularly construction), and (especially Spanish speaking) immigrants.

The positive relation between job stability and firm size is stronger during the recession than during the boom.

The purpose of this paper is to examine the relationship between the purchase of insurance and economic growth among agricultural households.

Using survey data of the agricultural sector obtained from China over two years, the authors highlight the effect of job switching between farm and non-farm activities on the demand for insurance by applying the difference-in-differences and triple differences methodologies.

The results show that compared with farm income, non-farm income is associated with an increased (decreased) demand for insurance among households in Eastern (Western) China. The inequality in degree of economic development between the regions plays an important role in this finding. Both education and income exhibit a positive relationship with insurance demand for most regions. In addition, in 2007, regardless of farm or non-farm sector, switches are (except in the northeast region) associated with a significant increase in insurance expenditures. Households who switched from the farm to non-farm sector in 2007 are significantly negatively associated with insurance expenditures in the western region.

Inequalities in the degree of economic development play an important role in insurance consumption.

The authors assess the determinants of insurance market development in the agricultural sector in China, characterized by inter-regional disparities in economic development.

Retaining critical knowledge is relevant for all organizations, knowledge-intensive ones in particular. Failure to do so can, in the worst case, lead to an organization being unable to act. Acknowledging the role of context in this regard, the purpose of this paper is to examine knowledge retention (KR) in the banking sector of a developing country. A particular focus is placed on exploring various contextual factors that influence the retention of critical knowledge taking into consideration the setting.

Following a qualitative research design, semi-structured interviews were conducted with senior managers from private and public banks in Pakistan. Thematic analysis was used to analyze the data.

The findings suggest that the existence of a collectivist society, gender differences, few job opportunities, power distance and the late IT Boom are vital factors to be considered regarding KR in the setting studied. The findings are summarized in a conceptual framework that highlights critical factors of KR to be studied in a broader context and which are viewed as relevant for informing future research in this underdeveloped area of knowledge management (KM).

The data were collected from a small number of individuals working in different banks in only one country. Future studies should consider research designs across multiple organizations involving more people representing different roles, functions and age groups.

Existing KM research has emphasized the role of context while research on KR is underdeveloped in this regard. By exploring different contextual factors this study advances current understanding in the KM domain.

This study examines employment dynamics of youth in the central highlands of Guatemala. It is during late adolescence and early young adulthood that rural youth explore and settle into occupational structures that often define their economic lives and the region’s economic outlook. However, the occupational orientations of this group are poorly documented.

The study used a combination of qualitative and quantitative methods. A three wave longitudinal design with six-month intervals was implemented. Households were identified using random sampling based on household maps. Two individuals per household were interviewed, a female adult and a younger woman/man between 15 and 25 years old in 451 households. In-depth interviews also were conducted with 25 individuals.

Youth occupational choices were associated not only with their health, income, and standing in their household, but also their self-image, sense of independence, and control. Nonfarm jobs were found to be most attractive to youth, who identify them as more “modern” and urban jobs. The study documents shifts from farm to nonfarm jobs, gender dynamics, the impact education has on jobs for youth, and health correlates of employment and unemployment.

Most characterizations of employment patterns in rural areas of Guatemala focus on the “head of household,” while overlooking the diverse job activities of other members of the household. The study not only addresses a population that is often understudied but also provides a longitudinal perspective to understand job switching and youth ideas of a “good” and “better” job.

Research on job precarity and job instability have largely neglected the labor market trajectories in which these employment and non-employment situations are experienced. This study addresses the mechanisms of volatility and precarity in observed work histories of labor market entrants using the National Longitudinal Survey of Youth of 1997. Several ideal-typical post-education pathways are modeled for respondents entering the labor force between 1997 and 2010, with varying indicators and degrees of precarity. A series of predictive models indicate that women, racial-ethnic minorities, and lower social class labor market entrants are significantly more likely to be exposed to the most precarious early careers. Moreover, leaving the educational system with a completed associate’s, bachelor’s, or post-graduate degree is protective of experiencing the most unstable types of career pattern. While adjusting for these individual-level background and education variables, the findings also reveal a form of “scarring” as regional unemployment level is a significant macro-economic predictor of experiencing a more hostile and turbulent early career. These pathways lead to considerable earnings penalties 5 years after labor market entry.

The main purpose of this paper is to analyze the effect of fairness psychology on the motivation and behavior that drives managerial entrenchment. The paper also provides a theoretical basis to set up an effective incentive and restraining mechanism for corporations.

This paper conducts an experiment to investigate the effect of fairness preference on managerial entrenchment in enterprises.

The results of the experiment show that managers are very concerned about fair payoffs, i.e. the comparison of the principals’ earnings with managers’ market average levels of pay. The worse managers’ fairness preference becomes, the greater are the degrees of managerial entrenchment exhibited. In addition, a large payoff gap between managers and principals produces a higher sensitivity in high-ability managers, while a large payoff gap between managers and managers elsewhere in a market leads to a higher sensitivity in low-ability managers.

This paper provides new insights into incentives and constraints affecting the behaviors of managers at the corporate board level. Maintaining equity between managers’ payoffs, principals’ earnings and managers’ market average pay levels can restrain both the entrenchment behavior of managers caused by unfair psychology and also the increasing costs of staff switching jobs, thus producing greater profits for companies.

Employees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees.

We rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives.

Findings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs.

This paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.

The purpose of this paper is to investigate how emotional experience factors affect the obligation-related commitment. The emotional experience factors consist of positive factor, job satisfaction and negative factor, and emotional exhaustion from the study of Wong and Tay (2010); both facets have been studied with affective commitment but yet lack of study about normative commitment. Affective and normative commitments are both components of organizational commitment; while affective commitment refers to the intention of keeping the position because of the desire but not by any other attachment, whereas normative commitment is defined as staying for the reasons related to obligation. Also, by applying withdrawal construct of validation of job-hopping behavior, a connection was constructed between normative commitment and the two separated motives of job-hopping behavior, advance motive and escape motive (Lake et al., 2017).

To achieve such objectives, quantitative research is implicated using the primary data collected from online and offline surveys from employees who are currently working in many information technology (IT)-related companies in Ho Chi Minh City. As for analyzing tactic and method, SmartPLS software is applied to ensure the reliability and validity of the factors as well as confirming the significant and developing the hypotheses from the proposed construct.

The findings reveal the significant affect from workplace escape motive that leads to the behavior of job hop, but not from the career enhancement. The result also revealed the effect of indebted obligation when most of the employees maintain the low level of normative commitment and the proper increase in emotional exhaustion and job satisfaction can help to improve the normative commitment of such employees.

This study makes its contribution and recommendations to human resource management in IT industry.