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1 – 10 of 410Jiali Fang, Yining Tian and Yuanyuan Hu
The purpose of this study is to examine the relationship between the corporate social responsibility (CSR) performance of job-hopping executives at their former and subsequent…
Abstract
Purpose
The purpose of this study is to examine the relationship between the corporate social responsibility (CSR) performance of job-hopping executives at their former and subsequent firms.
Design/methodology/approach
We conduct regression analyses using a sample of firms listed on the Shanghai and Shenzhen Stock Exchanges from 2010 to 2020 to examine whether CSR performance is similar from one firm to the next as executives switch jobs.
Findings
We find a positive relationship between the CSR performance of former and subsequent firms under job-hopping executives. This relationship is the strongest in the year of the job switch; it weakens in the second year and eventually disappears in the third year. In addition, we show that this relationship benefits different CSR stakeholder groups and is contingent on executive and subsequent firm attributes and job-hopping characteristics. Furthermore, we demonstrate that firms that hire a new chief executive officer from a firm with a strong track record in CSR, the new firm experiences a significant surge in CSR performance compared with firms that do not experience such a shock.
Practical implications
This study has implications for executive hiring decisions.
Originality/value
This study extends the understanding of CSR determinants through the lens of inter-organisational ties associated with job-hopping executives.
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Jia Fang Siew, Siew Chin Wong and Chui Seong Lim
The purpose of this paper is to determine the relationships between learning opportunities, person-organization fit, self-directedness career attitude and job hopping among…
Abstract
Purpose
The purpose of this paper is to determine the relationships between learning opportunities, person-organization fit, self-directedness career attitude and job hopping among generation Y employees in Malaysian small medium enterprise (SME) service sectors.
Design/methodology/approach
Research data was gathered from a sample of 203 generation Y employees from SME service sectors in Malaysia. Partial least squares structural equation modelling is used to perform the data analysis in the present study.
Findings
The results demonstrated that person-organization fit and self-directedness career attitude correlates significantly with job hopping among generation Y employees. However, there is no significant relationship between learning opportunities and job hopping.
Research limitations/implications
This study provides an empirical framework for explaining the job hopping among generation Y employees in SME service based on the review of related careers.
Originality/value
This study offers new insights into the predicting factors of job hopping among generation Y employees in the Malaysian context specifically.
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Hoang-Phu Nguyen and Hoai-Nam Le
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…
Abstract
Purpose
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).
Design/methodology/approach
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.
Findings
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.
Originality/value
This study makes its contribution and recommendations to human resource management in IT industry.
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Kelly Steenackers and Marie-Anne Guerry
The purpose of this paper is to analyze the determinants of job-hopping. More specifically, the authors investigate the effect of age, gender, educational level, organizational…
Abstract
Purpose
The purpose of this paper is to analyze the determinants of job-hopping. More specifically, the authors investigate the effect of age, gender, educational level, organizational size and sector on the job-hop frequency.
Design/methodology/approach
Due to a lack of an existing appropriate measure of job-hopping, the authors introduce a new measure, namely, the job-hop frequency. Based on the data collected from a survey in Belgium, a linear regression analysis is performed.
Findings
Through an empirical analysis, the authors show that age is negatively related to the job-hop frequency. Gender moderates this relationship. Therefore, the analysis supports the view that young women tend to job-hop significantly more than young men, but as they age, women are significantly more likely than men to remain within the same company. Furthermore, the authors find that the educational level has no influence on the job-hop behavior, indicating that having more job alternatives does not necessarily result in actual job-hop behavior. Both the sector and the size of the organization are found not to be significantly related to the job-hop frequency.
Practical implications
This research provides human resource managers more insight into the job-hop behavior of employees and offers some useful suggestions for their retention management.
Originality/value
Existing literature on turnover is very extensive, but literature on job-hopping remains rather underexplored. Therefore, the study extends previous research on voluntary turnover and job mobility by focussing on job-hopping in particular.
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Sharjeel Saleem and Beenish Qamar
It is believed that dissatisfied employees are more likely to leave, but research shows that satisfied employees also do not necessarily stay. It is important to understand why…
Abstract
Purpose
It is believed that dissatisfied employees are more likely to leave, but research shows that satisfied employees also do not necessarily stay. It is important to understand why employees leave. Therefore, the purpose of this paper is to investigate empirically the antecedents of turnover intention and job hopping, simultaneously, in Pakistani universities. It investigates the impact of perceived alternative employment, job satisfaction and job involvement on turnover intention and job hopping behavior, with organizational commitment as a mediator.
Design/methodology/approach
The variables were measured through established questionnaires and the results were analyzed through structural equation modeling on a sample of 250 faculty members from both public and private universities.
Findings
Results revealed that faculty members do not intend to leave or hop jobs if they are satisfied with their jobs and this relationship is mediated by organizational commitment. Perceived alternative employment also showed a positive relationship with employees’ intentions to quit; while faculty members would job hop, if not satisfied, despite lacking substantial alternative employment opportunities.
Practical implications
Research reveals that employee retention, even in developing countries, is not just about money. Rather, the satisfaction that a person gets from his/her job or the environment in which the employee works serves as a significant antecedent of employee retention. Thus, accordingly some well-planned perks and rewards can serve as a source of extrinsic as well as intrinsic motivators.
Originality/value
This study has investigated the impact of job satisfaction, job involvement, perceived alternative employment, organizational commitment, turnover intention and job hopping along with the dimensions of job satisfaction and organizational commitment in a simultaneous manner through structural equation modeling. It will correspondingly add worth to the discussion in the literature about reasons of employee turnover and job hopping behavior within the specific context of Pakistani universities because there are no official statistics available regarding the number of faculty members leaving or job hopping among various universities. In addition, not much work has been done in this regard, therefore, it shall also provide the basis for future research studies.
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Nceba Ndzwayiba, Wilfred Isioma Ukpere and Melissa Steyn
The purpose of this paper is to critically examine the facticity of the dominant construction of black professionals as job hoppers that derail workforce reforms in corporate…
Abstract
Purpose
The purpose of this paper is to critically examine the facticity of the dominant construction of black professionals as job hoppers that derail workforce reforms in corporate South Africa particularly in leadership roles.
Design/methodology/approach
Historical literature review was conducted to trace the genesis of the alleged racialised job hopping phenomenon. Melissa Steyn’s (2015) idea of Critical Diversity Literacy was also applied to critically examine the implicit power dynamics, strengths, limitations and biases involved in the construction, valorisation, circulation and contestation of this dominant narrative.
Findings
The authors found the popular racialised job hopping phenomenon to be an overgeneralisation that lacks credible evidence. It ignores multiple variables that are crucial in studying employee turnover behaviour.
Research limitations/implications
The paper is conceptual. It is mainly based on critical literature reviews. Empirical studies could be undertaken within this domain in the future to confirm or disconfirm some of the findings of this paper.
Practical implications
These allegations are emblematic of the endemic systemic racism in South Africa’s corporate labour market that remains an enclave of whiteness.
Social implications
Race is a highly contentious phenomenon and a major field of social inequality. Black bodies confront numerous challenges that undermine their human rights and opportunities to participate meaningfully in society and the economy. This paper calls for organisations to play an active role in healing racial divisions and building social cohesion by critically examining, challenging and changing discourses that propel inequality.
Originality/value
By addressing one of critical socio-economic and political issues confronting the world’s most unequal society, the paper hopes to stimulate healthy debate that can bring real change for marginalised groups in workplaces.
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Periodic economic instabilities and structural changes in the labour market have given rise to a variety of forms of job insecurity. This article compares the scarring effects of…
Abstract
Purpose
Periodic economic instabilities and structural changes in the labour market have given rise to a variety of forms of job insecurity. This article compares the scarring effects of different forms of job insecurity on future employment chances, and how they vary across education groups.
Design/methodology/approach
Using a sample of real vacancies and data collected in a vignette experiment with employers in Switzerland, a country with a strongly developed vocational education and training (VET) system, this article investigates how employers evaluate a period of unemployment, job hopping and work experience in deskilling jobs when hiring candidates.
Findings
The findings reveal that work in deskilling jobs is by far more scarring than unemployment or job hopping. The study also demonstrates that applicants with upper secondary vocational education are impacted the greatest by all three forms of job insecurity.
Originality/value
The study makes use of real vacancies. While experiments have the strength of high internal validity, most experimental studies in recruitment research rely on students as respondents. As this study works with real employers hiring for positions it benefits from high external validity.
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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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Practical implications
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.
Originality/value
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.
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Sarah Leidner and Simon M. Smith
This paper aims to explain that job‐hopping has become more common in recent years, partly because of globalization, greater short‐termism, shortened product life‐cycles and…
Abstract
Purpose
This paper aims to explain that job‐hopping has become more common in recent years, partly because of globalization, greater short‐termism, shortened product life‐cycles and growing and vanishing markets.
Design/methodology/approach
The paper provides the results of a survey of four chief executives from the metalworking industry, and one from a four‐star hotel within a management center, to back up claims that training is helping to discourage employees from job‐hopping in rural south Germany.
Findings
The paper claims that job‐hopping may be more of a problem in urban than in rural areas, among lower‐paid employees and among people working in fast‐growing economies.
Practical implications
The paper highlights some of the advantages firms can gain if their employees stay for longer than the average 3.3 years.
Social implications
The paper reveals that numerous German organizations strive to train a certain number of young people – often more than required for the company – and develop key skills within the employment market. This includes an agreement with unions to employ these trainees for a minimum of 12 months after the training period is completed.
Originality/value
The paper reveals that the cost of replacing an employee is, on average, between 100 percent and 125 percent of his or her annual salary, so retention is financially important.
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Laurent Giraud, Alain Bernard and Laura Trinchera
The purpose of this paper is to investigate the early career values and individual factors of objective career success among graduates from a top-tier French business school.
Abstract
Purpose
The purpose of this paper is to investigate the early career values and individual factors of objective career success among graduates from a top-tier French business school.
Design/methodology/approach
The authors conducted a quantitative analysis of 629 graduates classified in three job markets according to income: the traditional business market, the alternative market and the high-potential business market. The graduation dates span a period of 12 years before the 2008 Recession.
Findings
The findings suggest that membership of each job market is associated with distinct early career values (when choosing/leaving the first job). Moreover, the authors confirm that the presence of a mentor, international experience, job-hopping and gender, all affect objective career success.
Practical implications
The paper discusses implications for business career development and higher business education.
Originality/value
The originality of this study lies in the identification of the individual factors of objective career success among French business graduates and the links between objective career success and early career values.
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