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This is a cross‐section study of the inter‐industry variation in male and female turnover in UK manufacturing in 1968, this date being constrained by the availability of appropriate data for use in the statistical analysis. The number of discharges over four weeks, expressed as a percentage of the number employed at the beginning of the period, is published by Minimum List Headings (MLH) on a quarterly basis. The annual rate of turnover was estimated by taking an average of the quarterly observations and multiplying by 13. This shows a wide variation between MLHs. In 1968, the annual male turnover rate was lowest at 8.5 per cent in Mineral Oil Refining (262) and highest at 77 per cent in Jute (415). Similarly the female rate ranged from 12.4 per cent in Mineral Oil Refining to 81.9 per cent in Fruit and Vegetable Products (218). Moreover, the frequency distribution presented in Table I suggests that turnover was an apparently serious problem. About one‐third of the MLHs had an annual rate of male turnover of between 30 and 40 per cent, while in nine branches of manufacturing the rate of leaving exceeded 50 per cent. The male turnover rate across all manufacturing was 29.9 per cent. Turnover is clearly greater among females. Seven in every ten MLHs had a female rate in excess of 40 per cent, and the average for all manufacturing was 48.1 per cent.

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.

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).

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.

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.

Applied research shows higher wages are associated with lower mobility at the establishment level. A usual interpretation is that high pay decreases labour turnover. The purpose of this paper is to test if such relationship holds for every type of worker in every type of firm.

The analysis is based on a linked employer-employee panel dataset covering the French private sector from 2002 to 2005. The authors compute establishment wage effects and use them as explanatory variables in labour mobility equations (for churning rate and quit rate). Using spline regression models enables to investigate for potential non-linearities.

The authors show that the relationship between churning rate and wage is non-linear and has the shape of an inverted J: the relation is negative and intense for establishments with low wage effect, weaker for average paying establishments and even becomes positive for very high-paying ones. This is true whatever the skill group of workers. It is also true for large establishments while the relationship is still negative but linear for small ones. The relationship between wages and quit rates has a strikingly similar pattern. This suggests that the link between churning and establishment wage effect is strongly related to quit decisions.

A possible interpretation of our results is that paying higher wages may be an effective stabilizing tool especially for employers in small establishments and when starting wages are relatively low.

The paper is the first to decompose the relationship between wage and mobility. It shows the relationship differs across establishment size and is not linear. The paper also shows quits play a role in this relationship.

Despite a growing literature on human resource management (HRM) in emerging economies, evidence from Pakistan is limited. There is scant information on both the human resource (HR) practices that indigenous workplaces adopt and their associations with HR-related outcomes. The purpose of this paper is to fill that gap by examining whether universalistic assumptions about the applicability of “high-performance” HR practices are valid in Pakistan, a country with religious values and organizational traditions that differ to those in the west.

This study draws on the, to date, most comprehensive survey of indigenous establishments in Pakistan. The authors use logistic regressions to analyze the data.

Workplaces, in general, adopt several “high-performance” HR practices, such as extensive training, career breaks, rigorous pre-employment candidate assessment, and the sharing of strategic information with employees. Attitude surveys and the provision of training in a variety of jobs to non-managerial employees are consistently associated with better HR-related outcomes (absenteeism, quit rates, and labour productivity). Overall, the paper finds some limited support for the applicability and efficacy of high-performance HRM practices in Pakistan. Such practices conform to Islamic principles. The results also indicate, however, that cultural traits play a role in how those practices are implemented.

Increased adoption of certain HR practices by establishments in Pakistan may help to improve the working conditions and employment prospects of employees and may also ameliorate the country’s sluggish economic growth rates.

HRM in Pakistani establishments has received relatively scant attention. Existing research either focuses on a relatively small number of firms, assesses HR in MNC subsidiaries, or examines a limited range of HR practices. Understanding the HR practices that are (and are not) adopted and their associations with performance outcomes will not just enhance the knowledge of HR in emerging economies, but will also provide insights into how to improve establishment performance and economic growth rates.

Presents a feasibility study on the American Lung Association’s new teenage smoking cessation programme, Not On Tobacco (N‐O‐T). Examines participant and facilitator reactions to N‐O‐T, facilitator training, recruitment, participant attendance and retention, and immediate post‐programme efficacy. Programme efficacy was assessed by comparing the quit rates and mean cigarette reduction of high school smokers who received N‐O‐T with those receiving a brief intervention. Findings regarding programme acceptability, facilitator training, recruitment, and attendance and retention were consistently positive. Evaluation data suggested that N‐O‐T is “user friendly” and acceptable for use in school settings. The programme had a significant impact on both quitting and smoking reduction, and furthermore, appeared to be effective for males and females and for young people from different geographic areas.

The purpose of this paper is to investigate the relationship between workplace factors and the intentions of police officers to quit their current department.

Data from a survey of Baltimore officers, designed to examine the relationship between police stress and domestic violence in police families were used. Using multivariate regression analysis, the authors focus on the officers' stated intentions to look for alternative employment, with proxies for social and workplace factors.

Higher levels of cooperation (trust), interactional justice and work‐life‐balance reduce police officers' intentions to quit. While high levels of physical and psychological strain and trauma are not correlated with intentions to quit.

A discernible limitation of this study is the age of the data analyzed and that many changes have occurred in recent times (policing and social). It would be of great interest to repeat this study to gauge the true effect.

There are policy implications for retention and recruitment: it may possible to decrease the ethnic and gender gaps, through identifying officers at risk and creating programs to hold existing minorities, recruit more, whilst maintaining a strong, happy and healthy department.

This study examines the impact of workplace factors on quitting intention for police officers. It is demonstrated that social capital, fairness and work‐life balance are moderators for quitting, adding to the literature on worker retention, as little research has been done using multivariate analysis on quitting intentions.

Presents findings from the pilot study of a gender‐sensitive adolescent smoking cessation programme called Not On Tobacco (N‐O‐T). N‐O‐T is a school‐based programme designed to help teenagers stop smoking or reduce cigarette use among those who are unable to quit completely. A total of 29 adolescents from three high schools in West Virginia participated (19 females and 10 males ranging between 14 and 18 years old). Smoking abstinence was measured using self‐report and was verified by exhaled carbon monoxide (CO) readings. At three months post baseline, total abstinence for programme participants was 22 per cent and reduction rates ranged from 30 per cent to 96 per cent. At four months post‐baseline, 44 per cent of the boys and 14 per cent of the girls reported being smoke free. Findings from this pilot study suggest that N‐O‐T warrants further investigation and redesign with emphasis on more highly prescribed, gender‐sensitive intervention strategies. Consequently, a completely new programme has been developed and is currently being evaluated.

This study is concerned with the relationship between industrial structure and labour turnover. In particular, the question considered is whether there is any relationship between the degree of competitiveness in an industry, as measured by the concentration ratio, and the number of quits, here defined as the number of voluntary and involuntary discharges per 100 employees.

This paper aims to overview the need for tobacco harm reduction, the consumer products that facilitate tobacco harm reduction and the barriers to its implementation. The worldwide endemic of tobacco smoking results in the death of over seven million smokers a year. Cigarette quit rates are very low, from 3%–12%, and relapse rates are high, from 75%–80% in the first six months and 30%–40% even after one year of abstinence. In addition, some smokers do not desire to quit. Cigarette substitution in tobacco harm reduction is one strategy that may reduce the burden of morbidity and mortality.

This review examines the displacement of smoking through substitution of non-combustible low-risk products such as snus, heated tobacco products and e-cigarettes.

Toxicological testing, population studies, clinical trials and randomized controlled trials demonstrate the potential reductions in exposures for smokers. Many barriers impede the implementation of product substitution in tobacco harm reduction. These products have been subjected to regulatory bans and heavy taxation and are rejected by smokers and society based on misperceptions about nicotine, sensational media headlines and unsubstantiated fears of youth addiction. These barriers will need to be addressed if tobacco harm reduction is to make the maximum impact on the tobacco endemic.

This review provides the rationale for tobacco harm reduction, evaluates the current products available and identifies the barriers to implementation.

Against the backdrop of a competitive hiring market and historically high rates of quitting, the current research examines a factor that could support talent retention in organizations: employees’ feelings of connectedness to their top executives. The authors examined the relationship between workers’ feelings of executive connectedness and job attitudes relative to other antecedents and its predictive power for quitting over and above manager and team connectedness.

In Study 1, the authors measured the relative predictive power of executive connectedness, along with 14 other antecedents, for the outcome of job attitudes in ten samples totaling over 70,000 observations, including two longitudinal samples. In Study 2, the authors used path analysis to test the relationship between executive connectedness and actual quitting, controlling for workers’ feelings of connectedness to their manager and teammates, in two (related) longitudinal samples.

Executive connectedness was robustly related to concurrent and future job attitudes, and it outranked manager variables in all samples. Executive connectedness predicted quitting, even when controlling for manager and team connectedness; this effect was mediated by job attitudes in one of two samples.

Executive connectedness could be an underutilized resource for understanding and possibly improving employee attitudes and retention. Executives should not delegate all responsibility for employee attitudes and retention to managers.

This research is to the authors' knowledge the first to systematically test the unique predictive validity of employees’ feelings of connectedness to executives for important outcomes. The results suggest that executive connectedness may be an important factor in employees’ workplace experience.