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The purpose of this study is to explore pre-employment college graduates’ relocation tendencies based on a research framework built upon gender and cultural theories.

Relocation decisions were analyzed based on 208 college graduates enrolled in public universities in Texas, USA.

The relocation decision-making by college graduates differ from that for corporate employees described in previous research. First, the willingness to relocate increases as the college graduates mature. Second, gender difference in the willingness to relocate is non-significant because of the same expected norms for both genders. Instead, psychological gender affiliation, such as self-perceived masculinity, makes a difference in relocation decisions. Third, family-related variables, such as marital status and parenthood, do not influence college graduates’ relocation decisions. Last, cultural groups do not exhibit any overall significant differences.

The findings provide new and complementary knowledge over previous relocation studies.

The findings enhance the understanding of career choices made by college graduates in their early career, offering valuable managerial implications in crafting staffing strategies and improving human resource management for organizations in today’s fast-changing, vibrant multi-cultural environment.

The study is focused on pre-employment relocation decision-making by college graduates from different demographic backgrounds. The study fills a major research void in relocation studies by clarifying the relocation patterns of new employees graduating from college.

Pre‐relocation measures as well as measures collected subsequent to it were used to predict employees’ post‐relocation adaptation in a case where an entire plant relocated its premises. The distance between the old and the new site did not require home relocation, with the result that the change was deemed less of a “family issue” than an essentially work and organizational change. The sample consisted of 176 employees, for whom matched before and after questionnaires were available. Pre‐relocation measures included demographics, justification of management’s decision to relocate, and positive and negative emotional reactions to the move. In addition, measures of perceived changes were taken after the move. The three post‐relocation adaptation measures were work satisfaction, loyalty to the organization, and relocation satisfaction. Findings are discussed in the light of previous findings, although most of that research dealt with individual as opposed to plant relocation, and of very few studies dealing with post‐relocation variables.

Relocation of utilities is a major source of delay in Indian infrastructure projects. This delay is particularly critical in road and bridge construction projects. The purpose of this paper is to identify the various factors and also the interrelationships between the factors which influence the delays in the relocation of utilities.

Case studies were conducted on 11 road and bridge projects in India with varying levels of complexity and size. Factors causing relocation delays were identified using computer aided qualitative analysis methodology. Cognitive mapping technique was used to map the interrelationships between the factors and to identify the critical delay factors.

Factors affecting delays were identified across two groups, namely, technical and organizational factors. The study offers insights into the kinds of interactions of factors that can lead to delays in a project. The critical factors causing delays were identified as slow response from utility agencies, difficulty in identification of underground utilities, lack of information on underground utilities and conflict between agencies.

The limitations of the study are that the interview respondents are not evenly distributed among the type of organizations which may have induced some bias in responses. The impact of the utility relocation delays on the overall project delay has to be detailed further.

The interrelationships between factors has the potential to help the officials of highway department, contractors, utility agencies and others understand how various interactions/linkages of factors contributes to delays in utility relocations. Recommendations are provided for the practical use and to reduce the impact of delays.

Utility relocation has received very little attention in the extant literature and this paper seeks to contribute to knowledge in this area by identifying the linkages between factors and the critical factors of utility relocation delays in India.

Relocation is a significant event in the course of an organization's lifetime. The purpose of this paper is to focus on the impacts that relocation has on the relocating organization itself and to identify the economic, social, and environmental impacts of office occupier relocation.

Drawing from the existing literature on impacts of occupiers' relocation, a conceptual framework for modelling organizational relocation impacts is developed. The literature review is done by a systematic review of the ten most relevant journals within the corporate real estate, property, and facilities sector.

Relocation has various impacts including relocation costs, disruption, employee reactions to change, altered lease attributes, and changed environmental footprint. Further, the changes in productivity, employee satisfaction, employee turnover, organizational dynamics, ways of working, commuting, accessibility for external stakeholders, and organizational culture and image are all possible impacts of organizational relocation.

The identified impacts are limited to office occupiers' short distance relocations. As the paper is conceptual by nature, there is a need for more empirical research on the impacts of relocation. The framework introduced in the article requires testing with experiences of relocated case companies and accordingly, it is to be developed further.

The paper provides central questions that relocating organizations should ask themselves.

Using the perspective of the relocating organization, the paper provides insight into the impacts of relocation from the expanded spectrum of Triple Bottom Line of sustainability. The study is of value to corporate real estate researchers and practitioners.

It is now well recognised by academic and organisational practitioners that the effective management of job changes and relocations will be among the most important tasks facing Human Resource Managers in the 1990s. To cope with the challenges of the 1990s many organisations will have to retain effective, committed, flexible and mobile managerial workforces. Hence, companies, personnel managers and individual employees can all benefit from a clearer understanding of the personal dynamics and outcomes of job changes and mobility. Also, whilst a number of guides to the legal and financial aspects of relocation are now available, none has systematically addressed the personal problems faced by employees, their families and other dependants. Hence, the focus is upon the personal and familial aspects of these dual transitions. The aim is to provide an understanding of the main issues and themes surrounding job changes and the personal side of relocation and provide detailed guides on “good practice” for employers, personnel managers, employees and their dependants.

This paper aims to examine impacts of the poverty alleviation relocation (PAR) program on diet quality of low-income households in China. We explore the impact mechanism of relocation on diet quality and the heterogeneous effects of different relocation modes.

A fixed effects model is constructed using panel data of 1126 low-income households collected over three years in eight provinces of China. The PAR program provides a natural experiment which dramatically changes the living conditions surrounding farmers. We are able to identify the causal effects of relocation on diet quality free from selection bias.

The empirical results show that the PAR program improves diet quality of low-income households and that better market access and increasing incomes induced by relocation play an important role in this improvement. Improved market access significantly reduces the over-consumption of staple foods, whereas higher income significantly reduces the intake divergences of non-staple foods. The impacts of different relocation modes on diet quality are highly heterogeneous.

Our findings indicate that the PAR program benefits diet quality of low-income households through greater market access and increases in total household income. Market improvements and food subsidies are conducive to improving the diet quality of the low income.

Despite widespread evidences of healthy diets being associated with household environments and income, selection bias remains. This paper utilizes an exogenous program to explore the causal impacts of market access and family income on diet quality and to separate their different effects.

Purpose – The purpose of this paper is to illustrate the results of a research mandated by the regional government of Lombardia, Italy. The results identify the criteria used to decide in what situations the relocation from areas subject to high levels of hydrogeological hazards is a viable preventive strategy. Design/methodology/approach – In the first part, the state‐of‐the‐art regarding voluntary relocation from hazardous areas supported by governmental funding and incentives has been described, showing that very few examples are available for reference. Therefore, lessons learned from involuntary relocation have been considered – especially regarding specific strategies that must be designed to address societal needs. In the second part of the article, the criteria developed, to help decision makers decide when and if relocation may be considered a preventive option, are described in detail. Finally, it shows what results have been obtained by applying the criteria to the case of the Lombardia region. Findings – Four sets of criteria were proposed, shaped according to different geographical scales and to different demands, recognizing that relocation is a rather extreme solution that must be carefully evaluated and proposed to interested parties and citizens. Those criteria have been applied to assess some specific cases in the Lombardia region, and to identify potential candidates for relocation in the whole region, by querying a complex database that was prepared – integrating layers representing hydrogeological hazards on one side, and exposed settlements on the other. Practical implications – Until now, most of the laws to prevent risks have imposed limitations to building and development in hazardous areas, while rarely focusing on existing settlements. The experience described in this article concerns a region that has decided to design a specific law to promote preventive relocation in the most critical situations, where structural measures have failed a number of times, and losses are frequent and large. Originality/value – The criteria proposed in this paper provide a method and a tool for deciding in what cases and circumstances relocation can be considered a viable preventive option to lessen the risk in particularly critical zones, exposed to high hydrogeological hazards. In doing so, it shows that relocation can be considered not as an “emergency” and episodic measure, but rather as a part of a more comprehensive policy, in which candidates for relocation can be determined on a regional scale respecting basic social, political and economic conditions.

There is an ever increasing demand for highly flexible and geographically mobile professional and managerial staff in many UK companies. This means that the effective management of career development, succession planning, job mobility and relocation will be among the major challenges facing industrial and commercial organisations in the 1990s. The article describes the way that two large UK companies currently manage (and mismanage) job mobility and relocation. In 1987 the IMS described the general management of mobility and relocation as “ad hoc and kneejerk”. The findings of this study lend some support to this contention. It discusses the implications of these early findings for these companies and other organisations. It concludes by briefly discussing the implications for UK companies and personnel managers, and briefly outlines the future goals of the research project.

The purpose of this paper is to describe different short-distance relocation management approaches applied by organisations in Finland. Corporate short-distance relocation is a significant event in the course of an organisation’s lifetime. While these kinds of relocations happen frequently, they are an infrequent event from the perspective of a single organisation. Therefore, few organisations have experience and knowledge on relocation management, which can result in improvised ways of managing the process.

The paper uses a multiple-case study approach where the relocation management of five organisations is assessed post-relocation. Different aspects of the process, such as process phases and tasks, the organisation involved and employee participation, are scrutinized through 32 interviews with company representatives and documents provided by the organisations.

The study describes five unique relocations that vary based on the level of change from a “routine move” to a “new beginning”. It further identifies four different models of managing the process: “one-man-show”, “orchestra”, “expert taskforce” and “democracy”.

While previous studies have focused on either site selection decision-making or design of an already chosen space, the study describes five relocation processes that start from the relocation trigger and end when the organisation has relocated and settled into their new space.

The purpose of this study is to propose a framework model for workplace relocation.

Published literature was reviewed to comprehend the broad aspects of workplace relocation. The current practices of workplace relocation were investigated by corporate real estate (CRE) professionals. A generic framework model was developed to guide organizations upon the process of workplace relocation, over its lifecycle. The framework is validated by semi-structured interviews, conducted to ascertain its importance and applicability.

A validated integration definition for function modeling framework for the process of workplace relocation was developed. It consisted of three systematic processes, aligned with its lifecycle, namely, initiate the pre-relocation activities; implement the relocation activities; and conduct the post-relocation activities.

The workplace is a linkage between people, business processes and information technology, that provides a physical medium for interactions and provision of services. Workplace relocation is an opportunity to introduce elements of change. Yet the process of workplace relocation has been under-valued by practitioners in the CRE industry. The developed framework can be adopted as a standardized process for the relocation of workplace facilities. In terms of clearly structuring the workplace relocation processes, the study contributes to making these processes more transparent and aids accountability for decision-making. It is a time-saver and guiding model for organizations endeavoring on relocation.