Background:Moral distress is one of intensive care unit nurses’ major problems, which may happen due to various reasons, and has several consequences. Due to various moral distress outcomes in intensive care unit nurses, and their impact on nurses’ personal and professional practice, recognizing moral distress is very important.Research objective:The aim of this study was to determine correlation between moral distress with burnout and anticipated turnover in intensive care unit nurses.Research design:This study is a descriptive-correlation research.Participants and research context:A total (...) of 159 intensive care unit nurses were selected from medical sciences universities in Iran. Data collection instruments included “demographic questionnaire,” “ICU Nurses’ Moral Distress Scale,” “Copenhagen Burnout Inventory” and “Hinshaw and Atwood Turnover Scale.” Data analysis was done by using SPSS19.Ethical considerations:Informed consent from samples and research approval was obtained from Shahid Beheshti Medical Sciences University Research Ethics Board in Tehran.Findings:The findings showed intensive care unit nurses’ moral distress and anticipated turnover was high, but burnout was moderate. The results revealed that there was a positive statistical correlation between intensive care unit nurses’ age, their work experience and the fraction of nurses’ number to number of intensive care unit beds with their moral distress and burnout. However, there were no correlation between gender, marriage status, educational degree and work shift and moral distress.Discussion:Some of the findings of this research are consistent with other studies and some of them are inconsistent.Conclusion:Similarly, moral distress with burnout and anticipated turnover did not have statistical correlation. However, a positive correlation was found between burnout and anticipated turnover. The results showed that increase in the recruitment of young nurses, and nursing personnel, and diminishing intensive care unit nurses’ moral distress, burnout and their turnover intention are essential. (shrink)

Several meta-analytic studies suggest that individual and contextual factors determine employees’ workplace quitting intentions. Autonomy motivational orientation as an individual factor has many beneficial outcomes, including a reduction in employee turnover intention. However, the studies in this area suggest that the influence is indirect. Grounded in self-determination theory and career stage theory, we hypothesize that the influence of employees’ autonomy motivational disposition on quitting intention is contingent on the level of employees’ age. Results of data collected from 340 engineers, (...) marketing and service personnel from a large public sector undertaking supported our hypothesized model. Employees with high autonomy motivational disposition show less intention to leave the organization when they grow old than young. We conclude by discussing that employees behave for autonomous reasons and show greater organizational identity and less quitting intention with growing age. (shrink)

Willingness and readiness of people to do their jobs are among the key factors of a successful enterprise. In XXI century intellectual human labour is gaining unprecedented value and is being developed actively. The demand for intellectual labour calls forth an increasing number of jobs and professions that require an extensive preparation, a large number of working places, high level of integration of joint human efforts, growth of social welfare. These trends are becoming ever more pervasive and are spreading widely (...) in service industries, and that explains the rapid development of the latter when compared to the traditional areas of human activity. In its turn, it heightens the need for staff in service companies, supported by significant personnel turnover and a certain shortage of skilled professionals. These circumstances determine the need for developing a new concept of fostering staff motivation at the enterprises in the sphere of services. In order to reach the stated purpose while conducting our research into tourism and hospitality industry, as well as retail chains, we have examined the problems that arise in the process of staff motivation, and studied the foreign practice of motivating staff in hotels. The obtained analysis results enabled us to work out practical recommendations on improvement of the mechanism of tangible and intangible rewards in service companies, which are based on external and internal motivational factors. Additional attention in the article is paid to the statement that financial incentives should be based on key performance indicators (KPI). We give a detailed consideration to the classification of internal motivation incentives of the staff according to the terms of their realization, and give a schematic representation of the performance dynamics of the internal motivation model in service businesses. (shrink)

Working in and around the ‘chain of command’: power relations among nursing staff in an urban nursing homeBy most accounts, the discipline of nursing enjoys considerable hegemony in US nursing homes. Not surprisingly, the ethos of this setting is influenced, in large part, by nursing’s value system. This ethos powerfully impacts both the residents who live in nursing homes and the staff who work there. Using ethnographic methods, this project explored power relations among nursing assistants and nurses in an urban (...) nursing home in the United States. Factors contributing to tensions among nursing staff were the stigma attached to nursing homes and those who work in them, as well as the long history of class conflict and power struggles within the discipline of nursing. The latter struggles, in turn, reflected nursing’s quest for professional status in the face of medicine’s hegemony over health‐care. Ultimately, these factors coalesced to produce a local work environment characterized by conflict — and by aides’ resistance to nurses’ domination. (shrink)

Background:Providing oncological care to children is demanding and ethical issues concerning what is best for the child can contribute to moral distress.Objectives:To explore healthcare professionals’ experiences of situations that generate moral distress in Swedish paediatric oncology.Research design:In this national study, data collection was conducted using the Swedish Moral Distress Scale-Revised. The data analysis included descriptive statistics and non-parametric analysis of differences between groups.Participants and research context:Healthcare professionals at all paediatric oncology centres in Sweden were invited to participate. A total of (...) 278 healthcare professionals participated. The response rate was 89%.Ethical considerations:In its advisory statement, the Regional Ethical Review Board decided that the study was of such a nature that the legislation concerning ethical reviews was not applicable. All participants received written information about the aim of the study and confidentiality. Participants demonstrated their consent by returning the survey.Findings:The two situations with the highest moral distress scores concerned lack of competence and continuity of personnel. All professional groups reported high levels of disturbance. Nurses rated significantly higher frequencies and higher total Moral Distress Scale scores compared to medical doctors and nursing assistants.Discussion:Lack of competence and continuity, as the two most morally distressing situations, confirms the findings of studies from other countries, where inadequate staffing was reported as being among the top five morally distressing situations. The levels of total Moral Distress Scale scores were more similar to those reported in intensive care units than in other paediatric care settings.Conclusion:The two most morally distressing situations, lack of competence and continuity, are both organisational in nature. Thus, clinical ethics support services need to be combined with organisational improvements in order to reduce moral distress, thereby maintaining job satisfaction, preventing a high turnover of staff and ensuring the quality of care. (shrink)

The paper presents some pages of history of the First Ukrainian Theater of The Donbas - The All-Donbas State Ukrainian Drama Theater "Donderzhdrama". It covers its setting-up and operation milestones from the foundation in 1928 to 1935 when the Theater ceased to exist while merging with Artem Ukrainian Mobile Theater, based in Artemivsk. The author draws a conclusion that Donderzhdrama is the first independent Ukrainian theater in the Donbas rather than a branch of Franko Theater. From its foundation in 1928 (...) the Theater was based in the city of Stalino, having no permanent premises. It also faced such great problems as lack of funds and a clean-cut repertory plan as well as actors' turnover. Recollections about the operation in Stalino date back to only 1928 and 1929. In 1930-1934 the Theater performed outside Stalino, touring cities of the region and Ukraine. It is acknowledged that there are no archive documents regarding the setting up of Donderzhdrama as the first Ukrainian stationary theater of the Donbas. The Donderzhdrama staff comprised such actors as P. Poliova, R. Raisova, P. Shenchenko, L. Usatenko, D.I. Zhukov, Y. Khutorna, D. Gaidamaka, I. Avdienko, N. Reiska, Y. Shostakivska, O. Gorska, L. Zadniprovskyi, N. Bilodidova, stage directors Tetentiev, D. Shkliarskyi, Y. Shneiderman et al. In 1928 Donderzhdrama was headed by Stage Director D.I. Shkliarskyi. In 1931 Maria Adamska, a future Distinguished Artist of Ukraine, who was 15 at the time, embarked upon her creative career at the Theater. The Theater repertory included such plays as I. Mykytenko's "Personnel", Kirshon's "Humming Rails", Dniprovskyi's "Apple Captivity", Kulish's "Myna Mazalo", "First Horse Army", "Mine "Maria", "Street of My Joy", "Squadron Ruin", "My Friend" and others. (shrink)

In today’s modern world, globalization has increased competition among the organizations. In order to meet competition every organization require high skilled work force. Organizations are becoming more dependent on skilled work force. Increase in competition has also been increasing the stress on employees that is causing hi gh turnover in organization. Increase in employee turnover and unavailability of skilled work force has an indispensable question on the future growth of organizations. Every organization has two ways to tackle this (...) situation either to hire person for the vacant key position from outside or to promote employee within the organization. The Study aims to analyze the impact of succession planning on organizational growth and association of gender variation with growth of organization. A survey of 300 persons doing an official task under the management, were interviewed through questionnaire based on five points Likert scale and developed through pilot study. Convenience sampling was used to draw the sample including 150 males and 150 females. Logistic regression was used to calculate impact of succession planning on organizational growth. Result of the study reveals effective succession plan can help the organization to meet desire objectives. It has significant positive impact of 2.5 times on growth of organization by increasing number employees through accurate hiring and by retaining key personnel on key position. Study also concludes, gender variation has no association with growth of organization. (shrink)

As an important factor related to the interests of enterprises, the attitude and behavior of employees are related to the company’s survival and the realization of business objectives. However, in recent years, with the rapid development of emerging industries and industry changes, the turnover rate of employees in the whole enterprise has been greatly improved. Frequent turnover of personnel will have a great impact on the stability of the company, the competitiveness of the enterprise, and the operating (...) cost. Employee loyalty and corporate culture satisfaction assessment is the core of sustainable corporate development, but most of the traditional analysis studies are based on the performance approach, using employee overtime, employee achievement, and company effectiveness as data sources, the former performance data is only a side view of the company’s situation, the latter as the data source of this study is a one-sided and involute form, and the data is not stable. Therefore, this paper proposes an analysis of employee loyalty and corporate culture satisfaction assessment based on sentiment analysis, using association rules and sentiment lexicons from anonymous employee evaluations to analyze the actual data. (shrink)

High turnover intention is a problem in the workforce today. The purpose of this study is to determine the relationship between experienced workplace incivility and psychological well-being on turnover intention. The subjects of this study were 46 millennial employees who had worked for at least three months. Data were collected with turnover intention scale, experienced workplace incivility scale, and psychological well-being scale. Partial Least Square PLS-SEM analysis was used to analyze the data. Findings indicate that experienced workplace (...) incivility is positively related to turnover intention, while psychological well-being is negatively related to employee turnover intention. The results show that workplace incivility affects employee turnover intention higher than psychological well-being for millennial employees. Connections and communality are characteristics of millennial employees; therefore, they consider that the environment is essential. It is essential for employers to develop a work condition that minimalizes experienced workplace incivility and improves the psychological well-being of their employees to reduce turnover intention among millennial employees. (shrink)

Publication date: 30 August 2017 Source: Author: Ghulam Abid, Tahira Hassan Butt Employees are the building blocks and valuable assets in an organization. Organizational researchers and practitioners have shown a burgeoning attention to satisfy and retain key performer as the cost of leaving a job is very high for the employing organizations. Discovering turnover intention in its formation stages is very crucial, not only to resist its’ piled up effect but also to control the actual turnover in the (...) future. Most of the times, management is not aware of the employee’s quit intention because employees don’t show their intention explicitly until they actually leave the organization. However, majority of the times employees share their feeling with their colleagues or other close work mates. Based on positive relationship at work, we argued that the individuals who work together normally share their feelings with their close colleagues regarding their decision of leaving or staying with the current employer. Therefore, the objective of the current study is to investigate the relationship between turnover intention and expressed turnover intention. Furthermore, we offer a new perspective to data collection from other sources, which will assist us in shortening the questionnaire, also minimizing the common method bias and knowing the quit intention from other source. Finally, theoretical and practical implications along with direction for future studies are also discussed. (shrink)

Separate focus on crop fertilization or feeding practices inadequately describes nitrogen (N) loss from mixed dairy farms because of (1) interaction between animal and crop production and between the production system and the manager, and (2) uncertainties of herd N production and crop N utilization. Therefore a systems approach was used to study N turnover and N efficiency on 16 conventional and 14 organic private Danish farms with mixed animal (dairy) and crop production. There were significant differences in N (...) surplus at the farm level (242 kg. N/ha. vs. 124 kg. N/ha. on conventional and organic dairy farms respectively) with a correlation between stocking rate and N surplus. N efficiency was calculated as the output of N in animal products divided by the net N import in fodder, manure and fertilizer. N turnover in herd and individual crops calculated on selected farms showed differences in organic and conventional crop N utilization. This is explained via a discussion of the rationality behind the current way of planning the optimum fertilizer application in conventional agriculture. The concept of marginal N efficiency is insufficient for correcting problems of N loss from dairy farms. Substantial reductions in N loss from conventional mixed dairy farms is probably unlikely without lower production intensity. The concept of mean farm unit N efficiency might be a way to describe the relation between production and N loss to facilitate regulation. This concept is linked to differing goals of agricultural development—i.e. intensification and separation vs. extensification and integration. It is discussed how studies in private farms—using organic farms as selected critical cases—can demonstrate possibilities for balancing production and environmental concern. (shrink)

In the context of the slowing growth of the real economy and the rapid development of the financial industry, more and more non-financial companies are participating in the financial industry for the purpose of development and profit expansion. China has gradually appeared the phenomenon of corporate financialization. This paper uses the panel fixed effect model empirically examines the effect of political turnover on corporate financialization by using data of listed companies and top prefecture level officials in China between 2007 (...) and 2020. We find that the turnover of mayors significantly decreases corporate financialization, while the turnover of party secretaries has no impact on corporate financialization. Moreover, these results are moderated by the characteristics of government officials and firm’s characteristics. Our results further show that changes by mayors increase fixed asset investment and decrease cash holdings, and, thus, reduce corporate financialization. These findings could assist in solving the “from real to virtual” problems, strengthening financial services, and realizing high-quality economic development. (shrink)

In postmitotic neurons, nucleosomal turnover was long considered to be a static process that is inconsequential to transcription. However, our recent studies in human and rodent brain indicate that replication‐independent (RI) nucleosomal turnover, which requires the histone variant H3.3, is dynamic throughout life and is necessary for activity‐dependent gene expression, synaptic connectivity, and cognition. H3.3 turnover also facilitates cellular lineage specification and plays a role in suppressing the expression of heterochromatic repetitive elements, including mutagenic transposable sequences, in (...) mouse embryonic stem cells. In this essay, we review mechanisms and functions for RI nucleosomal turnover in brain and present the hypothesis that defects in histone dynamics may represent a common mechanism underlying neurological aging and disease. -/- . (shrink)

Background:Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization.Purpose:This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job satisfaction, and (...) class='Hi'>turnover intention.Methods:A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables.Ethical considerations:Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection.Findings:The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention.Recommendation:Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention. (shrink)

From the latter half of 2001 to the middle of 2002, prime minister Junichiro Koizumi was plagued by a series of scandals and administrative mishandlings, which led to some important executive turnovers. Although Koizumi has thus far upheld his principle of for the sake of policy stability, his campaign promise not to reshuffle cabinet has already been compromised somewhat, and is likely to be abandoned entirely in the near future.

Companies increasingly implement digital transformation strategies to promote efficiency. Nevertheless, there are few concerns about employees’ acceptance of the changes, especially the executives’ adaptability, which is an important part of digital transformation strategy implementation. By utilizing the “searching-matching” in keywords of the annual reports of public listed companies in China, we measured the degree of corporate digital transformation to analysis its influence on the turnover rate of the Chairman and CEO. We found that digital transformation decreases the possibility of (...) Chairman and CEO’s turnover. Derived from the dynamic managerial capital theory, we demonstrated that executives’ social network and political connections both have a moderate effect on the relationship between digital transformation and the turnover rate of executives. These findings will contribute to the digital transformation research by integrating with executives’ dynamic managerial capital which is attained through social networks and political connections. (shrink)

In a multi-source study, we examine how frequent change interacts with ethical leadership to reduce turnover intentions. We argue that ethical leaders enhance employees’ state self-esteem, which explains the moderating effect of ethical leadership. Results from 124 employee-coworker-supervisor triads revealed that ethical leadership moderated the relationship between frequent change and turnover intention such that the relationship was positive only when ethical leadership was low. The moderating relationship could be shown to be mediated by employees’ state self-esteem.

Organizational deviance represents a costly behavior to many organizations. While some precursors to deviance have been identified, we hope to add to our predictive capabilities. Utilizing social cognitive theory and psychological contract theory as explanatory concepts, we explore the role of moral disengagement and turnover intentions, testing our hypotheses using two samples: a sample of 44 nurses from a hospital system in the Southwestern United States (Study 1), and a sample of 52 working adults collected from an online survey (...) system (Study 2). Results strongly supported our hypotheses in both samples, indicating that the self-regulatory deactivation inherent in moral disengagement led to increased organizational deviance; effects that were much more pronounced when turnover intentions were high. Our findings support the increased role of cognition in determining behavior when environmental pressures stemming from the psychological contract have been altered, leading to a number of theoretical and practical implications, particularly in industries with high turnover rates. (shrink)

There is growing evidence that mutations can arise in non‐dividing cells (both bacterial and mammalian) in the absence of chromosomal replication. The processes that are involved are still largely unknown but may include two separate mechanisms. In the first, DNA lesions resulting from the action of endogenous mutagens may give rise to RNA transcripts with miscoded bases. If these confer the ability to initiate DNA replication, the DNA lesions may have an opportunity to miscode during replication and thus could give (...) rise to apparently ‘adaptive’ mutations. A second mechanism is suggested by recent work in starved bacteria, showing that there is much more turnover of chromosomal DNA than has been previously thought. This could permit polymerase errors to lead to mutations in non‐dividing cells. Such cryptic DNA synthesis, which may essentially replace existing DNA rather than duplicating it, could, in principle, act as an additional source of variability on which selection may act, initially in the absence of cell division. In mammals such processes would undoubtedly have implications for germ cell mutagenesis and carcinogenesis. (shrink)

Employees at healthcare organizations are experiencing more stress than ever given the current COVID-19 pandemic. Different types of stress are affecting diverse organizational outcomes, including the employees’ voluntary turnover. This is the case of cognitive stress, a type of stress that affects how individuals process information, which can influence employees’ turnover intentions. In this study, we look at the mechanisms that can reduce the adverse effects of cognitive stress on turnover intentions, particularly the role of employees’ perceived (...) psychological safety. We hypothesize that psychological safety mediates the relationship between cognitive stress and turnover intentions, and COVID-19 worry and supervisor support moderate the relationship between cognitive stress and psychological safety. To test our hypothesis, we invited two public health care organizations in Chile to join this study. In total, we obtained a sample of 146 employees in 21 different teams. Using a multilevel model, we found that psychological safety prevents the harmful effects of cognitive stress on employees’ turnover intentions. In addition, while COVID-19 worry can worsen the relationship between cognitive stress and psychological safety, supervisor support only directly affects psychological safety. This study contributes to expanding the stress and psychological safety literature and informs practitioners in healthcare organizations about how to deal with cognitive stress in the “new normality” that the pandemic has brought. (shrink)

Using data of China’s listed companies from 2000 to 2016, we employ a staggered difference-in-difference approach to identify the causal effects of CEO turnover on corporate innovation. First, we find that listed companies with CEO turnover experienced an average increase of 9.5% in the quantity of innovation and 8.9% in innovation quality after the change. The dynamic effect test supports the parallel trend condition, and the placebo test rules out the nonrandom selection issue. Second, the heterogeneity tests show (...) that CEO turnover plays a more prominent role in promoting innovation for listed firms with CEO duality, high financial constraints, and in high-tech industries. Third, CEO turnover affects corporate innovation by driving top management team reorganization and promoting R&D input. This paper has important implications for the understanding of the role of CEO turnover in companies’ innovation, as well as for strategy formulation and implementation. (shrink)

Microfinance is a preferred development tool in many developing countries around the world; however, the industry has been facing many challenges in recent years, including the attainment of financial sustainability. Therefore, this study is aimed at investigating the effect of employee turnover on the financial performance of microfinance institutions (MFIs). The study utilized unbalanced panel data of 1561 unique MFIs from 2010 to 2018. The data were then analyzed by conventional econometric techniques such as the pooled ordinary least squares, (...) random effects model, fixed effects model, Hausman–Taylor, and the two-step system generalized method of moments. Considering the linear relationship, it was discovered that employee turnover has a negative effect on the financial performance of MFIs. However, this relationship is dependent on the proxies of financial performance, legal status, location, profit orientation of the MFIs (for subsample analysis), and the technique(s)/model(s) employed in the analysis. Furthermore, the study did not find empirical evidence to support the quadratic relationship between employee turnover and the financial performance of MFIs. The outcome of this study advances important policy implications for concerned stakeholders. (shrink)

Histone H3.3 turnover displays distinct dynamics at various genomic elements such as promoters, enhancers, gene bodies, and heterochromatic regions, suggesting that it is differentially regulated according to chromatin context. Incorporation of variant histones into chromatin provides a mechanism to modulate chromatin states in addition to histone modifications. The replication‐independent deposition and replacement of histone variant H3.3, i.e. H3.3 turnover, is mainly associated with transcriptional activity. H3.3 or H3.3‐like histone turnover has been studied in various organisms from yeast (...) to mammals. Here, we review the recent progress on this topic. The diversified turnover profiles of H3.3, and their corresponding underlying mechanisms, may reflect distinct requirements for chromatin accessibility in different biological events. (shrink)

Background Ethical challenges constitute an inseparable part of daily decision-making processes in all areas of healthcare. Ethical challenges are associated with moral distress that can lead to burnout. Clinical ethics support has proven useful to address and manage such challenges. This paper explores how prehospital emergency personnel manage ethical challenges. The study is part of a larger action research project to develop and test an approach to clinical ethics support that is sensitive to the context of emergency medicine. Methods (...) We explored ethical challenges and management strategies in three focus groups, with 15 participants in total, each attended by emergency medical technicians, paramedics, and prehospital anaesthesiologists. Focus groups were audio-recorded and transcribed verbatim. The approach to data analysis was systematic text condensation approach. Results We stratified the management of ethical challenges into actions before, during, and after incidents. Before incidents, participants stressed the importance of mutual understandings, shared worldviews, and a supportive approach to managing emotions. During an incident, the participants employed moral perception, moral judgments, and moral actions. After an incident, the participants described sharing ethical challenges only to a limited extent as sharing was emotionally challenging, and not actively supported by workplace culture, or organisational procedures. The participants primarily managed ethical challenges informally, often using humour to cope. Conclusion Our analysis supports and clarifies that confidence, trust, and safety in relation to colleagues, management, and the wider organisation are essential for prehospital emergency personnel to share ethical challenges and preventing moral distress turning into burnout. (shrink)

On April 5 2000, the Diet elected Yoshiro Mori as Japan's 55th prime minister. His predecessor, Keizo Obuchi, had suffered a stroke and became unable to carry out his official responsibility. Mori, who was the former Secretary General of the ruling Liberal Democratic Party (LDP), inherited the three party coalition between the LDP, the new Komei Party and the Conservative Party, and reappointed all of Obuchi's cabinet members. Yohei Kono was reposted as the Minister of Foreign Affairs; Hideo Usui as (...) Justice; Kiichi Miyazawa as Finance; Hirofumi Nakasone as Education, Science and Technology; Yuya Niwa as Health and Welfare; Tokuichiro Tanazawa as Agriculture, Forestry and Fisheries; Takeshi Fukaya as International Trade and Industry; Toshihiro Nikai as Transport; Eita Yashiro as Posts and Telecommunications; Takamori Makino as Labor; Masaaki Nakayama as Construction; Kosuke Hori as Home Affairs, Mikio Aoki as Chief Cabinet Secretary; Kunihiro Tsuzuki as Management and Coordination; Tsutomu Kawara as Defense; Taichi Sakaiya as Economic Planning; Kayoko Shimizu as environment; and Sadakazu Tanigaki as Financial Reconstruction. (shrink)

Political developments in Japan from the latter part of 2000 to the year 2001 were highlighted by the executive transition from unpopular Yoshiro Mori to exceptionally popular Junichiro Koizumu as the nation's leader.

We have empirically examined the relationship between top executives’ turnover and the corporate environmental responsibility by identifying the influence of ten specific turnover reasons resulting in the chairman’s departure and two important types of chairman’s succession. Using a sample of 782 manufacturing listed companies across 3 years in China, we find that the corporate environmental responsibility is negatively associated with the involuntary and negative turnover (i.e., dismissal, health and death, and forced resignation) and positively associated with improving (...) corporate governance, and not associated with the normal turnover (i.e., retirement and contract expiration) and the types of chairman’s succession (i.e., independence, and internal or external promotion). Our study significantly contributes to research in environmental disclosure by revealing the relationship between chairman’s turnover and the corporate environmental responsibility. A feasible way is suggested to regulators and other stakeholders in monitoring or assessing the possible abnormality of environmental responsibility when firms experience involuntary and negative chairman’s turnover in the emerging economies. (shrink)

This paper examines the relationship between turnover among chief executive officers and corporate sustainability performance by identifying the influence of two major types of succession to the top job and the reasons for change. Our model also integrates the firm’s past prioritization of CSP and the impact of a company’s participation in the Global Reporting Initiative. Upper echelons theory and agency theory frameworks are adopted to understand CSP. Using an analysis of panel data for 88 public companies across 13 (...) years in France, we find that a change of chief executive has a positive and significant effect on CSP 5 years after the change. This positive effect is stronger when the new CEO is recruited from outside the firm. The impact on CSP is invariably positive and significant, except for voluntary departures. The arrival of a new CEO affects CSP less when the firm has already achieved a high standard of CSP and participates in the GRI. These results are obtained after controlling CSP determinants already validated in the literature. The findings show that expectations of CEOs are not solely economic and financial but also concern CSP. In terms of governance, they should prompt shareholders looking to strengthen CSP to choose new CEOs from outside the firm and to encourage the firm to participate in the GRI. (shrink)

Drawing upon the unfolding model of turnover and the dual-process theory of information processing, we examined the roles which ethical leadership and abusive supervision play in the turnover process. The central conclusion of this study is that ethical leadership influences job satisfaction, which then influences intentions to quit, which then impacts job search behaviors. Conversely, abusive supervision, which is the conceptual opposite of ethical leadership, has a negative influence on job satisfaction with corresponding impacts on intentions to quit (...) and job search behavior. But, unlike ethical leadership, which does not directly lead to job search behavior, abusive supervision can also directly make people so upset that they initiate job search behaviors. Moreover, findings indicate that even low levels of abusive supervision can neutralize high levels of ethical leadership. Implications for research and practice in human resource management are discussed. (shrink)

CEO turnover is a critical event in an organization that influences organizational processes and performance. The objective of this study is to investigate whether workforce diversity might have a resilience effect on firm performance under the frequency of CEO turnover. Based on a sample of 409 Korean firms from 2010 to 2015, our results show that firms with more frequent CEO turnover have a lower firm performance. However, firms with more gender and education-level diversity could buffer the (...) disruptive effect of frequent CEO turnover on firm performance to offer a benefit to the organization. Our theory and findings suggest that effectively managing diverse workforce can be a resilience factor in an uncertain organizational environment because diverse workforce has complementary skills and behaviors that can cope better with uncertainty and signals social inclusion of an organization, thus fostering a long-term exchange relationship. These findings contribute to the literature on CEO turnover and diversity. (shrink)

L’objectif de cet article est d’exposer certains éléments de la théorie hiérarchique de l’autonomie personnelle développée par Harry G. Frankfurt, en mettant l’accent sur son interprétation de l’activité évaluative impliquée dans la délibération pratique. Selon le philosophe, les questions relatives à la manière dont je dois mener ma vie ne sont pas à proprement parler des questions normatives, mais se déterminent sur la base du critère subjectif et empirique que sont les intérêts de l’agent. Nous voulons montrer, d’une part, que (...) ce critère n’est pas le seul pertinent pour le type de questions relevant du domaine de l’autonomie personnelle et, d’autre part, que les intérêts de l’agent peuvent eux aussi, dans une certaine mesure, être évalués sur la base de critères extérieurs à la subjectivité. Nous voulons affirmer d’une manière générale que les questions concernant le comment vivre sont aussi des questions normatives.The aim of this article is to expose some elements of the hierarchical theory of personal autonomy developped by H. G. Frankfurt, stressing on his interpretation of the evaluative activity implied in pratical deliberation. According to the philosopher, the questions concerning how we should live are not normative questions ; they are determined by a subjective and empirical criteria, namely the agent’s interests . We want to show, on one side, that this subjective criteria is not the only one relevant for the type of questions belonging to the field of personal autonomy and, on the other side, that the interests can also, to a certain extent, be criticised on the basis of normative criterias external to the subjectivity. To put it briefly, we want to assert here that, according to us, questions about how we should live are also normative questions. (shrink)

Le personnel cultuel à l’époque néo-sumérienne. By Fabienne Huber Vulliet. Biblioteca del Próximo Oriente Antiguo, vol. 14. Madrid: ConseJo Superior De Investigaciones Científicas, 2019. Pp. 513.

This paper studies a special scheduling problem under hierarchical management in nurse staff. This is a more complex rostering problem than traditional nurse scheduling. The first is that the rostering requirements of charge nurses and general nurses are different under hierarchical management. The second is that nurses are preferable for relative fair rather than absolute fair under hierarchical management. The model aims at allocating the required workload to meet the operational requirements, weekend rostering preferences, and relative fairness preferences. Two hybrid (...) heuristic algorithms based on multiobjective grey wolf optimizer and three corresponding single heuristic algorithms are employed to solve this problem. The experimental results based on real cases from the Third People’s Hospital, Panzhihua, China, show that MOGWO does not as good as it does on other engineering optimization. However, the hybrid algorithms based on MOGWO are better than corresponding single algorithms on generational distance and spacing of Pareto solutions. Furthermore, for relative fair rostering objective, NSGAII-MOGWO has more power to find the optimal solution in the dimension of relative fairness. (shrink)

Introduction. Taking the Workers’ and Peasants’ Red Army of 1941—1945 as an example the authors identify features of the personnel selection in the army during military operations, conditions, requirements, criteria, qualities necessary for promotion to higher command positions. The aim of the study is to identify the mechanism of personnel selection in the armed forces during military operations. Methods. The authors use the following general scientific methods: modeling, structural and functional, systemic and comparative analysis; movement from the abstract (...) to the concrete and from the concrete to the abstract. The authors make use of P.A. Sorokin’s theory of vertical mobility. For further research of the problem, the methodology of synergetics and counterfactual modeling of the past can be involved. Scientific novelty of the research. The following existing concepts of the Red Army officers’ dynamics in 1941—1945 are generalized: positive, negative, moral and psychological selection. Their basic concepts and shortcomings are revealed. An initiativeintellectual concept of the officers’ selection in war is formulated on the basis of P. Sorokin’s theory of vertical mobility. The author identify specific conditions, requirements, and criteria influencing the selection of commanders during the war. Results. A clear opposition to the conditions, requirements and selection criteria in peacetime and wartime is given. The following specific criteria for selecting officers of the Red Army during the war are highlighted: the presence of combat experience; non-conformism; the ability to take personal responsibility; analyze and correct errors; nonstandard thinking. Military action creates specific conditions that give rise to the selection criteria for commanders. Conclusions. The selection criteria for personnel in peacetime and wartime armies differ sharply. At the beginning of battle actions, stereotyped commanders prevailed. Such people are replaced by commanders who are able to go beyond the established canons, orders of the chiefs. The work presents a diagram showing the stages of selecting officers in a war: military actions — conditions — selection criteria - requirements — new qualities of a person adapted to combat operations. This leads to the success of military operations, and, consequently, to the promotion of officers in rank and position. (shrink)

Personnel Decision Making of Chosen Czech Banking Subjects During the Economic Recession The article focuses on personnel decision making of important banking subjects during the ongoing economic recession with the specialization on financial crisis in 2008. Main objective of the article is to verify the implicit contract theory and to answer the question of how the selected banks solve problem of reducing labour costs during the crisis. Four important banks in years 2005 - 2010 are examined. To identify (...) the economic crisis, is used model, which is based on the model, indicating the U. S. business cycle, which uses analytical team in Raiffeisenbank. Model used in this article is based on three variables. Employment rate is separate variable. The values of business sales are adjusted to the values of basis indices, for which the year 2005 is the basis. The development of all those three variables is similar and it is possible to determine the period from the graphical representation, in which all variables reached their maximum and reversed their trend. To support this, a trend line was added to the graphs. The trend line was determined as a moving average for the four seasons. Based on the model, the beginning of the economic recession was indentified to the turn of 2007 and 2008. The biggest slumps can be seen during the year 2009. The investigated periods are therefore the years 2008 and 2009.The calculations of other variables, describing the current condition of the studied subject, are adjusted to the values of basis indices in the same way as the business sales. The year 2005 is set as a basis. Data from chosen banks' annual reports were used to study their current condition. The basic monitored data are: labour costs, number of employees and earnings after tax. This article focuses attention on the personal decisions of banks, especially on the monitoring of costs of employees and their evolution over time in the context of economic recession. The essential conclusion is the confirmation of the implicit contract theory of the new Keynesian economics, which appeared at all observed subject. It is possible to see a year delay between the reduction of the employees and reduction of salary costs. This delay causes further costs. The reduction was observed in all subjects. (shrink)

Introduction. The need for a transition to a new system of motivating state and municipal employees’ activities has been widely discussed in recent years. Moreover, some government bodies have taken certain actions in this direction. But in general, there have not been any significant changes. The authors of the article are convinced that the transition to more effective management is impossible without changing the civil servants’ remuneration system, which should motivate them to achieve significant results in the areas for which (...) they are responsible. The paper considers the conceptual approach of transferring the civil servants’ remuneration to a new system, shows the advantages of using performance indicators to stimulate the employees’ activities. The purpose of the article is to justify the reasonability of using performance indicators when remunerating state and municipal employees. Methods. Within the framework of the systems approach, the authors use structural and functional analysis, as well as general scientific methods: abstraction, comparison, description and explanation. Scientific novelty. The authors show possibilities of using the personnel performance indicators in the state and municipal service in order to increase their motivation for obtaining significant results in their work. Results. The authors analyze the conditions for successful implementing the key personnel performance indicators in the state and municipal service, describe the typical mistakes militating the effectiveness of the personnel performance indicators in public authorities. The authors develop some recommendations to improve the use of the personnel performance indicators in the system of state and municipal administration. Conclusions. The proper use of key performance indicators of state and municipal employees will significantly increase their motivation in order to achieve high efficiency in their work. At the same time, the personnel performance indicators must be balanced and matched taking into account the goals of the organization. (shrink)

Dans un contexte de crise existentielle chez les jeunes générations, si les autres modes de symbolisation ont échoué, échapper à la mort, réussir l'épreuve, administrent la preuve ultime qu'une garantie règne sur son existence. Ces épreuves sont des rites intimes, privés, autoréférentiels, insus, détachés de toute croyance, et tournant le dos à une société qui cherche à les prévenir. Parfois elles provoquent un sentiment de renaissance personnelle, elles se muent en formes d'auto-initiation.In an existential crisis among the younger generations, if (...) other modes of symbolization have failed to escape death, pass the test, administering the ultimate proof that security prevails on its existence. These tests are rites intimate, private, self-referential insus, detached from any belief, and turning his back to a society that seeks to prevent. Sometimes they cause a sense of personal rebirth, they are transformed into forms of self-initiation. (shrink)

Corporate social responsibility (CSR) initiatives toward internal and external stakeholders can independently contribute to employee attitudes and behaviors. However, little is known about the joint effects of (in)congruent internal-external CSR strategies on employee outcomes. Drawing from social exchange theory, we argue that when employees perceive that their organizations excessively favor CSR efforts to external rather than internal stakeholders, it can trigger a psychological contract breach, resulting in increased employees' turnover intention. We utilized a fuzzy-set qualitative comparative analysis method and (...) the data of 511 employee from various industries in the Philippines to investigate the interaction effects. The results revealed that a congruent CSR strategy with high internal and external CSR perceptions is critical in fulfilling employees' psychological contracts and retaining employees. However, for employees with low perceived internal CSR, a high incongruent CSR perception led to a psychological contract breach and ultimately to high turnover intention. Psychological contract breach weakened the negative joint effect of high perceived internal and external CSR on turnover intention and strengthened the positive effect of high perceived incongruent CSR on turnover intention. Implications for research and practice are discussed. (shrink)

This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction. Results are discussed in regard to some of the affective and cognitive distinctions among satisfaction, commitment, and behavioral intentions.