Stay or go? Turnover in CMO,EMO and regular charter schools

Background

We examine whether working conditions in different types of charter schools lead to different levels of teacher turnover. We consider two types of teacher turnover behaviors. One is teacher migration, which refers to the transfer of teachers from one school to another. The other one is teacher attrition, which describes the phenomenon of teachers leaving the profession entirely. We distinguish among charter schools managed by for-profit education management organizations (EMOs), those managed by non-profit charter management organizations (CMOs), and regular charter schools.

国内企业高层管理人员更替问题研究综述

随着公司治理理论研究的深入,我国学者对高管更替的原因、继任者来源及高管更替的影响等问题进行了大量实证研究,但也存在对我国企业产权性质的差异性考虑不足、继任者特性和更替时机研究缺失等问题,基于我国国情的股权集中型企业高管更替机理研究,继任者特性及其与企业生命周期、行业发展状况等的匹配研究,最佳更替时机选择研究等应成为今后该领域关注的重点。     

人格特质在员工离职倾向决定中的调节效应研究

以347名知识型员工为样本,运用分层回归方法检验了影响员工离职倾向相关变量的解释能力,验证了内外控人格特质对于工作满意度和员工离职倾向的调节效应。结果发现:员工的工作满意度对离职倾向具有显著的解释能力;内外控人格特质与组织支持感的交互作用对于离职倾向和工作满意度的两个维度有显著影响。企业在招聘和培养员工时应考虑到员工个性特征的差异。     

CEO变更与企业价值关系的实证模型

委托代理理论认为CEO变更是由于代理人没有实现委托人对企业价值的预期,委托人以解除契约的形式来体现其约束机制的威力。为验证委托代理理论对CEO变更与企业价值关系的解释力,基于委托代理理论的两个前提假设,即委托代理关系的成立和企业价值低于股东的预期,构建CEO变更与企业价值关系的Logistic回归模型。选取2005年至2009年中国资本市场发生CEO变更、A股持续经营的上市公司样本,依据样本企业价值和企业性质的不同对Logistic回归模型进行分组检验。研究结果表明,企业价值水平较高时,股东对企业价值的预期通常能够得到满足,导致股东依据企业价值水平变更CEO的可能性较小;民营企业由于公司治理水平较低,CEO与股东之间的委托代理关系不一定成立,这两种情况均会降低委托代理理论对CEO变更与企业价值关系的解释能力,因此仅用委托代理理论来解释CEO变更与企业价值关系具有一定的局限性。     

Pay Dissatisfaction and Intention to Leave

This article examines the power of a particular type of employee attachment—client embeddedness—in buffering the adverse effect of pay dissatisfaction on employee intention to leave. Based on a sample of 153 personal care workers employed by a disability service organization, this article finds that client embeddedness—the attachment that employees can experience as a result of interactions with clients or customers—dampens the adverse effect of pay dissatisfaction on employee intention to leave. This finding has implications for the development of appropriate recruitment and retention practices in not‐for‐profit organizations.     

试论企业合并的法制问题

对企业合并进行规制是反垄断法的重要内容之一。我国法学界对企业合并已经进行了较为广泛的讨论,建立了企业合并法律规制的大体框架,但是不够细化。本文从一些细节问题着手,探讨了企业合并纳入法律规制的判断标准,企业为合并进行申报的有关问题以及企业合并的豁免领域等问题,对我国正在制定的反垄断法提出了一些建议。     

Demand shocks and employment adjustments: Does employment protection legislation create rigidity?

With state‐level panel data from the Indian manufacturing sector for 2000–12, and labour turnover as a proxy for employment adjustments, the authors estimate differential effects of demand shocks on employment adjustment across states with high and low levels of EPL. They find that EPL does not hinder employment adjustment; the response of labour separation rates to negative demand shocks is relatively higher in states with high levels of EPL, and labour turnover is inversely associated with EPL, which may be viewed as indicative of the beneficial effects of EPL for both enterprises and workers.     

“Don't you want to stay?” The impact of training and recognition as human resource practices on volunteer turnover

Managing volunteers is a difficult undertaking. This study draws on human resource (HR) management theory and literature to investigate the effect of two HR practices—training and recognition—on volunteer turnover. We use longitudinal administrative data collected by an Indiana nonprofit organization, which contains individual volunteer characteristics, organizational HR practices, and information on actual turnover behavior. We found that recognizing volunteer contributions with awards predicted volunteer retention in the following year. Training did not have a direct effect on volunteer turnover, but interacted with gender; men who received training were more likely to stay than women. The study contributes to the literature on HR management in the volunteer context, adds to the emerging literature on awards as incentives for volunteers, and addresses the common method bias by using longitudinal data.     

论上市公司高管异常变更对公司业绩的影响——来自中国上市公司的经验证据

文章以我国2006—2011年上市公司为样本,实证分析了上市公司高管异常变更与公司业绩的关系。研究发现,上市公司的高管异常变更后,公司业绩下降。进一步研究发现,上半年高管发生变更的公司,其变更后业绩均有下降;下半年高管发生变更的公司,短期业绩有所提高,但长期业绩却依然下降。