PERAN ORGANIZATIONAL COMMITMENT MEMEDIASI PENGARUH RESPONSIBLE LEADERSHIP TERHADAP EMPLOYEE TURNOVER INTENTIONS

Employee turnover intentions yang tinggi dapat berdampak buruk bagi organisasi seperti menciptakan ketidakstabilan dan ketidakpastian terhadap kondisi tenaga kerja yang ada. Banyak faktor yang berpengaruh terhadap employee turnover intentions di antaranya responsible leadership dan organizational commitment. Tujuan penelitian ini adalah untuk mengetahui pengaruh responsible leadership terhadap employee turnover intentions pada PT. Karya Luhur Permai, baik secara langsung maupun di mediasi (pengaruh tidak langsung) oleh organizational commitment. Penelitian ini dilakukan pada PT. Karya Luhur Permai Di Denpasar Barat, pengambilan sampel dalam penelitian ini dilakukan dengan teknik sample random sampling, yang berjumlah 144 orang. Pengumpulan data dilakukan melalui wawancara dan kuesioner. Teknik analisis data yang digunakan adalah analisis jalur (path analysis). Berdasarkan hasil penelitian diperoleh bahwa: (1) Responsible leadership memiliki pengaruh negatif terhadap employee turnover intention. (2) Responsible leadership memiliki pengaruh positif terhadap organizational commitment. (3) Organizational commitment memiliki pengaruh negatif terhadap employee turnover intention. (4) Organizational commitment memediasi pengaruh antara responsible leadership terhadap employee turnover intention.

THE PERCEPTION OF SIGNIFICANT ASPECTS OF PERSONNEL RISK IN THE MANAGEMENT OF SMEs

Research background: The issue of personnel risk management has received less attention from scholars than other types of managerial risks. Employees represent important capital for an enterprise, which can significantly influence its performance and success Purpose of the article: The aim of the study is to present and quantify significant factors of personnel risk in the SME sector. Part of the goal is to compare entrepreneurs’ approaches to these factors based on company size and the entrepreneurs’ education and age. Methods: The empirical research was conducted on a sample of 250 respondents from Slovakia via an online questionnaire. The statistical hypotheses were tested using descriptive statistics (percentages) and Pearson’s statistics (chi-square and Z-score). Findings & Value added: The research confirmed that personnel risk posed a significant business risk for SMEs, as up to 32 % of all the respondents rated this risk as unacceptable. Neither employee turnover nor employees’ error rate level represented a significant problem for SMEs at the time of the study. Only a small proportion of the respondents agreed with the opinion that their employees attempted to improve their performance, and that competition prevailed among them. The research demonstrated that some differences in entrepreneurs’ overall attitudes related to their age and education. Additionally, differences were identified in the entrepreneurs’ positive attitudes towards individual claims based on their education and age. Meanwhile, the results show that the issue of personnel management in the effective management of personnel risks in the SME environment could be an exciting issue for scientific research.

Increasing shareholder focus: the repercussions of the 2015 corporate governance reform in Japan

The corporate governance reform promulgated in 2015 in Japan has contributed to a substantial increase of board independence and a reduction of average board tenure. Our empirical analysis covering 3405 public companies demonstrates that reinvigorated corporate oversight and an increasing post-reform shift towards prioritization of shareholder value have led to a persistent increase of corporate profitability, asset productivity, dividend payouts, acquisitions’ value, and valuation multiples. We also document a significant increase of sensitivity of executives’ and directors’ compensations to the dynamics of firms’ bottom lines. The positive changes are the most pronounced within companies where independent directors constitute a majority on the board. The most notable drawbacks of the reform are a significant reduction in net employment creation and in employee turnover within the largest companies. These might be a possible reason for the documented improvement in corporate performance. The number of part-time employees has also seen a significant increase. While being prima facie focused on reinvigorating the private sector, the corporate governance reform may implicitly undermine the established social contract based on job security. Therefore, our study is important from the perspective of sustainable development of the corporate sector as it demonstrates that while concentrating on improving corporate governance, it is also necessary to consider the business’ social responsibility.

EMPLOYEE MOBILITY AND INNOVATION: THE ROLE OF TURNOVER RATE AND NETWORK CENTRALITY

Innovation is crucial to a company’s competitive advantage and employees play an important role in generating innovation within a company. Based on social capital theory, we proposed a new type of social network: the employee mobility network, and explored the impact of employee mobility on innovation. Specifically, we examined the role of both employee turnover rate, and an organisation’s centrality in the employee mobility network in predicting innovation. We collected data from World Intellectual Property Organisation (WIPO), Talentale, and Forbes Global 2000 to test our hypotheses. The results showed that turnover rate had a significantly inverted-U curve relationship with innovation, and both degree and closeness centralities of an organisation in the employee mobility network had a significant positive relationship with innovation. Based on the results, we suggest that companies should find a balanced value for their turnover rate to get the highest return in innovation. Also, we suggest that companies should improve social influence in employee mobility networks in order to attract talent and increase company innovation.

Employee Turnover and Firm Performance: Large-Sample Archival Evidence

Employee turnover is a significant cost for businesses and a key human capital metric, but firms do not disclose this measure. We examine whether turnover is informative about future firm performance using a large panel of turnover data extracted from employees’ online profiles. We find that turnover is negatively associated with future financial performance (one-quarter ahead return on assets and sales growth). The negative association between turnover and future performance is stronger for small firms, for young firms, for firms with low labor intensity, when the local labor market is tight, and when the firm is trying to replace departing employees. The negative association disappears when turnover is very low, suggesting that a certain amount of turnover can be beneficial. Consistent with the concern that turnover increases operational uncertainty, we find a positive association between turnover and the uncertainty of future financial performance. Finally, we find a significant association between turnover and future stock returns, suggesting that investors do not fully incorporate turnover information. Our findings answer the call from the Securities and Exchange Commission to determine the importance of turnover disclosure. This paper was accepted by Brian Bushee, accounting.

The Effect of Job Satisfaction on Employee Turnover Intention: Case Study in Tanadewa Resort and Spa Ubud

Employee turnover can cause problems within hospitality business. Job satisfaction commonly influence employee turnover intention. Tanadewa Resort and Spa, Ubud has high annual turnover rate. This research’s objective is to analyze the impact of job satisfaction on employee turnover in Tanadewa, Ubud. This research has total population of 48 respondents. Open question is also used to collect qualitative data within the questionnaire. The research uses Simple Linear Regression as analysis method. The result shows job satisfaction has a negative effect to employee turnover intention for 83,7%. The research recommends Tanadewa, Ubud to consider increasing the salary in term of service payment and increase the promotion opportunities.

Evolution of employee opinion in a crowdsourcing logistics company: a catastrophe-embedded RA model

Crowdsourcing logistics is a business model for the modern logistics industry. However, the employee behavior of crowdsourcing logistics remains unstable due to the dynamic nature of crowdsourcing logistics. With a small change in environmental factors, e.g., the delivery price, employee opinion may show frequent polarization or reversal that can lead to employee turnover. To explore the mechanism of sudden change in employee opinion and turnover, a cusp catastrophe model is embedded into the relative agreement (RA) model of opinion dynamics to form a catastrophe-embedded RA model. Text data about employee opinion of the crowdsourcing logistics company DaDa are collected for modeling and validation of the catastrophe-embedded RA model. Simulation experiments explore the impact of network structure and delivery price on employee opinion evolution and employee turnover. The catastrophe theory–embedded RA model extends the application of the RA model in the field of opinion dynamics with frequent polarization or reversal.