Employee Resignation Research Articles

Legal Implications of Covid-19 on the Employers’ Duty to Provide a Safe Work Environment.

World over, governmental, industrial, commercial, educational and virtually all types of facilities were shut down in an attempt to contain the spread of the novel corona virus (Covid-19) pandemic. After periods of complete shutdown during which enforced ‘stay at home’ and ‘social distancing’ policies were instilled into the populace, Nigeria has been gradually reopening her markets and work places. The aim of this paper is to contemplate the changes, adjustments and emphases in the Nigerian employment sector as a result of the Covid-19 pandemic as it relates to the employer’s duty to provide a safe work environment. The paper expands on the employers statutory and implied duty of care in the employment relationship. It interrogates the extent of an employer’s liabilities where an employee is infected at the place of work and whether having staff work remotely from home discharges the employer's work safety responsibility. The work also addresses whether there is a legal obligation on the employee to undergo medical tests before resuming work and the employee’s right to privacy of health information. Can an employee be dismissed for disobedience to lawful and reasonable instructions if he refuses to work as a result of the employer’s failure to provide a safe work environment and where said employee resigns, could such resignation be seen as constructive dismissal? In answering these potent questions, references are drawn from relevant statutes, decided cases, the Common Law, the National Policy on Occupational Safety and Health and precedents from foreign jurisdictions. Key Words: Employer’s duty of dare, Covid-19 pandemic, Occupational safety and health law and policy, Employees compensation, Privacy of health information, Contract of employment in Nigeria. DOI: 10.7176/JLPG/101-19 Publication date: September 30 th 2020

Antecedents of Job Engagement, Job Diversification, Job Flexibility, Job Satisfaction and Intention to Leave Among Female Millennials in Malaysia

This study tested on the relationship between the variables of job engagement (JE), job diversification (JD) and job satisfaction (JS) leading to the intention to leave (ITL) workplace by employees. This analysis also tested whether JS mediates the path between independent variables (JE, JD, JF,) towards the dependent variable (ITL). A total of 450 questionnaires were distributed in the vicinity of Klang Valley which comprises of female Millennials working in various organizations. A total of 431 respondents from private and government sector participated in this study. The results showed that there was no relationship between independent variables of job engagement, job diversification, and job flexibility with the intention to leave. The finding from this study contributes to the existing literature and provides human resource managers with an understanding the factors that affect turnover among the female millennial employees. Through the findings, it will help organizations to develop appropriate retention programs and eventually help them to save their operational costs. This will also help the Female Millennials to remain in the same organization. For any organization, retaining employees is an ongoing issue and there are several types of costs associated when an employee resigns or leaves the organization. In addition, understanding the core factors that motivates them will help to attract and retain employees.

COMPENSATION, PERFORMANCE AND EFFECT ON TURNOVER INTENTION HOME DELIVERY PERSONNEL

Human Resources (HR) is the important asset especially for an organization performance. Considering about the biggest benefit of HR company, it will be better if a company give attention to all HR aspects. One of the aspect is compensation. The aim in giving compensation is to increase working performance and to minimize employee's resignation or tunover intention. The purpose of this research is to know the compensation effect to the performance and tunover intention in Maternity Hospital. Analysis simple regression is used as a method on the research, and 54 employees are used as the population. Partially the result of this research shows that compensation is affected positif and sgnificant to work performance. Compensation affected negatif and significant to tunover intention.

Prediction Analysis of Employee Resignation Level using K-Nearest Neighbor Algorithm

Prediction Analysis of Employee Resignation Level using K-Nearest Neighbor Algorithm

Sistem Informasi Manajemen Kepegawaian di Akademi Kebidanan Ibrahimy Menggunakan PHP dan MySQL

Employee processing of official staff management at AKBID Ibrahimy covers some processing which include the processing of employee agreement, vacation and work permit request, the submission of the employee resignation, employee assessment, the issuance of employee and employer retirement warning. This activity is supporting the needs of the employment division that are still not computerized in the processing of employee management, the Head of employee devision as the person in charge of the processing of employee management in AKBID Ibrahimy can’t work effectively for processing of related documents. Based on the problems happened at AKBID Ibrahimy in processing employee management mentioned above, in order to help minimize these problems are needed the design of Management Information Systems at the AKBID Ibrahimy. This information system is expected to help simplify the processing of employee management in AKBID Ibrahimy. The system is designed using waterfall method with several steps being taken from the Requirement to Maintenance and made with PHP language programming and MySQL. From the results of this study are expected to resolve the management processing problems that has been happening. The test results as a benchmark whether the system is running well or not. Suistability employee management information system design can help the processing of employee management in AKBID Ibrahimy.

The Dawn of Paternal HR

The purpose of this article is to explore and investigate the effects of paternal HR practices on the employee behavior outcomes. There is dearth of knowledge research on paternal HR practices in Pakistan, its effect on employee outcomes and organizational performance. The authors have applied a system dynamic approach to explore the interactive effects of paternal HR practices on employee behavior. The paternal HR practices effect the employee job quitting intentions. The paternal HR practices improve the employee loyalty and commitment towards the manager and organization. It induces selfless employee behavior, enhances leader identification, increases social exchange, and fosters the trust. Trust and loyalty bonds an employee in psychological relation with an organization and a manager, leading to employee commitment. The better role identification leads to improved employee performance. Nonetheless, the proposed system of paternal HR practices helps the organizations influence employee behavior strategically, which can help reduce employee turnover. The value of this article lies in the understanding gained about the interactive effects of paternal HR practices on employee resignation with the help of system modeling and learning from the simulation outcomes.

ANALYSIS OF THE EFFECT OF LEADERSHIP STYLE, DISCIPLINE, AND MOTIVATION ON EMPLOYEE PERFORMANCE IN PT RIMBA KENCANA MALANG

Retaining job satisfaction and organizational commitment are the most usual problems faced by a company. The purpose of this research is to answer the impact of job satisfaction on turnover intention, impact of organizational commitment on turnover intention, and impact of job satisfaction on turnover intention through organizational commitment as intervening variable. The sample used was employees of Swiss-Belinn Malang; the number of samples specified in this study is 25 respondents who are employees at the Back of House (BOH).The method used in this sampling is to use census questionnaire instrument used to collect research data, while the data analysis method used is multiple linear regression analysis, by using SPSS. The test results of the hypothesis show that job satisfaction has a positive and significant impact on the variable of employee turnover intention in Swiss-Belinn Malang. Organizational commitment results show positive and significant impact on employee turnover intention. Job satisfaction has an effect on turnover intention through organizational commitment. In this study, organizations are able to mediate full commitment (full mediation) the relationship between job satisfaction on employee’s turnover intention in Swiss-Belinn. To avoid turnover intention, the Swiss- Belinn need to maintain employee satisfaction by providing facilities that can be enjoyed employees create a harmonious working environment between the employee and the employer and the company should pay more attention to the work of employees with recognition of the results of his work. Swiss-Belinn Hotel needs to maintain the organizational commitment by the company to impose sanctions if the employee resigns before the agreed time period.

PENGARUH KETIDAKAMANAN KERJA, KOMITMEN ORGANISASIONAL DAN KEPERCAYAAN ORGANISASIONAL PADA KEINGINAN BERPINDAH

The purpose of this study is to examine the effects of job insecurity, organizational commitment, and organizational trust on turnover intentions. The samples that were used in this study were 104 employees obtained by using the Slovin’s formula. The data were collected by using questionnaire method. The data analysis usespercentage descriptive analysis, and partial regression analysis uses SPSS for Windows version 16. The results of this study show that job insecurity influences turnover intentionspositively and significantly, while the organizational commitment and organizational trust influencenegatively and significantly. The study concluded that the higher job insecurity is, the higher turnover intentionswill be, and the higher commitment and organizational trust are, the lower turnover intentions will be. The suggestions from this study are to minimize job insecurity and turnover intentions and to increase the commitment and organizational trust, such as bythe availability of employee briefing-and-sharing with the leader, giving punishments if the employee resigns before the specified time period and giving rewards for employees with achievements.

Saying goodbye: The nature, causes, and consequences of employee resignation styles.

Although much is known about why employees decide to resign from their jobs, scant research has examined what occurs after employees decide to leave their jobs but before they exit their organizations. As such, employee resignations are not well understood. This is unfortunate, because the manner in which employees resign from their jobs may have important implications for both individuals and organizations. In this paper, we use social exchange theory to argue that exchange-based correlates of employee turnover influence the manner in which employees resign, and that resignation styles affect managers' emotional reactions to employee resignation. We test our hypotheses in 4 studies. In Study 1, we inductively identify a taxonomy of resignation styles among full-time MBA students who have recently resigned from a job. In Study 2, we qualitatively examine the extent to which this taxonomy of resignation styles is represented in the accounts of supervisors of recently resigned employees. In Study 3, using a sample of recently resigned professionals, we demonstrate that employees' exchange relationships with their organizations and their supervisors influence their resignation styles. Finally, in Study 4, we provide evidence that resignation styles affect supervisors' emotional reactions in a sample of managers. Directions for future research on resignation and practical implications are discussed. (PsycINFO Database Record

FAKTOR-FAKTOR YANG MEMENGARUHI KEPUASAN KERJA DAN PENGARUHNYA TERHADAP PENGUNDURAN DIRI KARYAWAN (STUDI KASUS: FEMINAGROUP)

The aim of this study is to determine factors that lead to job satisfaction and its impact to resignation. This study consists of two submodels. The first submodel investigate the influence of compensation, job security, career path , organizational communication, and company policy on job satisfaction. While the second submodel investigate the effect of job satisfaction of the employee's resignation. The first submodel found that compensation and job security variables have no significant effect on job satisfaction, while career paths, organizational communication, and company policies have a significant impact on job satisfaction. The results of submodel 2 states that job satisfaction have a significant effect on the employee's resignation. Relationships are both negative, which means if the job satisfactions are high, the resignation will be lower. And vice versa.

Employment Law

Sexual Harassment: Employee's resignation proves fatal to her case Retaliation: Former employee allowed to continue his retaliation claim Disability: Failure to cooperate in interactive process undercuts employee's case

Knowledge4Scrum, a novel knowledge management tool for agile distributed teams

Purpose – The purpose of this paper is to propose Knowledge4Scrum, a novel knowledge management tool for agile distributed teams. Agile software development (ASD) refers to a group of software development methodologies based on iterative development, where requirements and solutions evolve through collaboration between self-organizing cross-functional teams. The two most widely used methodologies based on the agile philosophy are scrum and extreme programming. Whichever methodology is considered, agile teams usually consist of few members and are collocated under the same roof. However, nowadays, agile practices for distributed development are gaining much momentum. The main reasons behind such practice are cheaper skilled labour, minimizing production cost, reducing time to market and increasing the quality and performance of projects. Along with the benefits obtained through globally distributed development, there are, however, many difficulties faced by various organisations. These problems are caused mostly due to distance, time and cultural differences. To meet up with the level of complexity of projects, ASD also has to keep up with many challenges, especially in cases of distributed teams. Four major challenges have been identified. First, the introduction of global software development entails a number of difficulties, especially related to knowledge sharing. For instance, lack of transparency is frequently observed within such teams, whereby a team member is totally unaware of the activities of his/her colleagues. Second, the unavailability of team members due to time zone differences adds up to the list of problems confronted by distributed teams. Third, there can be misunderstanding amongst the team member due to communication problems, especially in cases where the mother language of the team members is different. Fourth, a common issue faced by distributed teams is the loss of knowledge when an employee resigns from his/her post. Design/methodology/approach – Based on the main problems outlined above, what has been proposed is Knowledge4Scrum, a novel knowledge management tool for agile distributed teams. Knowledge4Scrum will act as a global repository for knowledge sharing in Scrum distributed teams with the possibility of creating new knowledge through data mining techniques. Valid past projects data have been collected to train and test the data mining models. The research also investigates the suitability of knowledge management in Scrum distributed teams to address the various challenges addressed above. Findings – Knowledge4Scrum supports the four knowledge management processes, namely, knowledge creation/acquisition, knowledge storage, knowledge dissemination and knowledge application. It has been found that the aforementioned tool satisfactorily addressed issues of distance, time and cultural differences that crop-up in distributed development teams. Data mining has been the main aspect for the knowledge creation and application processes, whereby new knowledge has been determined by examining and extracting patterns from existing data found in the repository. Originality/value – A major feature of the Knowledge4Scrum tool lies in the knowledge creation and application section, where a number of data mining techniques have been utilised to identify trends and patterns in past data collected. When compared to the COnstructive COst MOdel to estimate project duration, Knowledge4Scrum gives more than satisfactory results. Such functionalities will actually help managers for future project planning and in decision-making.

A Proposal for Expensing Employee Compensatory Stock Options for Financial Reporting Purposes

This article presents an accounting approach for employee stock options based on the insight that the currentperiod compensation expense should reflect only that part of the option value that is earned independent of the obligation of continued employment. Given that the maturity of vested options is typically shortened to 90 days when an employee resigns or is terminated, this method views the employee as owning a 90-day option (even if the stated maturity of the option is ten years) and earning a 90-day extension to that option each quarter as a result of the employee's continued employment. In the case of vested options, the compensation expense in each quarterly accounting period is thus the value of the 90-day extension of the option's maturity. There is no option expense in the quarter when the option is either exercised or expires. In the case of unvested options, the expected option value at vesting should be estimated quarterly starting at the time of grant and the corresponding estimated expense should be revised and allocated as a pro rata accrual each quarter over the vesting period. The cumulative expense over the entire vesting period will equal the fair market value of the option at its vesting date. Besides reflecting the economics of the exchange of value for labor involved in stock option grants, this approach has a number of practical advantages: • The 90-day maturity permits the use of publicly traded options to determine fair market value and makes Black-Scholes and other (lattice) pricing models more reliable. • The shortened maturity eliminates the need to adjust for early exercise or employee attrition. • Consistent application should lead to a greater degree of comparability in option valuation and expense allocation among companies (including those that use restricted stock instead of options).

LANGSTON v. AMALGAMATED UNION OF ENGINEERING WORKERS AND ANOTHER

February 27, 1973 Industrial relations — Unfair industrial practice — Employee's resignation from trade union — Threat of industrial action by union against employers — Whether employee “person against whom the action was taken” — Whether competent to bring complaint against union — Industrial Relations Act, 1971 (c.72), ss.5(1)(2), 33(3), 101(1), 105(1).