Employee Tenure Research Articles

MODELING EMPLOYEE RESIGNATION USING A SEMIPARAMETRIC APPROACH COX PROPORTIONAL HAZARD

Survival analysis is a research method that studies the duration individuals or experimental units endure against events like death, disease, recovery, or other experiences. This study employs a semi-parametric survival analysis model using the Cox proportional hazards regression method to identify factors such as age, gender, marital status, and education influencing how long employees stay with a company before resigning. The aim is to describe and interpret significant factors affecting employee resignation using the Cox Regression method. The results indicate that age significantly influences employee tenure. The average tenure is eight years. The probability of an employee still working at age 32 for up to eight years is 0.0057, while the likelihood for an employee who has worked more than eight years at age 32 is 0.9943. The study uses secondary data on the tenure of 521 employees, analyzed with the Cox proportional hazards regression method. The data, however, has limitations due to type III censoring, where some subjects leave observation, resulting in incomplete data. The study concludes that age significantly impacts employee tenure. Younger employees tend to explore career opportunities, while older employees seek stability, pension benefits, and a comfortable work environment.

The Role of Effective Communication in Harmonizing Work Relations and Increasing Employee Work Productivity

This research was carried out to determine the extent of effective communication's role in harmonizing work relationships between leaders, subordinates, and co-workers and what the results of employee work productivity are due to the role of effective communication. This research was conducted at the Bawaslu office in the South Sulawesi Province, with a total research population of 552. The sample was determined using purposive sampling so that 104 people were spread across 24 (twenty-four) districts/cities with the criteria of employee tenure and status. technical executive officer. The research results show that effective communication influences work relationships and employee work productivity. However, it was found that work relations do not impact work productivity.

Navigating the Employment Experiences of Selected Employees at the Bpo Company in Cabuyao Laguna: Basis for Retention Plan

This research investigates the influence of employee motivation on retention. The study aims to identify additional factors influencing employee tenure within a company and their contribution to organizational success. The respondents of this study were ten (10) employees from a company located at Pulo, Cabuyao, Laguna. The study used a semi-structured interview and researchers were able to create conclusions through participants shared experiences based on the interview. In summary, the researchers discovered that, beyond employee motivation, various factors influence an individual's tenure within an organization.

An analysis of the effect of employee tenure on WACC

ABSTRACT No international accounting policy exists to mandate that firms must report employee/workforce-level human capital information on a structured basis. Thus, the link between employee/workforce human capital and firm risk is not demonstrated in the literature. South Korea is a rare instance where human capital information, such as employee tenure is disclosed on Annual Reports as a rule. Therefore, we invoke resource-based theory, a human resource policy assertion, and a business ethics/sustainability inference to show whether capital providers differentiate between firms that are able/unable to retain employees, thus adjusting WACC accordingly. Using OLS regression analysis, from 2011-2020, empirical results show that firms with the ability to retain employees enjoy economically significantly lower levels of WACC. The results infer that equity/debt providers associate workforce tenure and firm risk/returns expectations. Empirical results also show that capital providers are nuanced when impounding employment information into risk/return assessments, based on incrementally different associations for investment-grade/non-investment-grade firms. The study contributes to the literature by providing evidence that management should develop strategies to retain employees to enjoy economic advantages. Because structured employee/workforce human capital information is rare internationally, the study has important practical implications for legislators, management, employees and the public.

Leadership Communication in Increasing Employee Work Productivity

This study aims to determine the communication of leaders to subordinates in improving employee productivity at the Kajuara Sub-District Office. The research methodology uses qualitative type, observation data collection techniques, interviews and documentation. Data analysis techniques data reduction, data presentation and conclusion drawing. The results of research on the communication of leaders to subordinates in improving employee productivity at the Kajuara Sub-District Office have been carried out optimally, both downward communication and upward communication. The downward communication carried out by the Kajuara Sub-District Head has been carried out optimally, especially in terms of instructions or tasks, rational, ideology, information, and feedback. Likewise, the upward communication at the Kajuara Sub-District Office has been maximized, this is evidenced by the tenure of the State Civil Apparatus (ASN) of the Kajuara Sub-District Office, where the average employee tenure is approximately 15 years, of course the employees have experience and understand their duties and functions at the Kajuara Sub-District Office and of course the communication that has been established is very close between superiors and subordinates. The output of this research is in the form of articles published both in print and electronic form, so that the community, especially students, can access easily and at a low cost. The goal is that students can read and know the author's findings regarding the communication of leaders to subordinates in increasing employee productivity at the Kajuara Sub-District Office.

Examining the seniority-based pay system in Korean companies: current trends and its implications for Asian economies

ABSTRACT Human resource management, including the design and implementation of pay systems, is influenced by the specific national context in which it operates. Challenges often arise when HRM practices that have been established in advanced countries are transplanted to developing nations, as they may not fully align with the unique circumstances and cultural dynamics of the target country. Until the 1980s, rapidly growing South Korean companies embraced the seniority-based pay system (SPS) in order to encourage employee tenure. The 1997 IMF foreign currency crisis led to an effort to shift away from this model, which was seen as unrelated to job roles and performance, towards alternative systems. Despite two decades of reforming efforts, SPS pay still prevails, particularly among production workers at large manufacturing companies under trade unions. The workplace panel survey data provides evidence that the implementation of a SPS system does not display any significant negative impact on firm performance, as measured through various methods. As such, the question is not whether to abolish the old system, but instead how to accommodate the new system. The study emphasizes aligning pay systems with the nation’s history, culture and industrialization rather than imposing foreign models.

Employee Characteristics and Corporate Risk‐Taking: Focusing on Tenure

AbstractThis study investigates whether employee characteristics are associated with corporate risk‐taking activities. The analysis shows that employee tenure is negatively associated with corporate risk‐taking. This association remains robust to the instrumental variable approach and propensity score matching method. Furthermore, the negative relation between employee tenure and corporate risk is stronger for firms offering lower wages and for more labor‐intensive firms. Overall, this study highlights the importance of considering the interaction between managers and stakeholders such as employees when understanding corporate risk‐taking.

The Role of Perceived Organizational Support (POS) and Employee Satisfaction to Enhance Employee Engagement: Does Gender and Tenure Matter?

Research aims: The research investigated the conjecture that employee engagement is notably intensified in the presence of perceived organizational support (POS) and employee satisfaction. Additionally, the study explored the discrete impacts of the interconnections between these variables, considering gender and employee tenure. Design/Methodology/Approach: This study employed primary quantitative research methods through cross-sectional surveys. The hypotheses were tested using SEM-PLS with the assistance of Smart PLS.Research findings: The findings unveiled that POS indirectly influences employee engagement through its effect on employee satisfaction. Furthermore, employee satisfaction directly and positively contributes to heightened employee engagement. Neither gender nor tenure exhibits identifiable effects on the correlations between the constructs. It is ascertained that POS holds a higher degree of significance in cultivating employee engagement.Theoretical Contribution/Originality: The study empirically confirmed the enhanced employee engagement through POS and employee satisfaction, elucidating the mediating role of satisfaction, highlighting the significance of POS, and offering actionable managerial insights for human resource strategies.Practitioners/Policy Implications: It is recommended that managerial efforts be directed toward formulating human resource strategies that amplify POS.Research Limitations/Implications: Limited number of respondents due to the period of COVID-19 recovery.

Risk factors for resignation from work during pregnancy among Japanese women: a cross-sectional, multicenter questionnaire survey.

This study was to investigate the employment status of pregnant women in Japan and identify risk factors associated with resigning from work during pregnancy. We conducted a cross-sectional survey with 975 postpartum women in Tokyo and its suburbs, focusing on those who were employed during pregnancy. Women who were employed when they became pregnant were selected and divided into two groups: those who did not resign and those who resigned; the groups were analyzed separately. Multiple logistic regression analyses were performed to examine associations between employment resignation and risk factors. The analysis revealed that 79% continued working, while 8.1% resigned. Risk factors for resignation included non-regular employment (OR: 13.1, 95% CI: 6.6-25.9), fewer employees (OR: 3.4, 95% CI: 1.8-6.4), and shorter employee tenure (OR: 2.4, 95% CI: 1.1-5.2). Non-regular employment status, a smaller number of employees, and shorter employee tenure were identified as risk factors for working women resigning from their job during pregnancy. In work situations and work environments that encourage pregnant women to leave the workforce, developing systems to improve these conditions for pregnant employees may help women to progress in the labor force.

Do rating agencies impound workforce human capital information into default risk assessments?

ABSTRACT No accounting policy exists to mandate that employee-level human capital (ELHC) must be included on Annual Reports. Because structured ELHC information is rare, the association between ELHC and credit ratings (risk) is not demonstrated in the extant literature. South Korea is a unique instance where ELHC information is included on Annual Reports as a rule. Using a sample of 9,273 Korean listed firm-year observations from 2011-2020, we demonstrate that employee tenure, a ELHC proxy, has a positive association with credit ratings. The results infer that credit rating agencies interpret that employee tenure improves a firm's potential to survive a business cycle. The study also demonstrates that continuous employment has a more positive effect on credit ratings for NonBig4 and smaller clients/firms, compared to Big4 and larger clients/firms. The study contributes to the literature by demonstrating that firms that retain employees are less likely to default, implying that if firms look after employees, there are economic advantages. From a policymaking perspective, the study demonstrates the information advantage of reporting non-financial ELHC information on Annual Reports, on a structured/numerical basis.

The Effect of Job Stress on Organizational Citizenship Behavior With Job Satisfaction as a Mediating Variable and Tenure as a Moderating Variable

This study aims to determine the role of job stress and job satisfaction in influencing Organizational Citizenship Behavior, as well as the role of job satisfaction as a mediating variable and tenure as a moderating variable in PT X employees. Data collection methods using questionnaires, and saturated sample respondents, namely 135 employees of PT X. The data analysis technique makes use of the SmartPLS 3.3 software program and the partial least square (PLS) approach, which is based on structural equation modeling (SEM). The findings demonstrated that job stress has a significant negative impact on OCB, job stress has a significant negative impact on job satisfaction, job satisfaction has a significant positive impact on OCB, job satisfaction can partially mediate between job stress and OCB, and tenure can moderate, thereby weakening the effect of job satisfaction on OCB, and that the lower the tenure associated with the longer employee tenure, the lower the OCB behavior in employees. This is because employees with longer tenure, the more they decrease to behave extra roles in the organization.

Political environment, employee tenure security and firm performance in middle-income economies

PurposeThe study investigates the effect of political instability and employee tenure security on the performance of firms in middle-income economies (MIEs) after controlling for the influence of corruption, international quality certification, external auditor services and firm age. It examines whether ownership and sector effects matter in the explored relationships.Design/methodology/approachThe study adopts the generalized method of moments estimator and collects firm-level cross-sectional data from 77 MIEs.FindingsThe evidence shows that political uncertainty, employee tenure security and firm age negatively impact firm performance. Also, external quality assurance mainly improves firm performance. Additionally, foreign-owned firms benefit from corruption more than their domestic counterparts. Moreover, there are ownership and sector effects in the firm performance drivers.Practical implicationsThe findings suggest the need for MIE firm managers to implement policies and programs to improve permanent employees' efficiency, commitment and honesty. Policy makers and political actors must work toward a stable political environment in MIEs. The policy must also focus on at least minimizing corruption.Originality/valueThe study shows the contributions of employee tenure security, political instability and corruption to the performance of MIE firms. It documents sector and ownership effects in the factors influencing firm performance.

Employee Tenure Moderates the Effect of HRM Practices and Fit on Retention

Person-Organization (P-O) and Person-Job (P-J) fit are critical in retaining talent. Research has focused on the earliest time in an employee’s life with the company. The current research expanded this scope, to explore the role of fit perceptions and the HRM practices driving them, as moderated by employee tenure. The moderating effect of employee tenure on the relationships between HRM practices, fit perceptions, and retention related attitudes was examined. Results indicate tenure moderates the effects, such that for employees of very low or high tenure, P-O fit yields stronger predictive relationships with retention, whereas for employees of moderate tenure, P-J fit yields stronger predictive relationships.

ANALISIS PENGEMBANGAN KARIR UNTUK MENINGKATKAN KINERJA PEGAWAI PADA KPU BEA DAN CUKAI TIPE C SOEKARNO HATTA

Employee career development at the Soekarno Hatta Customs and Excise KPU Type C based on educational background, education and training in position, and employee tenure. Factors that influence career development at the Soekarno Hatta Customs and Excise KPU Type C are Managerial Competence (managerial ability), Technical/functional Competence (technical ability), Creativity (creativity). Career paths can be passed by employees when the employee has high work performance as indicated by an increase in salary. A positive career attitude is carried out by the Soekarno Hatta Customs and Excise Commission Type C so that it is more in line with career demands and career opportunities that are consistent with the interests, values, needs and abilities of individuals. The career adaptability of the Type C KPU Customs and Excise Soekarno Hatta employees demonstrates the application of knowledge, expertise and the latest technology in their career paths. For the individual characteristics of Type C KPU Customs and Excise employees, Soekarno Hatta makes career choices on the basis of: Interests, Identity, Personality. Keywords: Career Development, Employee Performance, Education.

Analisis Faktor–Faktor yang Mempengaruhi Penghasilan Karyawan Wanita di PT Pal Indonesia Kota Surabaya Pada Tahun 2017–2021

This research is entitled "Analysis of the Factors Affecting the Earnings of Women Workers at PT Pal Indonesia from 2017 to 2021 in the City of Surabaya". The purpose of this study was to measure and analyze whether the level of education of women (X1), tenure of female employees (X2) and the number of female employees (X3) partially and simultaneously have a significant effect on the income of female employees (Y) at PT Pal Indonesia, Surabaya city. From a total of 65 observations, a sample of 13 divisions was used in this study. This research uses literature study and documentation study to collect data. The multiple linear regression model, or OLS, is the analytic approach used in this study. The results of the data analysis show that the variables of female education level (X1), female employee tenure (X2) and number of female employees have a partial and simultaneous significant effect on the variables income of female employees (Y). Other results show that the contribution or contribution of the Education Level of Women (TPW), Years of Service of Female Employees (MKW) and Number of Female Employees (JKW) together have an influence on the Income of Female Employees (PKW), which is equal to 60.2380%. While the remaining 39.7620% is caused by other factors not examined in this study.

Team leader survival syndrome, tenure and management styles towards professional subordinates on construction megaprojects; sustainability and corporate governance

PurposeThe modern construction industry is highly competitive and cost driven, with tangible adversarial relationships between projects' contractual parties at individual and organisational levels; there are conflict of interest as people to survive. Accordingly, team leaders on construction megaprojects (CMPs) in multinational engineering organisations strive to survive in such competitive markets. The research’s aim is to investigate relationships between team leaders' tenure and management styles towards professional subordinates on CMPs and elaborate how corporate governance can optimally address this conflict of interest and adversarial relationships.Design/methodology/approachThe research methodology adopted processes of inducting theory using case studies. A qualitative approach was adopted as a primary data collection and analysis source. It involved case studies through primary data collection in semi-structured face-to-face interviews with 38 professional subordinates (interviewees) to discuss impacts of team leaders' tenure on their management style (a five-team leader, case studies). The research methodology is based on building theories from case study grounded theory research methodologies.FindingsThe research introduced the notion that team leader survival syndrome is pronounced and evidenced by adversarial reactions towards new or experienced professional subordinates where team leaders perceive professional subordinates, especially at senior technical levels, as potential risks that jeopardise their positions and employment survival possibilities. The syndrome is proven based on real-life case studies; it is constant, tangible and serious disorder of attitudes and behaviours. Longer tenure stimulates and accelerates these phenomena and syndrome, with 58% of team leaders exhibiting such syndromes. Optimum employee tenure is between 7 and 10 years. Corporate governance provides good resolution practices.Research limitations/implicationsThe research implications are useful to construction industry and academia. However, the analysis is limited to the case studies considered in Canada and Qatar. Due to small sample size for both case studies and respondents to the questionnaire survey, it is recommended for future exploration to expand the scope of research to larger sample size and various demographic and geographical locations.Practical implicationsCorporates should acknowledge the presence of team leader survival syndromes. They should thoroughly investigate sociopolitical relationships behind it and seek to understand consequences on professional subordinates. Corporates should also adopt a 360-degree feedback system; they should limit trust given to team leaders in this regard to responsible trust, to eliminate manipulation. Team leaders are perceived as being not always truthful and misrepresent capabilities and performance of their professional subordinates to senior managers. Corporate governance holistic multidimensional perspectives are required to provide resolutions of team leader survival syndromes.Originality/valueThe research has discovered a phenomenon that team leaders on CMPs in architecture, engineering and construction (AEC) organisations, prompted by virtue of long tenure in corporates or by power of their managerial level in organisations, perceive their professional subordinates, especially senior technical employees, as potential risks. It is thought promoting them would put their own positions and security of tenure at risk. Hence, team leaders act adversarially, to enhance their own survival prospects. This research introduced the novel team leader survival syndrome and introduced analyses, practical implications and recommendations.

R&D Employee Tenure in MNC Subsidiaries: The Role of Institutional Distance and Experience (WITHDRAWN)

Long tenure of research and development (R&D) employees helps organisations to utilise employees’ knowledge over a sustained time period and to strengthen their competitive advantage. It also allows organisations to benefit from the return on the investments made on training their R&D employees. Thus, it is important to identify the determinants of R&D employees’ tenure and design appropriate R&D employee retention strategies. This paper analyses the factors that explain the tenure of R&D employees in the subsidiaries of multinational corporations (MNCs). Building on institutional theory, we claim that formal and informal institutional distance between MNCs’ home and host country might lead to early departure from subsidiaries. We suggest that experience plays a moderating role at both the micro-level (i.e., at the individual employee level) and macro-level (i.e., at the MNC subsidiary level). We find support for our hypotheses mobilising an original database that combines patent data and the LinkedIn profiles of 988 R&D employees in 272 MNC subsidiaries in India.

R&D employee tenure in MNC subsidiaries: the role of institutional distance and experience

Long tenure of research and development (R&D) employees helps organisations to utilise employees' knowledge over a sustained time period and strengthen their competitive advantage. It also allows organisations to benefit from the training investments made on their R&D employees. Thus, identifying the determinants of R&D employees' tenure is crucial for designing effective R&D employee retention strategies. This paper analyses the factors explaining R&D employees' tenure in the subsidiaries of multinational corporations (MNCs). Building on institutional theory, we claim that formal and informal institutional distance between MNCs' home and host country might lead to R&D employees' short tenure in subsidiaries. We further suggest that R&D employees' international experience and MNCs' host country experience play a moderating role. We find support for our hypotheses by mobilising an original database that combines patent data and the LinkedIn profiles of 939 R&D employees in 256 MNC subsidiaries in India.

Performance Effects of High Performance Work Systems on Committed, Long-Term Employees: A Multilevel Study.

Even though effects of High Performance Work Systems (HPWS) on employee performance have been widely investigated, there is no consensus on how this link is achieved. Drawing on Social Exchange Theory (SET), this paper attempts to shed more light in this relationship by investigating the mediating role of affective, normative, and continuance commitment in the relationship between HPWS and employee performance. Moreover, the potential moderating role of employee tenure on the HPWS—organizational commitment link is examined. Using data from 342 subordinates and 115 supervisors from 111 service organizations in Greece, our multilevel analysis shows that affective commitment fully mediates the relationship between HPWS and employee performance. In addition, employee tenure positively moderates the relationships between HPWS and affective and normative commitment. The paper discusses theoretical implications and provides recommendations for practitioners.

Seven jobs in a lifetime? An analysis of employee tenure

AbstractThis analysis examines the number of jobs and the lengths of employer‐specific tenures for four cohorts of relatively young workers: male and female high school and college graduates. It compares those measures with the experiences of an older cohort of workers who were born approximately 20 years earlier. Young workers today have many jobs—at least seven—over the first decade or two of their careers. The majority last no more than a year. Hazard models for the annual probability of separating from an employer show that short tenures are associated with a high probability of leaving.