Firm Employment Research Articles

The Impact of tariff increase on export and employment of Chinese firms

The Impact of tariff increase on export and employment of Chinese firms

Judge Bias in Labor Courts and Firm Performance

Abstract This paper documents the existence of judge-specific differences on granting compensation for wrongful dismissal and shows that their consequences are different for small low-performing firms than for other firms. Pro-worker judge bias reduces job creation for all firms, increases the destruction of permanent jobs in small and low-performing firms but reduces it in large high-performing firms. Pro-worker bias reduces employment and survival for small and low-performing firms but has no significant effects on these outcomes for the other firms. The probability that permanent incumbent workers keep their job in firms judged by a pro-worker judge increases in large and high-performing firms, while it decreases in small, poorly performing firms.

한국 제조기업의 기술혁신, 고용, 기업성과 간 관계에 대한 3SLS 분석: 고용의 양적·질적 특성 관점에서

한국 제조기업의 기술혁신, 고용, 기업성과 간 관계에 대한 3SLS 분석: 고용의 양적·질적 특성 관점에서

From high-performance work systems and resilience to employee well-being during crises: exploring the moderating role of employee ambidexterity

This study examines the moderating role of employee ambidexterity on how high-performance work systems and employee resilience relates to organisational resilience and employee well-being during crises. Additionally, it explores the influence of organisational resilience on employee well-being during crises. This study used a quantitative approach. Two-wave cross-sectional data were obtained from 324 employees of pharmaceutical manufacturing firms in Ghana and analysed using Structural Equation Modelling-Partial Least Squares. The findings indicated that a high-performance work system plays a crucial role in enhancing the link between organizational resilience and employee well-being. Although employee resilience was found to influence on organizational resilience and employee well-being positively, this effect is not statistically significant. The results also indicate that the role of exploitation ambidexterity is vital in strengthening the relationship between high-performance work systems, employee resilience, organizational resilience, and employee well-being, particularly during crises. This provides a comprehensive analysis of the influence of high-performance work systems, employee resilience, and employee ambidexterity on both organizational resilience and employee well-being. Additionally, using personal and organisational resources to examine how they promote employee well-being during crises empirically provides new insights into resilience and well-being literature.

Linking organizational justice to tourism and hospitality employees’ service orientation: the roles of Confucian values and relationship quality

PurposeThe purpose of this study is to explore the moderating effect of Confucian values and the mediating effect of relationship quality on the relationship between organizational justice and employee service orientation in the tourism and hospitality industry.Design/methodology/approachStructural equation modeling was applied to a sample of 421 responses in a questionnaire survey from employees of tourism and hospitality firms in mainland China.FindingsEmployee relationship quality fully mediated the relationship between organizational justice and service orientation. Confucian values negatively moderated the direct effect of organizational justice on employee relationship quality and the indirect effect of organizational justice on service orientation.Practical implicationsThis study offers insights for hospitality managers how to improve employee service orientation and establish Confucian values in the practice of organizational justice. Tourism and hospitality organizations should equally treat all employees as internal customers and use distinct strategies to manage employees with high and low Confucian values in employee selection and management of training and development.Originality/valueThis study highlights the contributions of organizational justice and relationship quality to employee service orientation. It also demonstrates that Confucian values explain why many Chinese employees are less sensitive to low fairness: these values negatively moderate the organizational justice–relationship quality–service orientation relations. By linking organizational justice to relationship quality and employee service orientation, the findings enrich our understanding of the applications of internal marketing and social exchange theories under Confucian values.

The deterrent effect of the SEC Whistleblower Program on financial reporting securities violations

AbstractThe stated goal of the SEC Whistleblower Program introduced as part of the Dodd‐Frank Act was to deter securities violations and thereby to strengthen investor protection. We document significant reductions in the likelihood of financial reporting fraud by US firms following the introduction of this program. The reductions are robust to controlling for other regulatory changes in the Dodd‐Frank Act and economic trends. Given that employees of firms with weaker internal compliance and reporting programs are more likely to report irregularities directly to the SEC rather than internally, we predict and find that these firms are more likely to change their reporting behavior. We also show that the observed reductions are attributable to an improvement in internal whistleblower programs and the hiring of more capable audit committee members after the program's inception. Collectively, these findings provide important large‐sample evidence of significant benefits of the SEC Whistleblower Program for deterring financial reporting fraud and of the efficacy of bounty‐type whistleblower programs.

Primary Psychopathy in Formal Leaders and Job Satisfaction Levels of Employees Working in Family and Non-Family Firms

This paper aims to explore differences in personality traits, focusing on the levels of primary psychopathy, between formal leaders of family and non-family companies as well as assessing differences in the job satisfaction levels of their employees. Moreover, we assess the relationship between the employees’ perception of their formal leader’s primary psychopathy levels and their job satisfaction levels in family firms. The empirical evidence is provided by a sample of 95 Portuguese employees, who responded to a questionnaire that included their perceptions of their formal leader’s primary psychopathy level and job satisfaction measures. All respondents work in small and medium-sized private companies with no management responsibilities and under formal hieratical supervision. The initial idea that family firms’ employees perceive lower levels of primary psychopathy in their formal leaders than non-family firms’ employees was confirmed. However, employees of family and non-family firms did not differ in their job satisfaction levels. The results also support the notion that perceived levels of primary psychopathy in formal leaders are negatively associated with the employees’ job satisfaction levels. These findings contribute to the research literature by addressing two aspects under-addressed in the comparison between family and non-family firms, while offering insights on the relationship between primary psychopathy in formal leaders and job satisfaction levels of employees working in family firms.

Transgenerational control intention and employment practices of family firms in China

PurposeThis study aims to examine the employment practices of family firms in emerging markets. Drawing from the social exchange theory, the authors propose that transgenerational control intention enhances the motivation for family owners to engage in favorable employment practices as inducement for future contribution of employees.Design/methodology/approachMultilevel regression models were applied to test the hypotheses with a sample of 3033 Chinese private family firms.FindingsThe results show that the employment practices of family firms are positively associated with transgenerational control intention, and the effect of transgenerational control intention is contingent on regional social trust.Originality/valueThis study highlights the role of transgenerational control intention of family owners in motivating favorable employment in family firms. The study adds nuance to the variances in employment behaviors of family firms as well as the family owner-employee exchange relationship in emerging markets.

Political skills, job resources, and career adaptability of R&D personnel

ABSTRACT R&D employees play a critical role in improving organisational creativity and innovation. However, they often face significant career risks when disruptive technological innovations emerge. Therefore, understanding the development of R&D employees’ career adaptability is an important area of research. This study proposes a research model that examines the direct effect of political skills on the career adaptability of R&D employees, with job resources functioning as a mediating variable in this relationship. By analysing two waves of survey data collected from 262 R&D employees in large firms in South Korea, the study develops a formative second-order construct of political skills and demonstrates its positive impact on the career adaptability. Furthermore, this study reveals that job resources mediate the relationship between political skills and career adaptation. This research contributes to the field of human resource management (HRM) for R&D employees and innovation studies by highlighting the socio-political foundation of innovation activities within organisations and emphasizing the importance of political skills in facilitating both career transition and the utilisation of job resources.

The Impact of Employees Empowerment on Workplace Creativity in Interior Design Companies in Jordan

Objective: Examining how employee empowerment affects workplace creativity within SME employees of interior design firms in Jordan’s capital city of Amman. Method: Primary information gathered from a broad sample of SME workforce via online questionnaire. For analysis, 80% of the entire number of distributed surveys were deemed legitimate. Software for social sciences and humanities (SPSS). Results: Workers in Jordanian SMEs are highly empowered in terms of Job significant, Job competence, and Self-determination. The three factors have a considerable positive association, and employee empowerment has a favorable impact on workplace creativity. There is evidence to support the sub-hypotheses on the importance of the Job significant, Job competence, and Self-determination. Recommended Actions: Provide financial and moral support, recognize and encourage employees who have new ideas, and provide them the tools they need to succeed through training, responsibility delegation, and participation in decision-making. Meaning: The study emphasizes the value of employee empowerment in fostering workplace creativity and innovation in SMEs, which confront particular challenges due to scarce resources, competition, and market changes.

Financial Experts on the Outside Boards, Financial Stress in Foreign Exchange Markets, and Firm Employment

ABSTRACT This study examines the role of financial experts on the outside boards on firm-level employment decisions under financial stress in foreign exchange markets (FSIFX). Using firm-level data from the manufacturing industry in South Korea from 2001 through 2019, we observe in the Korean FSIFX a negative relationship with employment. We also find that including a financial expert as an outside director plays a significant role in varying the FSIFX-employment relationship. Specifically, the presence of a financial expert on the firm’s outside board contributes to reducing the negative effects of FSIFX on employment. Moreover, these findings are particularly noteworthy for firms that carry steep export ratios.

A Task Performance and Fitness Predictive Model Based on Neuro-Fuzzy Modeling

Recruiters' decisions in the selection of candidates for specific job roles are not only dependent on physical attributes and academic qualifications but also on the fitness of candidates for the specified tasks. In this paper, we propose and develop a simple neuro-fuzzy-based task performance and fitness model for the selection of candidates. This is accomplished by obtaining from Kaggle (an online database) samples of task performance-related data of employees in various firms. Data were preprocessed and divided into 60%, 20%, and 20% for training, validating, and testing the developed neuro-fuzzy-based task performance model respectively. The most significant factors influencing the performance and fitness rating of workers were selected from the database using the Principal Components Analysis (PCA) ranking technique. The effectiveness of the proposed model was assessed, and discovered to generate an accuracy of 0.997%, 0.08% Root Mean Square Error (RMSE), and 0.042% Mean Absolute Error (MAE).

Automation Technologies and their Impact on Firm Employment

Automation Technologies and their Impact on Firm Employment

Information Technology and Firm Employment

Information Technology and Firm Employment

Examination of the Person-Job Fit of Entrepreneurs, Joiners, and Employees of Established Firms

Examination of the Person-Job Fit of Entrepreneurs, Joiners, and Employees of Established Firms

IDENTIFYING THE CAUSES OF ARCHITECTURAL DESIGN PROCESS FAILURES

Construction is performed with interdisciplinary cooperation, as it requires the preparation of various projects across numerous areas of engineering and architecture. To ensure that projects are complete and coherent, it is important to manage the design process efficiently. It is known that several design failures occur which cause construction reworks if design process could not manage well. Therefore, the current study analyzed causes of design process failures, and adverse effects regarding these failures during the construction. The opinions of architects who were actively involved in design and construction stages of projects were recorded through 354 questionnaires. The opinions of building audit firm employees and employers, that one of the important stakeholders, took in consideration regarding design failures. A total of 351 survey forms were collected from the building audit firms. Data were analyzed using SPSS 22 software. Results indicated that the architectural projects did not include detailed drawings and that concurrent engineering was not applied during the architectural design process. This incompatibility among the projects negatively influenced the construction process.

The Impact of Exports on Firm Employment in Türkiye

This study investigates the employment effects of exports on employment based on Turkish firm-level data over the period 2003-2015. To this aim, we adopt Propensity Score Matching (PSM) and Difference-in-Differences (DID) techniques to construct treatment models. The results show that exporting encourages firms’ employment significantly. Specifically, this effect is more significant for Turkish manufacturing firms in labour-intensive and low/medium-low technology sectors and those paying lower wages.

Managing legitimacy in a cross-border post-merger integration context: the role of language strategies

This paper develops a conceptual framework of language strategies in the cross-border post-merger and acquisition (M&A) context as firms seek legitimacy for integration from their internal stakeholders. We contribute by developing a framework for advancing the debate that cross-border bidder firms employ rationalistic and nationalistic rationales to legitimise their M&A choices, including the role of language, which is an embodiment of culture to help create synergies in a post-merger integration (PMI) context. Based on our review of social identity, legitimacy, and strategic integration literature, our conceptual model outlines language strategies to achieve the twin goals of PMI and legitimising their choices. We offer a critical review of the approaches used in cross-border PMI and integrate the role of language in gaining legitimacy for the internal stakeholders, such as its impact on employees and managers. From an international human resource management perspective, we highlight the importance of language strategies for each of the four integration scenarios for the bidder and target firm employees and managers, primarily when neither the target nor the bidder firm uses English as their native language. Finally, we develop propositions to advance future research in this area. The role of international language training and other approaches is also highlighted.

A multilevel investigation of the cascading effect of entrepreneurial leadership on employee creativity: Evidence from Chinese hospitality and tourism firms

This study aims to elucidate the cascading effect of entrepreneurial leadership on fostering employee creativity in hospitality and tourism firms. Drawing upon multiple theories (e.g., the affective events theory and conservation of resources theory) and utilizing a multilevel mediation model, this study predicts and examines the cross-level indirect relationship between entrepreneurial leadership and employee creativity, which is sequentially transmitted through employees’ surface acting and work-related flow. Based on a 2-wave longitudinal design, survey data were obtained from multiple sources consisting of 47 leaders and 352 employees in Chinese hospitality and tourism firms. Multilevel structural equation modeling (MSEM) analysis provides empirical support for the cross-level mediation model. This study is among the first to provide empirical evidence of the cross-level effect of entrepreneurial leadership on workplace creativity via surface acting and work-related flow in the service industry, which enriches the leadership literature in the tourism discipline.

Boomerang recruitment: an intelligent model for rehiring using a grey-based multicriteria decision-making methodology

PurposeStaffing is one of the most influential human resource (HR) activities and is the primary method of hiring and retaining human resources. Among staffing’s several activities, recruitment and selection are one of the most crucial activities. It is possible to rehire former firm employees using the talent management strategy known as “boomerang recruitment”. The boomerang recruitment trend has tremendously grown because many employees who believe they are qualified for the position now wish to return to their old employers. According to data, boomerang employees can be 50% less expensive than conventional ways of hiring. The purpose of this study is to identify the generic critical factors that play a role in the boomerang hiring process based on the literature review. Next, the objective is to determine the relative weight of each of these factors, rank the candidates, and develop a decision-making model for boomerang recruitment.Design/methodology/approachThis paper focuses on the grey-based multicriteria decision-making (MCDM) methodology for recruiting some of the best candidates out of a few who worked for the organization earlier. The grey theory yields adequate findings despite sparse data or significant factor variability. Like MCDM, the grey methods also incorporate experts' opinions for evaluation. Furthermore, sensitivity analysis is also done to show the robustness of the suggested methodology.FindingsSeven (7) recruitment criteria for boomerang employees were identified and validated based on the opinions of industry experts. Using these recruitment criteria, three candidates emerged as the top three and created a pool out of six. In addition, this study finds that Criteria 1 (C1), the employee's past performance, is the most significant predictor among all other criteria in boomerang hiring.Research limitations/implicationsSince the weights and ratings of attributes and alternatives in MCDM methods are primarily based on expert opinion, a significant difference in expert opinions (caused by differences in their knowledge and qualifications) may impact the values of the grey possibility degree. However, enough attention was taken while selecting the experts for this study regarding their expertise and subject experience.Practical implicationsThe proposed method provides the groundwork for HR management. Managers confronted with recruiting employees who want to rejoin may use this model. According to experts, each attribute is not only generic but also crucial. In addition, because these factors apply to all sectors, they are industry-neutral.Originality/valueTo the best of the authors’ knowledge, this is the first study to apply a grey-based MCDM methodology to the boomerang recruitment model. This study also uses an example to explain the computational intricacies associated with such methods. The proposed system may be reproduced for boomerang recruiting in any sector because the framework is universal and replicable. Furthermore, the framework is expandable to include new criteria for different work.