Length Of Tenure Research Articles

Some evidence on the cohort earnings differentials of men in Japan

This study analyses the cohort earnings differentials of full-time working men in Japan using large micro data on individuals. Log earnings differentials between two cohorts of the same age calculated from 2012 and 2017 surveys reveal a substantial earnings decline for university graduates around age 43 and senior high school graduates around age 38 in 2017. These cohorts experienced a severe deterioration of job opportunities after the bubble burst. The Blinder–Oaxaca decomposition shows that the composition effect dominates the wage structure effect. In particular, a shortened length of tenure and a decline in the share of those working in a large firm are the main causes of the earnings gap for senior high school graduates and for university graduates, respectively. While an increase in the proportion of those working in the service sector and a reduced share of regular workers are also important determinants for the earnings differentials for high school graduates, deteriorated opportunities for promotion to supervisory positions play an important role for university graduates. Extending this analysis to a longer time period and estimating the cohort earnings differential equation clarify that the observed stability of cohort earnings differentials for university graduates emerge not only from the importance of firm size differentials in determining their earning differentials, but also from the high stability of firm size differentials between cohorts for university graduates.

The Effect of Firm Internal and External Characteristics on Risk Reporting Practices among Malaysian Listed Firms

This study examines the effect of firm internal and external characteristics on risk reporting practices among the Malaysian public listed firms. Specifically, this study focuses on three internal characteristics namely, duality of board leadership, the presence of stand-alone risk management committee, and length of CEO tenure and external characteristics namely, competition, debt governance and auditor quality on the risk reporting practices among the Malaysian public listed firms. Using, content analysis on 200 top public listed firms in Bursa Malaysia, this study shows that one of the external characteristics namely, debt governance significantly influence risk disclosure among the Malaysian public listed firms. This study however, shows that none of the internal characteristics influence risk disclosure among the Malaysian public listed firms. The finding of this study provide further understanding on the nature of risk disclosure of Malaysian public listed firms.

Gender Diversity in General Surgery Residency Leadership

This study aimed to evaluate the proportion and characteristics of women who serve in general surgery program director (PD) and associate program director (APD) positions in the United States. General surgery programs (n = 276) and directors were identified using the Association for Program Directors in Surgery website; information was cross-referenced with American Medical Association FREIDA and Accreditation Council for Graduate Medical Education databases, current to July 1, 2017. Each program's website was accessed to determine the gender and academic ranking of faculty. Results reveal a preponderance of men in PD and APD positions. Women accounted for 18.4% (n = 51) of the 276 PD positions, with more women in APD positions (29.6%). There was no correlation between gender of PD and the corresponding APD, (χ2 = 0.68, p = 0.41; Phi coefficient = -0.0695). Of those with academic appointments, men who were PDs were more likely to be full professors when compared to women PDs (38.5% vs 24.1%, respectively). The median number of days since appointment to PD was similar in both groups (1461 days for men vs 1377 for women, p = 0.18), although more men have held PD positions longer. Programs with a higher proportion of women faculty were more likely to have a woman PD (p = 0.0397), but not those with more women residents (p = 0.225) or a woman Department Chair (p = 0.56). Among general surgery program directorship, men continue to hold more positions of educational leadership, although the trend appears to be shifting toward a more equal balance, particularly in those programs with proportionately more women faculty. This discrepancy may be due to academic rank or length of tenure. As more women hold academic positions in the field of general surgery, an increase in the representation of this group in leadership is anticipated. Although senior leadership (PD) positions remain disproportionately held by men, APD positions are filled by a greater percentage of women than academic surgical faculty, although the absolute percentage remains less than 50%. Educational leadership may be a viable path to academic leadership for both women and men.

Insights into the Relationships between Personnel Control, Action Control, and Intrinsic Motivation

While literature is clear on the relationship between results control, incentives, and extrinsic motivation, there is little evidence on how (or whether) management controls are associated with intrinsic motivation. The purpose of this study is to provide evidence on this relationship since intrinsic motivation is critical to the persistence of long-term performance effects and desirable behaviors, such as learning and creativity. Using survey data from 196 employees, we examine whether personnel and action controls positively influence intrinsic motivation by increasing individuals’ perceptions of autonomy. We find that both of the personnel controls, feedback and training, and one of the action controls, visual management, influence performance through perceptions of autonomy and the extent to which respondents find work activities to be challenge motivating. The results show that the second type of action control, standard operating procedures, is not associated with autonomy but instead has a direct positive association with the extent to which respondents find their work activities enjoyment motivating, and, in turn, with performance. We also find that our results depend on length of tenure with the organization.

CEO Background and Company Performance – Evidence from the Cohesion Regions of Eastern and Western Slovenia

The purpose of the study was to determine whether or not a CEO’s background (i.e. age, field and level of education and length of tenure in top management positions) affects a company’s performance (in terms of net return on assets) and, if so, what, if any, are the differences between the two cohesion regions in Slovenia, i.e. Eastern and Western Slovenia. The sample included 109 managers that manage companies in all statistical regions and various areas of activity. The study failed to confirm a connection between a CEO’s background and company performance with regard to the Eastern and Western cohesion regions. However, we have been able to confirm that companies’ performance indicators in the Eastern cohesion region are significantly lower than those of companies in the Western cohesion region. The reason for this may be traced to the companies’ areas of activity and their differences between the regions, where one can claim that specific areas of activity constitute an industry in the individual region.

ANALISIS PENYELESIAN SENGKETA INTERNAL LEMBAGA NEGARA (STUDI KASUS PELANTIKAN PIMPINAN DEWAN PERWAKILAN DAERAH REPUBLIK INDONESIA PERIODE 2017-2019)

The establishment of the Regional Representative Council of the Republic of Indonesia so called Dewan Perwakilan Daerah (DPD-RI) at least has two objectives. The first is to enhance justice for the people in the region. Secondly, to expanding and increasing the participation of local communities in national life. The process to form this state institution is done by amending the 3rd amendment of the 1945 Constitution of the Republic Indonesia. However, in doing that amendment there was an internal conflict within the body of DPD-RI involving the old and the new leaders of this institution last year. The length of leadership tenure which was initially made 5 years was amended to became 2.5 years. The different length of leadership tenure was then canceled by the Supreme Court and it was decided to be the same as other institution such as The People’s Consultative Assembly and The House of Representative in that the leadership tenure should be in accordance with the electoral cycle of 5 years. However, although the regulation of DPD-RI has been canceled, the Supreme Court keeps sending its representative to guide the oath of position of the new DPD-RI leadership. The only regulation that has been introduced by the state was regulation toward conflict between state institutions and this conflict can merely be resolved by the Constitutional Court. Therefore, there is an urgent need for the state to seek solution to solve this problem to prevent the same thing happened to other state institution in the future.

Is Narcissism Sustainable in CEO Leadership of State-Owned Enterprises?

The state sector has been an important part of many economies. This study measures the narcissism of the chief executive officers (CEOs) of state-owned enterprises (SOEs) unobtrusively, and examines the effect of narcissism on the performance and accounting earnings management of firms. This study shows that the narcissism of CEOs positively affects the performance of SOEs, and that the positive effect is a result of real management decisions rather than accounting earnings management. It also shows that CEO narcissism does not affect the earnings management of SOEs. However, this relation changes as the tenure of the CEO gets longer. As tenure gets longer, a CEO’s narcissism negatively affects the performance of a SOE, and a CEO with high narcissism is likely to be involved in earnings management to make up for weak performance. This study suggests that narcissism is not a sustainable leadership style. It also suggests that the personal characteristics of executives in public corporations are important in determining the performance of firms. While a longer tenure ensures that a CEO will pursue his/her strategy steadily, the leadership of a narcissistic CEO becomes negative and ineffective as their tenure gets longer. Considering the importance of SOEs in the economy, this is an important policy implication, as the appointment of a CEO and length of tenure are likely to be determined by the government.

Long Live the King? Death as a Term Limit on Executives

Can an electorate use the projected life expectancy of a lifetime-appointed executive to enforce binding, informal term limits? Informal term limits, based on the life expectancy of an executive candidate at election, would enable an electorate to exercise discretion in adjusting tenure lengths to minimize expected turnover and tenure-length costs, while also providing a strictly binding term limit; death. We provide a detailed historical case study of Middle Age and Renaissance Venice where the ruling patricians imposed informal term limits on their executive, the doge, utilizing the projected life expectancy of ducal candidates.

The Gender Gap and Career Path of the Academic Profession Under the Civil Service System at a Religious University in Jakarta, Indonesia

In this article I argue that male academics under civil servant system in a religious university still dominate the highest academic positions. This study applies logistic regression (binary and ordinal regression) since the available data, especially for dependent variable, is categorical and it does not fulfil the assumption of ordinary least square. By applying ordinal regression, gender is found to be undetected compared to other variables (age, length of tenure, and educational qualifications). Nevertheless, a statistical analysis utilising binary regression indicates that gender is a significant factor along with length of tenure and educational qualifications. The data obtained from the religious university is made up of the curriculum vitae of 749 academics in 2012 who are nearly all civil servants at the university.

Quantitative modelling of why and how homeowners decide to renovate energy efficiently

Understanding homeowners' renovation decisions is essential for policy and business activity to improve the efficiency of owner-occupied housing stock. This paper develops, validates and applies a novel modelling framework for explaining renovation decisions, with an emphasis on energy-efficiency measures. The framework is tested using quantitative data from a nationally-representative survey of owner-occupied households in the UK (n = 1028).The modelling advances formal representations of renovation decisions by including background conditions of domestic life to which renovating is an adaptive response. Path analysis confirms that three conditions of domestic life are particularly influential on renovation decisions: balancing competing commitments for how space at home is used; signalling identity through homemaking activities; and managing physical vulnerabilities of household members. These conditions of domestic life also capture the influence of property characteristics (age, type) and household characteristics (size, composition, length of tenure) on renovation decisions but with greater descriptive realism.Multivariate probit models are used to provide rigorous, transparent and analytically tractable representations of the full renovation decision process. Model fits to the representative national sample of UK homeowners are good. The modelling shows that renovation intentions emerge initially from certain conditions of domestic life at which point energy efficiency is not a distinctive type of renovation. The modelling also shows clearly that influences on renovation decisions change through the decision process. This has important implications for policy and service providers. Efficiency measures should be bundled into broader types of home improvements, and incentives should target the underlying reasons why homeowners decide to renovate in the first place.

The aging methadone maintenance patient: Treatment adjustment, long-term success, and quality of life

To evaluate the features and modes of adaptation to aging among Methadone Maintenance Treatment (MMT) enrollees. Beth Israel Medical Center in New York City. A sample of 156 MMT enrollees (103/66 percent males and 53/34 percent females) age 24-68 years. Twenty-nine percent of participants were aged 55 or older. A cross-sectional, multivariate, correlational design. Participants were administered the MMSE, ASI, BSI, as well as measures of impulsiveness and quality of life (QOL). Older adults were more likely to have had longer periods of treatment (p < 0.01), less likely to report current heroin use (p < 0.05) and overall drug use (p < 0.05), but were more likely to have a history of comorbid alcohol misuse (p < 0.01). Advanced age was also associated with less impulsiveness, hostility, paranoia, and interpersonal sensitivity (p < 0.01), more chronic medical problems (p < 0.05), greater use of medication for medical problems (p < 0.05), and more liberal take home medicine schedules (p < 0.01). However, no differences were found between older and younger participants with respect to their scores on the Overall Social Support scale (p > 0.05), the Personal Well-Being Index (p > 0.05) and the Satisfaction with Life Scale (p > 0.05), suggesting comparable levels of QOL. Furthermore, the rate of contact for older participants with medical professionals did not differ significantly from that of younger participants (p > 0.05). Only 7.1 percent of older participants reported regular contact with a primary care physician; a rate that is slightly lower than the rate in the overall population. The findings from the present study highlight at least two underappreciated challenges that clinicians are increasingly likely encounter in their work with the aging MMT population. These challenges are: (1) that despite numerous medical and psychiatric complaints, only a small proportion of MMT patients have regular contact with a primary care physician and the rate of contact does not appear to increase with age and (2) even with age-related declines in psychiatric comorbidity and illicit substance use, the suboptimal level of QOL that is characteristic of the MMT population as a whole does not improve with aging and length of tenure in MMT.

The The Influence of Audit Tenure and Audit Committee on Earnings Quality

&#x0D; &#x0D; &#x0D; &#x0D; One of the Auditor and Audit committee role is to ensure the quality of corporate financial reporting process. This study aims to test the effect of the length of auditor tenure and audit committee on earning quality measured by the absolute value of discretionary accruals. A sample of 465 companies has been selected and data covering the period 2009-2014 has been collected from these firms, where 2325 observation were used in this analysis. The data collected form CSMAR and analyzed using GLS regression analysis.&#x0D; &#x0D; &#x0D; &#x0D; &#x0D; This study found that the short audit tenure on Chinese listed company in Shenzhen Stock Exchange has a significance negative influence on earning quality, meanwhile this study found that audit committee which is measure by the size of the committee does not has a significance influence on earning quality. This study suggests that auditor should have a longer tenure to gain adequate knowledge of client’s business. Moreover companies should strengthen the role of their audit committee in monitoring financial reporting process by improved their activity and financial knowledge of the member.

Implementing the board of directors’ mechanism – An empirical study of the listed firms in Libya

This paper aims to investigate the extent to which board of directors’ mechanism is implemented in Libyan listed companies. This includes a consideration of composition, duties and responsibilities of the board directors. This study employed a questionnaire survey to collect required data from four key stakeholder groups: Boards of Directors (BD), Executive Managers (EM), Regulators and External Auditors (RE) and Other Stakeholders (OS). The results of this study provided evidence that Libyan listed companies generally comply with the Libyan Corporate Governance Code (LCGC) requirements regarding the board composition: the findings assert that most boards have between three and eleven members, the majority of whom are non-executives and at least two or one-third of whom (whichever is greater) are independent. Moreover, the results indicate that general assemblies in Libyan listed companies are practically committed to the LCGC’s requirements regarding the appointment of board members and their length of tenure. The findings provide evidence that boards in Libyan listed companies are carrying out their duties and responsibilities in accordance with internal regulations and laws, as well as the stipulations of the LCGC (2007). Furthermore, the stakeholder groups were broadly satisfied that board members are devoting sufficient time and effort to discharge these duties and responsibilities properly. This study helps to enrich our understanding and knowledge of the current practice of corporate boards as a significant mechanism of corporate governance (CG) by being the first to address the board of directors’ mechanism in Libyan listed companies.

Voices Carry: The Perceptions and Implications of the Faculty Climate Relationship

Over the last 20 years the length of tenure of those who serve as presidents of universities has diminished. Most higher education administrators serve in their positions less than 6 years and this frequent turnover rate affects those in secondary leadership roles significantly. With each new president and provost, trust must be established. This study is important because it seeks to understand the elements that ensure a healthy faculty relationship with administrators. A qualitative case study method will be utilized to interview 5 faculty members within one college within a university in the Northwest region of the United States. The question that will shape this study is: What are the things that build trust between faculty and administrators that create a healthy mutually respective academic environment? It is the goal of this project to identify the elements of a positive faculty climate. The study results will be helpful to administrators and faculty who have an interest in faculty-administrator relations.

Self‐perpetuation of Political Power

I investigate the relationship between tenure length in the House and posterior political success. I exploit a natural experiment in the Argentine Congress – where terms length were assigned randomly after the return to democracy – that provides a source of exogenous variation to initial political power. I find that having a longer tenure in the House increases both the probability of moving to higher political positions and the probability of having a relative in future congresses. I also find that name recognition is a mechanism behind dynastic success. Finally, I report a negative correlation between being a dynastic legislator and political effort.

Am I allowed to be pregnant? Awareness of pregnancy protection laws among migrant domestic workers in Hong Kong

ABSTRACTIn Hong Kong, pregnancy is not legal grounds for employers to dismiss their migrant domestic workers (MDWs). However a survey of 589 Filipino and Indonesian MDWs in Hong Kong demonstrates that only a third of respondents know their pregnancy rights. Regression analysis of the survey data highlight the statistically significant positive role of being Filipino and length of tenure in Hong Kong in increasing respondents’ rights awareness. Follow-up conversations reveal that workers understand their rights to be contingent upon the presumed morality of their pregnancy (whether they are married, whether their husband is the father) and their employer’s generosity. These findings reveal the influence of the socio-structural frames migrants carry with them from their home countries, and the ones in which they are embedded in their host destinations, in the lack of purchase of a pregnancy rights discourse among MDWs in Hong Kong. Our findings provide new insight into the power of symbolic violence in women migrant workers’ understanding of their rights, and their emphasis on their ‘work ethics’ over their ‘work rights’.

Finding HOPE: Changes in depressive symptomology following relocation from distressed public housing

Many public housing residents suffer from poor mental health and depression, which may be a function of both socioeconomic deprivation and residing in disorderly, unstable, and disadvantaged neighborhoods. While not explicitly targeting mental health, the HOPE VI program may improve public housing residents’ mental health by relocating them from distressed developments and into less-disadvantaged and disorderly neighborhoods. This paper examines post-relocation depressive symptomology among residents relocated from the Boulevard Homes public housing development in Charlotte, NC. Drawing on pre- and post-relocation surveys, as well as interviews with staff and case managers, we examine whether depressive symptomology – measured by the CES-D-10 – is associated with whether tenants relocate to other public housing or to private-market housing through the Housing Choice Voucher program. Further, we investigate whether social support, perceptions of safety, or objective neighborhood measures result in improvements in post-relocation depressive symptomology.We find that depressive symptomology substantially decreased following relocation, and those with higher CES-D-10 scores were more likely to move to other public housing rather than through the voucher program. Interviews with case managers suggest that some residents were fearful of leaving public housing and assuming the responsibilities of a private-market rental unit – e.g., basic maintenance and utility payments. Further, we find that reductions in post-relocation depressive symptomology are associated with greater perceptions of safety, greater social support in their new neighborhoods, and length of tenure at Boulevard Homes. Policy recommendations include expanding community-based mental health services, conducting pre-relocation mental health screenings, and providing additional relocation counseling to those suffering from depression.

Fearless dominance and performance in field sales: A predictive study

In a prospective study of 150 junior salespeople in the same company, we examined the relation between fearless dominance, which is a dimension of trait psychopathy, and objective performance in field sales. After controlling for demographic variables, length of job tenure, initial sales training quality, and disciplined achievement motivation, the results supported an inverted U‐shaped relation, which showed that, after a certain turning point, increases in fearless dominance resulted in decreases in performance. Thus, the most successful salespeople in our sample possessed moderate levels of fearless dominance. Implications for theory, practice, and future research are provided in light of a number of notable strengths and limitations.

Resources or Demands? Emotional Exhaustion Associated with Career Development Opportunities

In the present study, we examined the impacts of the relative change of career development opportunities after a job transfer on knowledge workers' emotional exhaustion perceived in their new job. We hypothesized a theoretical model by integrating the JD-R model and the COR theory, and then tested it, based on a final sample consisting 379 knowledge workers who have transferred their jobs at least once. Results indicated that the offering of better career development opportunities is significantly and negatively related to emotional exhaustion. And the relative changes of career development opportunities, compensation and length of tenure interact with each other in predicting emotional exhaustion. We concluded that better career development opportunities obtained through a job transfer play a big role in both job resources and job demands, but could also be a double-edged sword for knowledge workers' well-being, shown as emotional exhaustion in this study. Managers should be provided with recommendations based on the boundary conditions figured out in this study.

Stayers versus movers: Social capital and early career imprinting among young professionals

SummaryWe investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”