Switching Jobs Research Articles

The Influence of Job Stress Towards Turnover Intention among Generation Y Employees in Perak Information Technology

Researchers have been studying turnover intention for nearly a century. Recently, most generation Y workforce in Malaysia's Information Technology (IT) industry reportedly developed a norm of switching jobs constantly due to being increasingly exposed to a lot of work-related stressors. This study aims to investigate the relationship between job stress and turnover intention among generation Y employees in the Perak IT industry. The quantitative approach was used by distributing online questionnaires through the Facebook platform to collect data from a sample of 123 employees drawn from IT companies in Perak, Malaysia. The result revealed that the majority of the respondents are recorded with a high level of job stress and a moderate level of turnover intention. It was found that job stress was significantly positively correlated with turnover intention. Further analysis also demonstrated that the dimensions of job stress such as work overload and work ambiguity were significant influences on turnover intention. Overall, there was a statistically significant positive relationship between job stress and turnover intention among the employees. The findings of this study demonstrated important implications for IT organisations, employees, and Human Resource (HR) practitioners by allowing them to understand the devastating effects of job stress and equip themselves with strategies to reduce turnover rates.

Mental health concerns precede quits: shifts in the work discourse during the Covid-19 pandemic and great resignation

To study the causes of the 2021 Great Resignation, we use text analysis and investigate the changes in work- and quit-related posts between 2018 and 2021 on Reddit. We find that the Reddit discourse evolution resembles the dynamics of the U.S. quit and layoff rates. Furthermore, when the COVID-19 pandemic started, conversations related to working from home, switching jobs, work-related distress, and mental health increased, while discussions on commuting or moving for a job decreased. We distinguish between general work-related and specific quit-related discourse changes using a difference-in-differences method. Our main finding is that mental health and work-related distress topics disproportionally increased among quit-related posts since the onset of the pandemic, likely contributing to the quits of the Great Resignation. Along with better labor market conditions, some relief came beginning-to-mid-2021 when these concerns decreased. Our study underscores the importance of having access to data from online forums, such as Reddit, to study emerging economic phenomena in real time, providing a valuable supplement to traditional labor market surveys and administrative data.

Barriers and Facilitators of Implementing Injury Prevention Practices by Massage Therapists.

Massage therapy involves pervasive ergonomic hazards with the majority of massage therapists (MTs) experiencing adverse musculoskeletal health issues. A variety of barriers and facilitators exist that can impact the efficacy of safety programs. A longitudinal study to characterize individual and organizational barriers and facilitators that influence the implementation of self-care techniques designed to reduce musculoskeletal health issues. MTs who reported time as abarrier implemented 0.9 fewer selfcare items despite wanting to make these changes (P = 0.003) and 1.4 fewer self-care items when management was identified as a barrier (P < 0.001). Almost 20% of the MTs reported switching jobs which was associated with implementing 1.1 fewer self-care items (P = 0.002). Our findings show that organizational factors plays a critical role in workplace safety which can be used to improve working conditions faced by MTs.

The myth of organization autonomy: Social workers’ salary under the lump sum grant subvention system in Hong Kong

AbstractAdopting the principles of managerialism, the Lump Sum Grant Subvention System in Hong Kong grants service organizations autonomy to deploy resources. Using organization‐ and individual‐level survey data, this article examines the salaries of social workers under the managerialist subvention system and investigates its impacts on frontline service professionals. We found that when service organizations adopted flexible employment terms to hire social workers, they offered lower minimum wage. Smaller organizations, which are often believed to benefit more from the system, paid social workers lower minimum wage. When individual social workers made use of flexible employment terms and switched their jobs in the welfare sector, there was no evidence that their income levels would be raised—on the contrary, switching jobs for three or more times would in fact lower their income levels. Furthermore, while the system encouraged social workers to get more involved in management work, there was no evidence that increasing work hours on management‐related work would increase the income of social workers. As organizational autonomy does not necessarily result in income justice for frontline social workers, clear guidelines, supervision, and policy interventions in the management of service organizations are still needed in social service planning and delivery.

Is automatic enrollment consistent with a life cycle model?

AbstractWe examine retirement saving for young adults in a life cycle model. We find that optimal retirement saving is zero for liquidity‐constrained young adults who anticipate significant earnings growth. With a plausible age‐earnings profile for college‐educated workers, retirement saving does not begin until the late 30s or early 40s. Workers facing a flat earnings profile begin saving much sooner. Participating may be optimal for younger workers facing steep earnings profiles if they anticipate switching jobs and cashing out after 1–2 years. Our results suggest that automatically enrolling workers, regardless of age, is not consistent with a life cycle model.

EFFECTS OF THE ORGANIZATIONAL FACTORS ON TEACHERS' RETENTION: PERCEPTIONS OF PRIVATE SECONDARY SCHOOL TEACHERS OF LYARI TOWN

The teaching occupation and the essential tasks and duties of teachers are necessary for developing every nation's human resources. The teachers are the pillar of our country, and without them, the standard of our education will suffer since teachers are the nearest to the human mind and are prime drivers of economic development. Therefore, educational administration and organizational factors play a pivotal role in making teachers motivated and satisfied to sustain their academic institutions' jobs and should focus on switching jobs frequently. This study examined the association between organizational and teacher retention in eight private secondary schools in Lyari town Karachi, Sindh Pakistan. The study formulated three objectives and hypotheses. The research design was a correlation—the population of the study comprised of teachers from schools. A random sampling technique was used, and a questionnaire was distributed among 200 teachers to collect data. Data were gathered using an instrument that was self-made with the help of literature reviewed and experts' suggestions. The questionnaire was validated and piloted. The Cronbach Alpha coefficient was determined. Ensure the reliability at 0.85, respectively. The Pearson correlation statistic was used to test the hypotheses. The findings reveal significant relationships between teachers' salary packages, teachers' workload, professional development opportunities, and teachers' retention in schools. Further, the study's findings reveal that educational administration and management align with government compensation policies regarding teachers' salaries and promotions and focus on their teaching workload and other fringe benefits.

Is Automatic Enrollment Consistent with a Life Cycle Model?

We examine optimal retirement saving for young adults in a life cycle model. We find that for liquidity-constrained young adults who anticipate significant earnings growth, optimal retirement saving is zero. Specifically, we find that with a plausible wage profile for college-educated workers, retirement saving does not begin until the late 30s or early 40s, even with standard employer matching. In fact, inducing workers in their mid 20s to participate in a retirement plan requires employer match rates of more than 1000 percent. In contrast, workers facing a flat wage profile begin saving much earlier in life. We also find that participating may be optimal for younger workers facing steeper wage profiles if they anticipate switching jobs and cashing out after 1-2 years. Our results suggest that automatically enrolling workers, regardless of age or anticipated future earnings, in defined contribution plans is not consistent with optimizing behavior in a life cycle model. Institutional subscribers to the NBER working paper series, and residents of developing countries may download this paper without additional charge at www.nber.org.

Robo-Advisors to Predict Switching of Jobs using Space in Handwriting Image

Predicting switching of jobs has been in quest for several years. The study starts with collection of manually written text specimen in A4 sheet. At the beginning gray scale or color copy is extracted by the robo-advisor and more shielding executed to transform to binary image. For identifying the gaps amidst characters Skew-normalization is used in the manuscript after segmentation. After that a comparison is computed with space mean among closed loops created by characters and word spaces to identify character. The characters are then matched with the requirements of job. Accordingly, the new appraisal is compared against the already existing. If the performance degrades, switching is predicted along with the possible job options. The main agenda of the document is to analyze switching jobs on the basis of behavior from gaps in manually written manuscripts. The recommended approach is approved with 600 samples of IAM database with diverse authors having various culture. The analysis concludes the recommended method attains 64% and above level of efficiency

Effort Level by Firm Size in a Developing Country

This paper compares effort levels of workers from small and medium/large firms. Generally, smaller firms pay lower wages, have higher turnover rate and offer less employment protection, aspects that can influence work effort. Therefore, through a data panel on the Brazilian labor market from 2005 to 2015, different econometric models (RE probit model and Mundlak–Chamberlain model) and using two proxies (sub-remuneration and absence) for measurement, we analyzed whether workers of small firms demonstrate higher working effort than workers of medium/large firms and whether such differences remained after job switch among firms. Results indicate that: (1) workers of small firms are more dedicated to work; (2) workers who switched jobs from a small to a medium/large firm experienced change in behavior, for variable sub-remuneration; (3) switching jobs did not alter working effort for variable absence, as workers remained on a superior level to those employed in small/large firms throughout the research.

Interprovincial differences in labour force distribution and utilization based on educational attainment in Indonesia, 2002–2015

AbstractIntroducing an employment variable with five levels of educational attainment per capita and employing inequality decomposition, this study addresses three questions. How does labour force vary by education and provinces? How does labour force utilization vary by education and provinces? What are the potential causes of differences? We find that the no‐primary‐education group is more endowed in less‐developed provinces and allocated most unequally among education groups across provinces, despite past universal primary education policies. The senior‐secondary‐education group with the largest labour share is a growing concern due to the lower employment rate and largest interprovincial inequality.

Please, thank you and sorry – brokering migration and constructing identities for domestic work in Ghana

ABSTRACTDrawing on interviews with migrant domestic workers and brokers in Accra-Tema, the capital city of Ghana, this paper throws light on the everyday practices of brokers in producing ideal workers for urban middle class and expatriate families as well as overseas employment. The authors map the different kinds of brokers who are involved in the selection and placement of domestic workers and show how they filter and represent workers to potential employers. Women and girls from the poorer north and Volta regions are positioned into precarious employment with an ever-present risk of abuse, non-payment and sexual exploitation. In the absence of effective state protection these workers depend heavily on brokers for negotiating better working conditions and switching jobs if they are in a difficult position. By examining such dynamics the authors demonstrate how the process of brokerage itself offers these workers opportunities for exercising agency that have the potential of setting them on an upward path. The authors conclude with calls for a more nuanced and differentiated understanding of the role and the practices of brokers to better inform Ghana’s efforts to minimise exploitation of domestic workers.

Upward wage rigidity and Japan's dispatched worker system

This article focuses on the salary rigidity problem and provides an interpretation to explain why wages easily stick at low prices. Associated with weak correlations between wages and productivity, we reveal the relationship between Japan's dispatched worker system and upward wage rigidity. Unlike the traditional approach focusing on downward wage rigidity, we discover that firms naturally press wages down to gain benefit, in which a high cost of switching jobs for workers fosters businesses to suppress salaries and increase upward wage rigidity. The findings show that upward wage rigidity widely exists in Japan labor markets and significantly increased during the 2008 financial crisis. At that time, the number of temporary workers skyrocketed upward. As dispatched workers usually get lower salaries than regular job workers, this pulls down the payment and increases the degree of upward wage rigidity. In the result analysis, we discover that the revision in the Dispatch Worker Law of 2009 significantly raised temporary workers' wages and improved market efficiency.

Assessing the impact of caring for a child with Dravet syndrome: Results of a caregiver survey

ObjectiveThe objective of this study was to describe and quantify the impact of caring for a child with Dravet syndrome (DS) on caregivers. MethodsWe surveyed DS caregivers at a single institution with a large population of patient with DS. Survey domains included time spent/difficulty performing caregiving tasks (Oberst Caregiving Burden Scale, OCBS); caregiver health-related quality of life (EuroQoL 5D-5L, EQ-5D); and work/activity impairment (Work Productivity and Activity Impairment questionnaire, WPAI). Modified National Health Interview Survey (NHIS) questions were included to assess logistical challenges associated with coordinating medical care. ResultsThirty-four primary caregivers responded, and 30/34 respondents completed the survey. From OCBS, providing transportation, personal care, and additional household tasks required the greatest caregiver time commitment; arranging for child care, communication, and managing behavioral problems presented the greatest difficulty. EuroQoL 5D-5L domains with the greatest impact on caregivers (0=none, 5=unable/extreme) were anxiety/depression (70% of respondents≥slight problems, 34%≥moderate) and discomfort/pain (57% of respondents≥slight problems, 23%≥moderate). The mean EQ-5D general health visual analogue scale (VAS) score (0=death; 100=perfect health) was 67 (range, 11–94). Respondents who scored <65 were two- to fourfold more likely to report ≥moderate time spent and difficulty managing child behavior problems and assisting with walking, suggesting that children with DS with high degrees of motor or neurodevelopmental problems have an especially high impact on caregiver health. On the WPAI, 26% of caregivers missed >1day of work in the previous week, with 43% reporting substantial impact (≥6, scale=1–10) on work productivity; 65% reported switching jobs, quitting jobs, or losing a job due to caregiving responsibilities. National Health Interview Survey responses indicated logistical burdens beyond the home; 50% of caregivers made ≥10 outpatient visits in the past year with their child with DS. ConclusionsCaring for patients with DS exerts physical, emotional, and time burdens on caregivers. Supportive services for DS families are identified to highlight an unmet need for DS treatments.

The effect of fairness preference on managerial entrenchment: an experimental analysis

Purpose– The main purpose of this paper is to analyze the effect of fairness psychology on the motivation and behavior that drives managerial entrenchment. The paper also provides a theoretical basis to set up an effective incentive and restraining mechanism for corporations.Design/methodology/approach– This paper conducts an experiment to investigate the effect of fairness preference on managerial entrenchment in enterprises.Findings– The results of the experiment show that managers are very concerned about fair payoffs, i.e. the comparison of the principals’ earnings with managers’ market average levels of pay. The worse managers’ fairness preference becomes, the greater are the degrees of managerial entrenchment exhibited. In addition, a large payoff gap between managers and principals produces a higher sensitivity in high-ability managers, while a large payoff gap between managers and managers elsewhere in a market leads to a higher sensitivity in low-ability managers.Originality/value– This paper provides new insights into incentives and constraints affecting the behaviors of managers at the corporate board level. Maintaining equity between managers’ payoffs, principals’ earnings and managers’ market average pay levels can restrain both the entrenchment behavior of managers caused by unfair psychology and also the increasing costs of staff switching jobs, thus producing greater profits for companies.

Indian Employees' Attitudes toward Poaching

Given the paucity of research on poaching (hiring employees who are already employed by another, sometimes competitor, company) in India, this study used an experimental design with data from 164 Indian managers and professionals working in a variety of industries, to examine their perceptions of employees who are poached, of companies who engage in poaching, and of their possible reasons for switching jobs. Participants were engaged in three tasks as follows: in the first task, participants were randomly assigned to one of the four scenarios (in a 2 (Agency: Company vs. Employee) x 2 (Decision: Joining rival firm vs. Not joining rival firm) design); in the second task, participants were given a description of a company that either poaches or one that does not poach; and finally, in the third task, participants were asked about the reasons that would lead an employee to getting poached. The study's results indicated that participants perceived employees who get poached as less moral and more business-minded. They also perceived companies who engage in poaching as being competitive, and also perceived such companies more negatively than companies that did not poach. Improvements in salary, status, and social environment emerged as primary reasons for participants to consider switching jobs.

Employment and Adverse Selection in Health Insurance.

We construct and test a new model of employer-provided health insurance provision in the presence of adverse selection in the health insurance market. In our model, employers cannot observe the health of their employees, but can decide whether to offer insurance. Employees sort themselves among employers who do and do not offer insurance on the basis of their current health status and the probability distribution over future health status changes. We show that there a pooling equilibrium is more likely when the costs of switching jobs are high or when health status is not persistent. We test and verify some of the key implications of our model using data from the Current Population Survey, linked to information provided by the US Department of Labor about the job-specific human capital requirements of jobs.

Exploring the reality of switching jobs among hospital pharmacists and trends amongst those having experienced employment changes

Exploring the reality of switching jobs among hospital pharmacists and trends amongst those having experienced employment changes

Hedging labor income risk

We use a detailed panel data set of Swedish households to investigate the relation between their labor income risk and financial investment decisions. In particular, we relate changes in wage volatility to changes in the portfolio holdings for households that switched industries between 1999 and 2002. We find that households do adjust their portfolio holdings when switching jobs, which is consistent with the idea that households hedge their human capital risk in the stock market. The results are statistically and economically significant. A household going from an industry with low wage volatility to one with high volatility ceteris paribus decreases its portfolio share of risky assets by up to 35%, or $15,575.

Hedging Labor Income Risk

We use a detailed panel data set of Swedish households to investigate the relation between their labor income risk and financial investment decisions. In particular, we relate changes in wage volatility to changes in the portfolio holdings for households that switched industries between 1999 and 2002. We find that households do adjust their portfolio holdings when switching jobs, which is consistent with the idea that households hedge their human capital risk in the stock market. The results are statistically and economically significant. A household going from an industry with low wage volatility to one with high volatility will ceteris paribus decrease its portfolio share of risky assets by up to 35%, or USD 15,575.

Work-related critical incidents in hospital-based health care providers and the risk of post-traumatic stress symptoms, anxiety, and depression: A meta-analysis

This meta-analysis reviewed existing data on the impact of work-related critical incidents in hospital-based health care professionals. Work-related critical incidents may induce post-traumatic stress symptoms or even post-traumatic stress disorder (PTSD), anxiety, and depression and may negatively affect health care practitioners’ behaviors toward patients. Nurses and doctors often cope by working part time or switching jobs. Hospital administrators and health care practitioners themselves may underestimate the effects of work-related critical incidents. Relevant online databases were searched for original research published from inception to 2009 and manual searches of the Journal of Traumatic Stress, reference lists, and the European Traumatic Stress Research Database were conducted. Two researchers independently decided on inclusion and study quality. Effect sizes were estimated using standardized mean differences with 95% confidence intervals. Consistency was evaluated, using the I2-statistic. Meta-analysis was performed using the random effects model. Eleven studies, which included 3866 participants, evaluated the relationship between work-related critical incidents and post-traumatic stress symptoms. Six of these studies, which included 1695 participants, also reported on the relationship between work-related critical incidents and symptoms of anxiety and depression. Heterogeneity among studies was high and could not be accounted for by study quality, character of the incident, or timing of data collection. Pooled effect sizes for the impact of work-related critical incidents on post-traumatic stress symptoms, anxiety, and depression were small to medium. Remarkably, the effect was more pronounced in the longer than in the shorter term. In conclusion, this meta-analysis supports the hypothesis that work-related critical incidents are positively related to post-traumatic stress symptoms, anxiety, and depression in hospital-based health care professionals. Health care workers and their supervisors should be aware of the harmful effects of critical incidents and take preventive measures.