Voluntary Departure Research Articles

This Is Why I Leave: Race and Voluntary Departure

Despite continued research on workers’ quit behavior, questions remain on how race influences voluntary departure. To make progress on this topic, in this study I treat race as a structural position with respect to resources in order to develop a theoretical frame on why members of racial groups leave jobs. I argue that Black workers are more apt than White workers to voluntarily depart for reasons related to a lack of resources, such as a lack of health or transportation, whereas White workers are more likely than Black workers to depart for reasons that require resources, such as to start a new business or to take a new job. Using a nationally representative cohort sample spanning a period of two decades, I find support for my theory. The results indicate that Black workers are more likely than White workers to voluntarily depart their jobs due to resource constraints, and White workers are more likely than Black workers to voluntarily depart their jobs for reasons that require resources. This study suggests ways to reconceptualize the constraints and opportunities underlying voluntary departure and why such departure varies across racial groups.

THE PROBLEM OF SUICIDE IN THE WORKS OF F. M. DOSTOEVSKY AND A. CAMUS

The study presents a comparative analysis of understanding the problem of suicide by F. M. Dostoevsky and A. Camus, as well as their proposed solutions. The problem of suicide, which is located simultaneously in the field of philosophical, cultural, socio-demographic and psychological thought, does not lose its relevance throughout human existence, being inextricably linked with the issues of life, death and ideas about the afterlife within the framework of a religious or atheistic concept. As a theoretical basis, the main ideas of the philosophical thought of A. Camus are used - the concept of absurdity and rebellion, as well as the approach of F.M. Dostoevsky - in studying the reasons for a person's voluntary departure from life, according to which suicide is associated with the denial of God in the human soul. Based on the results, the main ideas of F.M. Dostoevsky and A. Camus in the context of the problem, the systematization of these concepts was carried out, their conclusions regarding voluntary departure from life and their attitude to the problem were analyzed.

Le vécu subjectif de l’expatrié : revue systématique de littérature

ContextExpatriation is a form of migration and temporary exile, characterized by a voluntary departure abroad and frequent back and forth with the country of origin. Globalization and international mobility over the past 50 years have resulted in an increase in the number of expatriates worldwide. Even when choosing to move abroad, some expatriates encounter difficulties that lead to illness and recourse to psychotherapy. This article offers a synthesis of the results of a review of the literature on the subjective experiences of expatriates. ObjectivesOur review of the literature aims to better understand the experience of expatriation, and the crises some expatriates go through during their stay abroad. Clinical practice treating expatriates is a complex situation, occurring in a specific context. However, expatriation has only recently become the subject of clinical psychological research. Economics and the sciences of sociology, demography, and work psychology, appear to have been the first to study this phenomenon. The objective was then to understand why some expatriates ended their expatriation prematurely. In the clinical psychology field, the paradigms of cultural adaptation and acculturation have been widely invoked as reasons for determining expatriate suitability and for establishing recommendations of preparation programs. If we recognize the adaptive dimension, we move away from these concepts to promote the subjective experience of the expatriate. To date, we have only found one publication on expatriation which specifically examines the consequences of expatriation for the family. It highlights a need for research that takes into account the variability of expatriation contexts and individual pathways. We therefore conducted a literature review on the subjective experience of the expatriate. MethodA broad search on EBSCO and Google Scholar was conducted in English and French, successively using the key words EXPATRITION, EXPATRIATE, EXPATRIE. This first search phase led us to limit the scope of our research to the subjective experience of the expatriate. In order to gather existing data, we used the PRISMA method. Of the 423 publications extracted from different search engines, we selected and analyzed 25 papers published between 1992 and 2022. ResultsExpatriation appears to be a complex subjective experience, which can reveal a state of crisis in its dimension of upheaval, but also with the potential of creating new order. The literature highlights the articulation of latent reasons for departure and the accompanying crises that some expatriates may experience because of a wish to escape from an original environment, the desire to break with the family, and a search for oneself. Separation from the original environment and exposure to a foreign environment can cause archaic anxieties to resurface and summon the ability to be alone. The narcissistic and identity crisis generated is manifested by schizophrenic phenomena (rejection of the foreigner or the country of origin), relational disorders, and depressive disorders. At the same time, the experience can open up a transitional space conducive to the emergence of the Self, to the re-appropriation of poorly introjected objects, and open up an evolution of the bonds of filiation and affiliation. ConclusionIf the stay abroad can lead to narcissistic and identity disorders, it appears in the literature as a rite of passage allowing for maturation phenomena. As part of this doctoral research, we further explore the nature of the crisis, and how psychotherapy can provide support during the transformation process involved.

The Human Cost of Attrition: A Qualitative Study of Preceptor Experiences in an Acute Care Setting

There is a knowledge gap concerning preceptor experiences, feelings, and attitudes following departure of recently trained staff. Employee resignations and insufficient academic admissions to backfill current vacancies reinforce the critical need to support preceptors responsible for staff on-boarding. This paper presents a study on a qualitative approach to explore preceptor feelings, attitudes, and experiences following voluntary departure of recently trained staff. Themes included preceptor role commitment, feelings of inadequacy and emotional distress, the need to find closure following staff departures, variances in intrinsic motivation, and perceptions of disengaged and unsupportive managers. The results of the study emphasize the importance of manager-preceptor communication, strengthening preceptor mentoring, and educating managers on the preceptor role.

Центральные образы и мотивы поздних стихотворений Геннадия Шпаликова (статья первая)

The material of the late poems by G. Shpalikov, one of the prominent representatives of poetry during the Khrushchev Thaw era, is singled out and examined in terms of the sphere of key images and motifs in the poet’s artistic world, which are encoded by the ontological-tragic situation of the lyrical subject in the enclosed chronotope of society. The central motifs of Shpalikov’s work during this period have been identified: motifs of loneliness, rootlessness, abandonment, vulnerability, farewell, hopelessness, and suicide. The semantic structure of the artistic world of the late (and not only late) poems is marked by a ternary model of “nature — human — civilization/society.” The movement of the “plot” in most late poems is determined by the internal catastrophic change in the psychological state of the lyrical subject, seeking voluntary departure from life, which is reflected in the expressive, emotionally evaluative, and reduced lexicon, the tightness of poetic lines, and tense syntax.

Women Who Don’t Want To Be Saved: A Gendered Analysis Of “Acceptable” vs. “Unacceptable” Female Violence

The voluntary departure of hundreds of young women, born and socialised in Europe, to Daeshcontrolled territories has raised many legitimate questions. Why do women choose to adhere to ideologies that appear to disempower them? Can they really embrace such patriarchal violence? Women have traditionally been seen as the victims of violence, particularly Islamic terrorist violence, often thought of as a male prerogative. Even years after Daesh’s defeat on the ground, the ambiguity of female violence remains a compelling issue, particularly when faced with social and legal challenges posed by female returnées. To offer a gendered analysis of women in/with violent ideologies and address their agency this paper will analyse representations of “acceptable”and “unacceptable” forms of female violence by focusing on the intersection between femininity, vulnerability, empowerment, sexuality and violence.

CATHOLICS AND PROTESTANTS IN THE CONFESSIONAL STRUCTURE OF KAZAN GOVERNORATE IN THE XVIII–XIX CENTURIES

Studying the history of ethno-cultural interactions in a multiethnic society is of scientific and practical interest.
 
 The purpose of the study is to examine the historical conditions and factors of the penetration and spread of Catholics and Protestants in the Kazan governorate in the XVIII–XIX centuries, to analyze the features of social and intercultural communications.
 
 Materials and methods. The article is based on the analysis of literary and documentary materials. The main sources of research were archival documents, legal acts, materials of censuses, periodicals. Theoretical generalizations and conclusions are made using the chronological, typological methods, institutional and cultural-anthropological approaches.
 
 Study results. Catholics and Protestants penetrated the Kazan governorate in the XVIII–XIX centuries from the countries of Western Europe. The historical conditions of their resettlement were the development of the Russian Empire, the development of new territories, the need for qualified personnel in various spheres of state and public activity. The reasons for the relocation were due to wars, social movements, as well as voluntary departure of foreigners to the Russian regions for the purpose of employment, temporary or permanent residence. Catholics, represented mainly by Poles, more often adhered to religious traditions, while Protestants, due to greater simplicity of their cult, less ritualism, simplified apologetics, more actively interacted with the Orthodox population, exerting a certain influence on it. Western Christians had a high social status, were employed in government, military service, in the fields of science and education, healthcare, trade, etc. Despite their relative small number, Catholics and Protestants have left a noticeable mark on the history and culture of the multi-ethnic region. The interaction between the Russian Orthodox Church and other traditional confessions with Catholicism and Protestantism was carried out on the basis of Russian legislation, which regulated their religious and social activities, prohibited missionary work among Russian subjects.
 
 Conclusions. During the period under review, the religious diversity of Kazan governorate was supplemented by Western Christian confessions and denominations, making it even more mosaic. Resettlement of Catholics and Protestants was caused by political, economic, socio-cultural reasons. The dynamics of the quantitative and qualitative composition of Western Christians depended on the historical conditions in Europe and Russia. Tsarism supported resettlement of foreigners, created the legal basis for their residence and professional activity, respected freedom of religion, but forbade converting Russian citizens into their faith. The results of the study make a definite contribution to the study of ethno–confessional processes in Kazan governorate in the XVIII-XIX centuries, enabling to better understand the nature of modern ethno-cultural communications in polyethnic regions of Russia.

Проблемные зоны современного дискурса об эвтаназии. Этический аспект

The article analyzes the ethical problems that arise in the process of discourse on voluntary departure from life, examines the ethical aspects of existing views on euthanasia. It is noted that adherence to the principles and rules of biomedical ethics is of particular importance when making decisions regarding the end of life. The paper presents the relationship between the characteristics of modern society and hedonistic tendencies, determined when choosing the value orientations of young people who have chosen medicine as their future profession. In this regard, it is necessary to discuss issues related to the ethical aspects of euthanasia at interdisciplinary platforms in the professional community of representatives of medicine, philosophy, law and religious organizations. The author comes to the conclusion that following the norms of morality in the activities of a doctor, determined by the centuries-old achievements of philosophical thought, predetermines the trajectory of his professional activity in terms of the duty he performs.

Beyond Performance: Does Assessed Potential Matter to Employees’ Voluntary Departure Decisions?

ABSTRACTFirms are increasingly implementing performance–potential assessment systems, whereby supervisors evaluate employees’ current performance and future‐oriented potential (i.e., promotion prospects). Whether retention is greatest for high performance–high potential (HiPo) employees under such a system is an empirical question—while the “promise” of a promotion may aid retention, these employees likely face attractive outside options. Using data from a multinational firm, I find that HiPos generally depart at a lower rate than lower performing non‐HiPos. Among shorter tenured employees, I find the strongest evidence that potential matters to departures, above and beyond performance. In several instances, the rate of departure is lower when assessed potential is higher, holding performance constant. This is the case both among higher performers, where high potential leads to HiPo status, and among lower performers where high potential affords no such status. My findings suggest that HiPo status and potential ratings may help in facilitating employees’ early sorting decisions.

Beyond Performance: Does Assessed Potential Matter to Employees’ Voluntary Departure Decisions?

Beyond Performance: Does Assessed Potential Matter to Employees’ Voluntary Departure Decisions?

"Where's Your Birth Certificate, Pilgrim?": Analyzing Double Age In Immigration Policing and Chicano Community Organizing, 1975-1985

"Where's Your Birth Certificate, Pilgrim?":Analyzing Double Age In Immigration Policing and Chicano Community Organizing, 1975-1985 Erin Mysogland (bio) In the late 1970s, Mexican youth began migrating to the US in growing numbers, expanding the "era of undocumented immigration" beyond a circular movement of adult male workers.1 At this time, the Border Patrol, the enforcement arm of the Immigration and Naturalization Service (INS), detained and deported migrants at increased rates, particularly in San Diego. Policing in San Diego's Chicano communities also increased as the policies of the "unconditional war on poverty" and "war against crime" criminalized youth of color.2 As the deportation machine coalesced with the carceral state, police denied Chicano and migrant youth the protections of childhood through deportation and detention.3 This article examines two cases of immigration police wrongfully deporting youth—a fourteen-year-old and a fifteen-year-old—to uncover how a "double age" based on race, ethnicity, and citizenship expanded deportability. It also uses the contemporaneous practice of detaining migrant youth at the Metropolitan Correctional Center to show how double age enabled the exclusions of older youth from reforms in detention practices. Using the lens of double age to understand the tension between the age of these detained and deported youth and their treatment by police demonstrates how the selective application of a protected childhood served to expand policing.4 However, immigration police were not the only ones that used the porous boundaries of youth to their advantage in the 1970s and 1980s San Diego-Tijuana borderlands. Herman Baca, leader of the Committee on Chicano Rights (CCR), infantilized Chicano and migrant youth to build resistance to policing. Guided by notions of Chicano self-determination, the CCR forged solidarity between Chicanos and undocumented migrants. By evoking a double age [End Page 422] based on notions of child protection, Baca built community-wide support for his demands to end the policing of Chicanos and migrants alike. Ultimately, the utility of double age for both immigration police and community organizers warns that a focus on youth can serve to uphold systems of oppression based on race, ethnicity, and citizenship status. ________ In the early 1980s, 6 percent of all Mexicans expelled from the US were younger than eighteen, amounting to 20,000 a year from California alone.5 Immigration law permitted the expulsion of undocumented youth through either formal deportation proceedings or the voluntary departure process.6 However, community organizers gathered evidence of the INS also deporting US citizens and migrants with legal status. In examining these illegal deportations of youth, it is important to note that only migrants over eighteen were required to carry their residency card at all times, meaning individuals under eighteen did not have to immediately prove legal status when apprehended.7 Guidance for deportation officers also stated that "[n]o juvenile shall be detained in a Service or non-Service adult facility whether or not he is accompanying a detained adult." Because the INS defined "juvenile" according to the law in the state where they were detaining the individual, in California the INS was not supposed to hold youth under eighteen in adult facilities prior to deportation.8 In defiance of these guidelines, immigration police denied Chicano and migrant youth a protected childhood by deporting them, serving to expand the reach of the deportation machine. In February 1984, Mario Moreno Lopez, a fourteen-year-old legal resident, was talking with friends on the street outside a store in Santa Ana when INS officers apprehended him and thirty-two other individuals they assumed to be undocumented. The INS brought Mario to a detention facility in Los Angeles and held him for a day even though Mario explained that he had residency papers. Mario eventually signed a form agreeing to a voluntary departure because, having witnessed another youth get "shoved to the ground" for not signing the form, he "didn't know it was voluntary."9 The INS deported Mario to Tijuana, where he found himself away from his father for the first time in his life. On his third border crossing attempt Mario entered San Diego, where someone who had seen his picture in the paper recognized him...

Hiring Temps but Losing Perms? Temporary Worker Inflows and Voluntary Turnover of Permanent Employees

This article investigates the effect of hiring temporary workers on the voluntary turnover of permanent employees. It argues that inflows of temporary workers erode the working conditions of permanent employees, prompting their voluntary departure. Using a unique panel dataset of individual-level monthly payroll data over an eight-year period in a sample of Spanish companies, a positive association between temporary worker inflows and the voluntary turnover of permanent workers is found. The results are robust to diverse specifications and are strongest for firms in non-manufacturing sectors and for firms that hire proportionally more low-skilled workers, contexts where the hiring of temporary workers may be more disruptive for permanent employees. Since the hiring of temporary workers is unlikely to threaten the employment of permanent employees in the dual labour market of Spain, the results indicate serious disruption costs associated with temporary hiring in organisations.

Does Turnover Spread through Network Ties? Network Turnover Contagion as Resource Loss

Does turnover travel through social networks and, if so, how? Extant literature suggests that turnover can spread from one departing employee to another through a social influence process. While this assumes the existence of social relations, we lack understanding of whether and how different types of relations affect the contagion process. We build on the turnover literature, which conceives social relations as resources individuals lose when their contacts leave, to distinguish between different types of social relations (instrumental, expressive, energy) and resource providers (peers, supervisors) and examine how their loss relates to turnover contagion. We draw on a unique network dataset of 1,432 employees in the Chinese subsidiary of a Dutch multinational including employees’ date of voluntary departure (271 turnover events). We estimate models inspired from the Relational Event Framework to trace the spread of departures through social ties over time and account for the effect of each departure on the networks of remaining employees. Our results are consistent with considering turnover contagion as resource loss. However, they also suggest that contagion is triggered when losing access to specific resources from particular providers. We elaborate on our results to propose a theory of network turnover contagion.

The Deportation Machine: America's Long History of Expelling ImmigrantsOne Mighty and Irresistible Tide: The Epic Struggle over American Immigration, 1924–1965

The Deportation Machine: America's Long History of Expelling ImmigrantsOne Mighty and Irresistible Tide: The Epic Struggle over American Immigration, 1924–1965

Conscience and Controversy

Conscience and Controversy

Study of The Relevance of The Early Retirement Plan for Moroccan Civil Servants via Discrete Simulation

The supervision of a complex system involves the study and analysis of its operation as well as a continuous search for its improvement and optimization. Simulation in general, and discrete simulation in particular, is an appropriate tool to support different management policies and strategies. In order to carry out a simulation project, special importance must be given to the simulation process, which has led us in this paper to ask the question: is there a standard life cycle of a simulation project? or a repository of the steps to follow? In this paper, we have used the most frequently cited simulation steps in the literature to develop a simulation project life cycle called SPLC (Simulation Project Life Cycle) grouping together the main steps. Then, we were interested in the analysis of the level of use of each of the steps retained by the simulation processes described in the simulation studies considered in the literature review. Secondly, we tried to put the elaborated SPLC cycle into action through a simulation case study, this is the voluntary departure operation launched in Morocco in 2005. Thus, we carried out a simulation allowing to analyze the success rate of this operation, and also its impact on the state of the Moroccan pension fund, and this for the period going from 2005 to 2025. The study was carried out on a set of generated data randomly according to statistical distributions.

Review: The Deportation Machine: America’s Long History of Expelling Immigrants, by Adam Goodman

Review: The Deportation Machine: America’s Long History of Expelling Immigrants, by Adam Goodman

MONEY VERSUS LEGACY: PRE-SUCCESSION BEHAVIOR OF VOLUNTARILY DEPARTING CEOs

Do CEOs who leave voluntarily influence firm performance before their departure to boost their own wealth or do they care more about their legacy? We address this research question by examining whether voluntarily departing CEOs—defined as CEOs who terminate their tenure without facing significant pressure to do so—make decisions in the pre-succession phase to boost firm performance. In this study, we focus on voluntary departure because the pre-succession phase of this departure type is uniquely characterized by pronounced information asymmetry and considerations of future career prospects of the CEO. Building on the premises of agency theory and on cognition-based explanations of executive decision-making we distinguish between two types of self-interested behavior: CEO personal wealth interests and CEO legacy interests. Our analyses of hand-collected data for voluntary CEO departures in S&P 500 firms between 2000 and 2016 reveal that voluntarily departing CEOs do not actively engage in self-interested decisions in the pre-succession phase. However, throughout their tenures, these CEOs do make accounting-based decisions that are likely to serve their interests in the post-departure phase. With this study, we aim to spur research devoted to voluntary CEO departures and their implications for organizations. These findings have important theoretical and practical implications for corporate governance research and agency theory and what the most appropriate mechanisms of monitoring and control might be on the behavior of voluntarily departing CEOs.

The role of human and social capital in CEO rehiring after voluntary departure

This study examines the rehiring of voluntarily departed CEOs. We develop and test a theoretical framework, which analyzes how CEO human and social capitals influence the likelihood of CEO rehiring. We argue that voluntarily departed CEOs represent unique resources for organizations that can hardly be found in the executive labor market when they master highly specific skills and have large networks. The analysis of CEO rehirings of S&P500 firms between 2000-2016, reveals that strong specialist skills do favor the rehiring of voluntarily departed CEOs as top executives, while large social networks do not confer an advantage for rehiring. The paper contributes to the scholarship about CEO career, human capital, and social capital.

Omitted Agency costs in Preemptive Voluntary CEO Departures

Much like the Newton’s first law of physics, the first law of the agency theory is to assume that CEOs are likely to entrench themselves unless a force acts to remove or recruit them. Given that the principal-agent relationship generates conflicts of interest between the CEOs and the shareholders, corporate governance focuses on balancing retention and termination and the boards of directors (BODs) time their actions and inactions. This paper theorizes that the CEOs are not necessarily waiting for the BODs to make a move. Increased likelihood of preemptive voluntary departures is a potentially value-destroying implication of BODs with a history of CEO dismissals. Furthermore, we argue that CEOs actively manage their careers and time their exits from their current firms based on their own relative (compared to other CEOs) past performance, firm’s relative current performance, their expectations about the BODs likelihood of terminating their employment, CEO-labor market conditions, the riskiness of the stability in firm and industry performances. To this end, we empirically predict the likelihood of CEO preemptive voluntary departure and its value-destroying implications for firms. Main findings suggest that the BODs with a history of executive dismissals increase the likelihood of preemptive voluntary CEO departures. These departures decrease firm value due to unrealized CEO career performance.