Voluntary Resignation Research Articles

A ‘withdrawal’ syndrome: counsel resignations in international arbitrations

Abstract The Russia–Ukraine conflict has grabbed the world’s attention as a grave breach of a state’s sovereignty. Among the several implications of the conflict, it has opened a Pandora’s box with counsel and law firms resigning from representing Russia and Russian entities in international legal proceedings including arbitrations. Counsel resignation, once completely within the decision-making of clients and counsel, has grown into an issue that requires third-party deliberations and adjudication. Though trite in law that a counsel and a client have mutual rights to end professional ties between each other, a counsel’s voluntary resignation in arbitration remains unexplored. This necessitates a global discussion as it directly encroaches upon the fundamental rule of law that every person has the right to be represented and defended. Thus, counsel resignation has been elevated to a moral quandary of professional obligations. The aim of this article is to draw a broad outline of the present legal position on counsel resignations, the conundrums surrounding it, and the scope of an arbitral tribunal’s jurisdiction to interfere in these matters.

A Fresnel Cosine Integral WASD Neural Network for the Classification of Employee Attrition

Employee attrition, defined as the voluntary resignation of a subset of a company’s workforce, represents a direct threat to the financial health and overall prosperity of a firm. From lost reputation and sales to the undermining of the company’s long-term strategy and corporate secrets, the effects of employee attrition are multidimensional and, in the absence of thorough planning, may endanger the very existence of the firm. It is thus impeccable in today’s competitive environment that a company acquires tools that enable timely prediction of employee attrition and thus leave room either for retention campaigns or for the formulation of strategical maneuvers that will allow the firm to undergo their replacement process with its economic activity left unscathed. To this end, a weights and structure determination (WASD) neural network utilizing Fresnel cosine integrals in the determination of its activation functions, termed FCI-WASD, is developed through a process of three discrete stages. Those consist of populating the hidden layer with a sufficient number of neurons, fine-tuning the obtained structure through a neuron trimming process, and finally, storing the necessary portions of the network that will allow for its successful future recreation and application. Upon testing the FCI-WASD on two publicly available employee attrition datasets and comparing its performance to that of five popular and well-established classifiers, the vast majority of them coming from MATLAB’s classification learner app, the FCI-WASD demonstrated superior performance with the overall results suggesting that it is a competitive as well as reliable model that may be used with confidence in the task of employee attrition classification.

Armenia at the crossroads: between great power ambitions and transformation into a modern stat

Armenia at the crossroads: between great power ambitions and transformation into a modern stat

Factors Responsible for Staff Turnover Intentions in Small and Medium Scale Enterprises

Staff turnover is an important issue in SMEs in Nigeria. Staff turnover refers to voluntary resignation from or involuntary loss of a job. Findings indicate that resolutions on staff turnover are usually based on subjective interpretation of a range of internal or external factors in the workplace. The internal factors include job satisfaction, organizational commitment and age, while the external factors usually comprise the social environment, educational experiences, family responsibilities, religious beliefs and changing work values. Increasing rate of staff turnover is a disturbing problem to employers in Nigeria, especially in the SME sub-sector mostly affected by both voluntary and involuntary turnover of labour as a result of the search for job satisfaction and higher wages fuelled by the get-rich-quick mentality of an average Nigerian youth. This development underscored this study which evaluated the factors responsible for staff turnover intentions and the on SMEs. Keywords: Staff turnover, job satisfaction, SMES, Labour, Employers.

ВЛИЯНИЕ ЛИЧНОСТНЫХ ХАРАКТЕРИСТИК ТАЛАНТЛИВЫХ СОТРУДНИКОВ НА ИХ ДОБРОВОЛЬНОЕ УВОЛЬНЕНИЕ

Despite the growing interest in talent management issues, there is still no consensus in theliterature regarding the characteristics and features of talented employees work behavior. One of the approaches stands out as an objective view postulating that there are a set of personal characteristics, which determine an employee as a talented one and influence their labor behavior. This research attempts to identify a list of these personal characteristics and assess their impact on work behavior. The list of characteristics incorporates personalitydimensions contained in the Big Five model. As a form of labor behavior is voluntary resignation. The research empirical base is the data on the talent management program at Sheremetyevo International Airport. We constructed econometric probit model, where the fact that a talented employee voluntarily quit during the first year of employment was used as an explanatory variable. The focus on resignations in the first year is related to an attempt to reduce the influence of factors that form sustainable attitudes towards job characteristics - satisfaction and loyalty to the organization. The set of independent variables is represented by organizational and socio-demographic characteristics in addition to personal characteristics.The results confirmed the hypotheses on the influence of higher values of openness to experience, conscientiousness, neuroticism, and extraversion, regardless of the organizational context, on the probability of voluntary turnover. The findings provide an empirical assessment of theobjective approach to talent in the Russian labor market and can be used for verificationin other corporate contexts or while trying to assess their sustainability with a longer work experience. In practical terms, the findings can be used to develop personalized talent management practices in Russian companies

Distributive Justice and Employee Turnover among Bank Workers in Akwa Ibom State, Nigeria

The study was designed to examine the relationship between Distributive Justice and Employee Turnover Among Bank Workers in Akwa Ibom State. Ex-post facto design was adopted for the study and a sample of 314 respondents was drawn from the population of 1465. For the objective of the study to be achieved, five hypotheses were formulated and tested. The study utilized triangulation of methodologies (structured questionnaire and interview) as the major instruments for data collection using Taro Yamane’s scientific sampling technique. 314 questionnaires were distributed and 299 were returned. Data collected were analyzed using simple percentage and Ordinal Logistic Regression. Results showed that there is a significant and positive relationship between variables of distributive justice such as unequal distribution, inequitable distribution, mismatched needs and personality traits, and employee turnover variables of voluntary resignation, employee abscondment and employee satisfaction among bank workers in Akwa Ibom State. The finding further revealed that there is no significant relationship between variable of distributive justice such as unjust distribution of responsibilities and employee turnover variable of employee commitment among bank workers in Akwa Ibom State. Consequently, it was recommended that, banks in Akwa Ibom State should introduce fair and equal reward systems for outstanding performances so as to motivate and retain employees. Justice should be fairly distributed among bank workers in order to discourage voluntary resignation. There is need for bank workers to inhibit behaviors that may encourage turnover but rather reattribute such behaviors as a mean of restoring justice. Responsibilities should be justly distributed among bank workers in order to boost employee commitment. Specific attention should be given at the beginning of the employment relationship to firstly establish and agree to personality traits that would benefit both parties in the employment relationship

Resignation culture in Vietnam today

Resignation culture is a political culture, a culture of behavior based on conscience when leaders see themselves as having shortcomings, shortcomings, or in other words, they are no longer worthy to undertake the task. will resign. Voluntary resignation is a serious expression of a leader's high self-esteem, political leadership, and moral integrity. Self-resignation requires putting the interests of the organization and society above the interests of individuals and local interests, bravely overcoming selfishness, ambition for power, and vanity of the leader. manage. Based on clarifying a number of theoretical issues about the resignation culture, the study analyzes the current situation (manifestations) of the resignation culture in Vietnam, thereby proposing recommendations to build and develop the resignation culture in Vietnam.

Helpless Mothers Dropping Out of the Workplace: The Italian Case of Voluntary Resignation

In the Italian social context difficulties in remaining in the labor market characterizes working mothers, leading them sometimes to resign from their jobs. The aim of this research is to explore narratives of those women dropping out of the workforce during pregnancy and soon after childbirth and their experiences in these circumstances. The study analysed 30 interviews with working mothers with an average age of 35.4 years, living in Naples, Italy, who “spontaneously” left their jobs. Grounded Theory Methodology allowed a deeper understanding of these women’s thoughts, feelings, and experiences. The content of the interviews was categorized into 4 macro-areas: (1) The role of the family and of the working contexts, (2) Mothering and caregiving (3) Identity conflicts, and (4) The consequences of resignation. A sense of helplessness towards fulfilling maternal expectations, role assignments, and employers’ requests ultimately led to the individuals’ response to the requirements of motherhood. The narratives highlighted how respondents feel powerless and oppressed by the burden of guilt and feelings of ambivalence towards both work and motherhood and how all these subjective feelings were supported and had been induced by external social factors (discriminatory business strategies, organizational time management, lack of support services, familial cultural models idealizing maternity).

Some Features of Termination of Rowers of the Chairman of the Court of General Jurisdiction

The derivative nature of the legal status of the president of the court from the status of a judge in general requires the establishment of certain correspondences in the mechanisms for its acquisition and termination. At the same time, the existence of disciplinary and other liability of court presidents for non-performance of their duties leads to an arbitrary interpretation and application of existing legal norms established at the level of legislative and subordinate acts. The article supports the idea of appointing presidents of courts from among persons with judicial status. The options for terminating the powers of the chairman of the court are considered: automatic suspension or termination in the event of suspension or termination of their powers as judges of the respective courts; reaching the age limit for office; voluntary resignation while retaining the powers of a judge; early termination of powers of the chairman of the court with the preservation of the position of judge in connection with the failure to perform or improper performance of his official duties.

Breaking Iron Triangles: Beliefs and Interests in Japanese Renewable Energy Policy

Abstract This article analyses Japan’s renewable energy policy changes, with a focus on the interaction of multiple catalysts on changing positions, beliefs and interests of dominant-group members, and inducing non-incremental renewable policy changes (an innovative but less effective Renewable Portfolio Standard (RPS) in 2003 as well as a partial FIT for photovoltaics in 2009 and ultimately a more effective full-scale FIT to promote renewables in 2011). The examined multiple catalysts include the governing coalition change from the Liberal Democratic Party (LDP) to the Democratic Party of Japan (DPJ) in 2009 and four other catalysts (the oil crisis, climate change, electricity market liberalisation, and nuclear accidents) that relate to the values underlying Japan’s energy policymaking: energy security, environment, economic efficiency, and safety (3E+S). The article concludes that the latter four catalysts were critical in creating and expanding cleavages among dominant-group members over a long period sufficient to realise the introduction of RPS and a partial FIT, but not sufficient to introduce the full-scale FIT. The 3/11 disaster after the governing coalition change was indispensable to achieving a full-scale FIT as it affected dominant-group members’ interests in removing Kan Naoto from office, after Kan made the FIT law passage one of the conditions for his voluntary resignation. Based on the empirical study, this article also addresses one of the underexplored theoretical questions, the effects of and relationship between multiple catalysts in non-incremental policy change.

La cessation des fonctions des membres de la Cour constitutionnelle en droit congolais : modalités et effets juridiques

This article provides a study of the modalities and legal effects of the termination of the functions of members of the Congolese Constitutional Court. It offers a detailed analysis based mainly on the relevant provisions of Ordinance No. 16/070 of August 22, 2016 on the special status of members of the Constitutional Court. This Ordinance was adopted in application of the Congolese Constitution of February 18, 2006 in conjunction with organic-law No. 13/026 of October 15, 2013 on the organization and functioning of the Constitutional Court. Distinguishing on the one hand the normal cause of cessation of functions - the expiry of the mandate - and on the other hand the so-called exceptional causes - the resignation, dismissal and death of a member -, the study shows that the enumeration thus retained from the ordinance is incomplete with regard to the above-mentioned organic law. Thus, the list must be supplemented with the "nullity of the appointment" of a member in accordance with articles 2 and 3 of that organic law. The law is silent, however, on the issue of the voluntary retirement of members, although the implementation of this right inevitably has an impact on the end of their functions. The study therefore continues by an examination of both the general and the specific legal effects of these different modalities of ending the functions of a member of the Constitutional Court. Finally, in order to support and complete this essentially theoretical analysis, the article also looks at the question that remains most topical in Congolese constitutional law, namely the legal nature of the 'power' of the President of the Republic to appoint members of the Constitutional Court to other Courts or functions during their term of office. It concludes that such a power is not justified in the current framework of Congolese constitutional law. Indeed, it is inconceivable that such appointments should be imposed on the Constitutional Court members, their acceptance being the only exception to the principle of irremovability that governs them. Such a case should be considered one of voluntary resignation and a subsitute member should therefore only be appointed after this situation has been ascertained and established by the Constitutional Court.

Factors related to voluntary external turnover of nursing professionals.

To analyze the factors related to the turnover of nursing professionals of a public teaching hospital. Descriptive, exploratory, retrospective study with quantitative analysis conducted with workers from a public teaching hospital. The analysis used a data collection instrument from the service, applied at the time of the voluntary resignation of the professional. 223 nursing professionals participated in the study. The factors that led to voluntary turnover were the employment bond, age and the association of both. The majority of professionals were young adults, in a high productivity phase, which increases willingness to seek challenges in the labor market and professional improvements. Turnover is multifactorial and influenced by economic, social and political aspects. Reducing inequalities in working conditions, which generate dissatisfaction, such as different employment bonds for professionals who have the same function and perform the same activities, is fundamental to reduce turnover.

Maternity harassment in Japan: Why do regular employees have higher risk than non-regular employees do?

This is the first study that uses microdata to analyze the characteristics of women and workplaces that are associated with the risk of maternity harassment (MH). Existing surveys find that regular employees are more likely to be victimized by MH than are non-regular employees. Using Fairlie’s decomposition method, this study decomposes the regular/non-regular gap in the rate of victimization into such factors as education, tenure, voluntary resignation, pressure to work overtime, clear job description, and male-dominated workplace. I find that voluntary resignation and pressure to work overtime are the two largest factors that explain the regular/non-regular gap in the risk of MH. I also find that organizations that provide clear job descriptions have low risk of MH. The results suggest that organizations could reduce the risk of MH by clarifying individual employees’ roles and by highly evaluating employees who execute their duties without overtime.

Primary Adaptation Management of the Mining Faculties Graduates (by the Example of Coal Mining Enterprise)

The article highlights the problem of primary adaptation of graduates of higher and secondary vocational education institutions at Kuzbass coal enterprises. The main reasons for voluntary resignation of young specialists in the first year of their professional life are considered (by the example of JSC “UK Kuzbassrazrezugol” “Taldinsky ugolny razrez” and JSC "OUK Yuzhkuzbassugol”). The drawbacks of the existing adaptation programs are analyzed. The necessity of primary adaptation management is explained. The authors present a comprehensive program of adaptation activities as a necessary part of HR management which is aimed to retain a stable young staff at the enterprise. The program includes the development of a primary adaptation standard, description of organizing influence technologies at the initial stage of employment, methods of non-monetary incentives and final diagnostics of the adaptation indicators of newcomers. Risk factors inhibiting the adaptation process of graduates are also specified in the article. Testing of the primary adaptation program was carried out on the basis of “Taldinsky ugolny razrez”, the largest coal mining enterprise of Kuzbass.

Causes and Effects of Workplace Conflict in Midland Bank Ltd: A Case Study on Dhanmondi Branch

Conflict is one of the major organizational phenomena. Where there is an employee involvement, conflict is obvious to occur. Workplace conflicts happen everywhere and ignoring them can be costly. The objectives of this research are to identify the causes and effects of workplace conflicts and also forecast the ways for the prevention of the occurrence of conflicts in future. A survey was carried out in this regard among the employees of Midland Bank Ltd., Dhanmondi Branch. According to the survey we found that it is the employees’ behavior that causes conflicts in organization. Majority of the participants in the survey agreed that the main causes of workplace conflict are the negative criticism & gossip, denying personal mistakes, jealousy, and moral corruption and using abusive language. The effects that workplace conflicts have in this organization are broken relationship (top most reason), instability and insecurity, loss of commitment to work, voluntary resignation etc. It is recommended that bank should introduce a formal system of information dissemination, manager should learn to practice delegation of authority and there should be adequate interaction and dialogue in conflict resolution.

Employee's voluntary resignation invalidates FMLA retaliation claim

Case name: Checa v. Drexel University, et al., No. 16‐108 (E.D. Pa. 06/28/16).

Analyzing Further Predictors of Correctional Officer Professional Orientations: The Role of Turnover Intentions.

Four professional orientations to which correctional officers can ascribe have been identified in extant literature, and they include the counseling roles, concern for corruption of authority, social distance, and punitive ideologies. Studies have generally found officer demographics and correctional working conditions to be significant predictors of these orientations. No study to date, however, has examined the predictive influence of officer voluntary resignation intentions. Linear regression equations using questionnaire data from a statewide population of maximum security correctional officers ( N = 649) were therefore estimated to explore whether officer desires to terminate their employment accounted for variance in their self-reported orientations. Stronger turnover intentions shared statistically significant associations with three orientations, including negatively predicting the counseling roles and positively predicting the punitive ideology. Implications for correctional policy are addressed.

Former employee's voluntary resignation undercuts suit

Case name: Checa v. Drexel University, et al., No. 16‐108 (E.D. Pa. 06/28/16).

PEMBATASAN HAK UNTUK MENIKAH ANTARA PEKERJA DALAM SATU PERUSAHAAN

<p><em>There are a number of corporations or economic entities which enact internal employment regulations prohibiting its employees to inter-marry. Sanction to the violation of this rule is voluntary or forced resignation. It is argued that the ratio legis is to prevent personal conflict of interest, discriminative treatment and incidence of corruption-collusion and nepotism in the work place. The author shall critically analyze such regulation against the background of the prevailing laws, i.e. the 1945 Constitution, Human Rights laws, Marriage Law (1/1974) and Labor law (13/2003). The author’s main finding is that it is permissible to restrict a person’s right to marry under certain conditions, i.e. in the nation’s interest and public order and that such limitation can only be applied by public corporations working in the public interest. </em></p><p><em> </em></p><p align="right"><em> <strong>Keywords:</strong></em><strong><em></em></strong></p><em> human rights, marriage, labor, corporations</em>

Women Resignation During Maternal Leave

Pregnant women and mothers are one of the most vulnerable parts of the workforce. Despite legal provisions are intended to safeguard the motherhood and prevent the mothers’ discrimination, the phenomenon of the voluntary resignation during maternity leave is a current issue in the Southern-Italy society. The multifaceted aspects characterizing the reasons leading the mothers to abandon the workplace are explored through a complex statistical model, namely hierarchical structural equation model.