ORG: Entry & Exit of Human Resources (Topic)最新文献

Do Managers’ Affiliation Ties Have a Negative Relationship with Subordinates’ Interfirm Mobility? Evidence from Large US Law Firms 管理者的隶属关系是否与下属的企业间流动性存在负向关系?来自美国大型律师事务所的证据

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2020-12-22 DOI: 10.2139/ssrn.3658678

Seth Carnahan, Maryjane R. Rabier, Jose Uribe

引用次数: 0

Female Rank-and-File Accounting Employees and Internal Control Quality 女性普通会计员工与内部控制质量

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2019-12-05 DOI: 10.2139/ssrn.3504465

Chuchu Liang, Ben Lourie, P. Yeung

引用次数: 2

CEO/CFO Resignations and the Market’s Reaction to Violations of the Foreign Corruption Practices Act 首席执行官/首席财务官辞职和市场对违反《反海外腐败法》的反应

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2019-01-24 DOI: 10.2139/ssrn.3321991

Jui-Chin Chang

引用次数: 0

Does Financial Misconduct Affect the Future Compensation of Alumni Managers? 财务不当行为是否会影响校友管理人员未来的薪酬?

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2017-11-12 DOI: 10.2139/ssrn.3069937

Boris Groysberg, Eric Lin, George Serafeim

引用次数: 7

Relationship between Job Satisfaction and Intent to Leave: A Case Study of ABC International (Pvt) Ltd 工作满意度与离职意向的关系——以ABC国际股份有限公司为例

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2017-11-01 DOI: 10.2139/ssrn.3219331

A. Prashanthan

引用次数: 0

A Regulator's Exercise of Career Option to Quit and Join a Regulated Firm's Management with Applications to Financial Institutions 监管机构对退出并加入受规管公司管理层的职业选择的行使及其对金融机构的申请

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2016-07-14 DOI: 10.2139/ssrn.2019714

John A. Cole, G. Charles-Cadogan

{"title":"A Regulator's Exercise of Career Option to Quit and Join a Regulated Firm's Management with Applications to Financial Institutions","authors":"John A. Cole, G. Charles-Cadogan","doi":"10.2139/ssrn.2019714","DOIUrl":"https://doi.org/10.2139/ssrn.2019714","url":null,"abstract":"Among the issues raised during post-mortem of the financial crisis of 2008 is regulatory capture and revolving doors for regulators and political operatives transitioning to lobbying firms or financial firms they once regulated. Several papers claim that this facilitated lax enforcement by regulators, and excessive risk taking by financial firms – key factors that led to the crisis. This paper fills a gap in the literature by posing the revolving door hypothesis in the context of managerial compensation, and labor market mobility, for regulators who design mechanism(s) that affect firm capital structure, and who subsequently exercise career options to quit and join firm management or a lobbying firm. Our theory predicts that regulatory signals embedded in firm capital structure provide a common thread between managerial compensation for former regulators, firm leverage, excessive volatility, and bankruptcy risk. We identify early warning signals for firm bankruptcy from critical time points in managerial stock option vega-leverage space. We find support for several aspects of our theory in a sample of US commercial banks. Data show that prior to the 2008 financial crisis, when the trend in average bank leverage and managerial compensation in commercial banks via stock option grants began to increase, high subprime interest rates on bank loans became tax deductible. Ex-regulators in their capacity as bank lobbyists induced tax revenue transfers which fueled financial institutions leverage and de facto banks’ managerial compensation. Furthermore, based on a sample of bank CEO vega between 1994 and 2006, our managerial vega-leverage theory predicts an out-of-sample critical time point in 2007, and a range of critical time points for commercial bank failures thereafter. So our model would have predicted the 2008 financial crisis.","PeriodicalId":311337,"journal":{"name":"ORG: Entry & Exit of Human Resources (Topic)","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121580293","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Short-Term Morbidity & Employment Guarantee Scheme: Evidence from India 短期发病率和就业保障计划:来自印度的证据

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2016-01-17 DOI: 10.2139/ssrn.2717073

Amarendra Sharma

引用次数: 2

For Love or Money? Gender Differences in How One Approaches Getting a Job 为了爱还是为了钱?如何找工作的性别差异

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2015-03-22 DOI: 10.2139/ssrn.2583592

Weiyi Ng, Ming D. Leung

{"title":"For Love or Money? Gender Differences in How One Approaches Getting a Job","authors":"Weiyi Ng, Ming D. Leung","doi":"10.2139/ssrn.2583592","DOIUrl":"https://doi.org/10.2139/ssrn.2583592","url":null,"abstract":"Extant supply-side labor market theories conclude that women and men apply to different jobs but are unable to explain gender differences in how they may be have when applying to the same job. We correct this discrepancy by considering gendered approaches to the hiring process. We propose that applicants can emphasize either the relational or the transactional aspects of the job and that this affects whether they are hired. Relational job seekers focus on developing a social connection with their employer. In contrast, transactional job seekers focus on quantitative and mechanical aspects of the job. We expect women to be more relational and men to be more transactional and that this behavior will contribute to differences in hiring outcomes. Specifically, we contend that being relational suggest that one is more committed to the job at hand and therefore should increases the chances of being hired – holding constant competence. We examine behaviors in an online contract labor market for graphic designers, Elance.com where we find that women are more likely to be hired than men by about 4.1%. Quantitative linguistic analysis on the unstructured text of job proposals reveals that women (men) adopt more relational (transactional) language in their applications. These different approaches affect a job seeker’s likelihood of being hired and attenuate the gender gap we identified. Attenuation suggests that how one approaches the hiring process matters and that gender is correlated with a particular style of engagement.","PeriodicalId":311337,"journal":{"name":"ORG: Entry & Exit of Human Resources (Topic)","volume":"84 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133469850","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 8

Job Hopping - A Review of Literature 跳槽——文献综述

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2012-05-25 DOI: 10.2139/ssrn.2066496

Stuti Saxena

引用次数: 2

Creación, Destrucción Y Reasignación Del Empleo En El Sector Manufacturero Colombiano (Creation, Destruction and Job Reallocation in Colombian Manufacturing Sector) Creación, Destrucción Y Reasignación哥伦比亚制造业的创造、破坏和就业再分配

ORG: Entry & Exit of Human Resources (Topic) Pub Date : 2012-03-01 DOI: 10.32468/BE.699

L. A. Melo, Carlos Ballesteros

引用次数: 4