Superhero Movies and Viewer Engagement
Movies, especially superhero films, captivate audiences through elements like cinematography, special effects, sound effects, music, and storytelling. Explore how these components interact to engage viewers' minds and emotions, using Thor: Ragnarok as a case study to demonstrate their impact on enhancing the movie-watching experience.
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Turnover, RIFs, Separations Asry Tura, Elizabeth Amezcua, Mariel Nguyen, Mariela Rodriguez, Virginia Huerta
WHEN DOES CORPORATE SOCIAL RESPONSIBILITY REDUCE EMPLOYEE TURNOVER? EVIDENCE FROM ATTORNEYS BEFORE AND AFTER 9/11 SETH CARNAHAN University of Michigan DAVID KRYSCYNSKI Brigham Young University DANIEL OLSON University of Washington Academy of Management Journal 2017, Vol. 60, No. 5, 1932 1962.
Terminology Corporate Social Responsibility(CSR)- Discretionary corporate activities intended to further the social welfare Pro Bono -Doing professional and especially legal work for the public good without any payment or compensation
Purpose Firms investment in CSR will be most effective at reducing turnover Creates a sense of meaningfulness
Hypothesis 1, 2 & 3 Higher CSR(Pro Bono) -> Lower Probability of Leaving & Startup Mortality- Related Shock
Results Meaningfulness is the primary mechanism of retention benefits of pro bono work
Is there a company you are familiar with that you would consider to be high on CSR?
Beyond Law Firms vs.
CSR is designed to CSR is designed to Attract a Certain Kind of Attract a Certain Kind of Person Person Take Home Message Best Remedy for Best Remedy for Turnover is Good Turnover is Good Selection Selection Internal and External Internal and External Engagement Engagement
INTERNAL AND EXTERNAL NETWORKING DIFFERENTIALLY PREDICT TURNOVER THROUGH JOB EMBEDDEDNESS AND JOB OFFERS Personal Psychology 2016, 69, 635 672 CAITLIN M. PORTER Purdue University SANG EUN WOO Purdue University MICHAEL A. CAMPION Purdue University
Purpose Clarify the roles of networking behaviors and voluntary turnover. Internal and External Networking Asry Tura
Terminology Networking Behaviors: aimed at building, maintaining, and using informal relationships to facilitating work-related activities. Asry Tura
Terminology Internal networking: networking with coworkers within one s organization External Networking: networking with colleagues across different organizations Asry Tura
Terminology Job Embeddedness: refers to employees psychological attachments to their jobs/organizations Asry Tura
Asry Tura Hypotheses 1-4 H2 H1a H3 H4a H1b H4b Asry Tura
Study Design & Method Method: online survey Sample size: 2, 936 Subjects: Society for Industrial and Organizational Psychology (SIOP) Structural Equation Model (SEM) Asry Tura
Why are you committed to your job? Why do you stay on your job?
Findings/Results - + Internal Networking Job Voluntary Turnover Embeddedness Links Fit Sacrifice Asry Tura
Increase Job Embeddedness Encourage Good Work Relationship (links) Promote from within (fit) Create happy, healthy and rewarding work environment (sacrifice) Take Home Message Asry Tura
EMPLOYEE DEVELOPMENT AND VOLUNTARY TURNOVER: TESTING THE EMPLOYABILITY PARADOX JILL NELISSEN KU Leuven ANNELEEN FORRIER KU Leuven MARIJKE VERBRUGGEN KU Leuven Human Resource Management Journal Vol. 27, no 1, 2017, p 152-168 Mariel Nguyen
Purpose Should the employability paradox really be cause for concern among employers? Does external employability influence turnover? Internal? Mariel Nguyen
Terminology Employee development- Allows organisations to enhance labor flexibility, boost performance, and create a sustained competitive advantage. Employability paradox- Dilemma between the benefits and costs associated with employee development. Perceived employability- Employee development increases employees perception of opportunities in the labor market which may enhance their turnover intention and thus increase the risk of actual turnover. Mariel Nguyen
Method Sample: Flemish labor force Ages: 18-64 Incl: Employed/unemployed Excl: Students/ Self-employed T1: 1518 respondents T2: 672 follow-up
Measures Employee development Perceive employability Turnover intention Actual turnover
H1a H1b H1c H2 H3c H3b H3a H3d H4 H3e H3f Mariel Nguyen
H1b H2 Mariel Nguyen
Take Home Messages Reduce external employability Higher employee retention Skill utilisation recognition: Compensation: Bonuses, promotions Non-transferable: Company specific skill training Long-term: Vesting stock options, Company financed MBA programs Mariel Nguyen
GONE TODAY BUT HERE TOMORROW: EXTENDING THE UNFOLDING MODEL OF TURNOVER TO CONSIDER BOOMERANG EMPLOYEES Abbie J. Shipp Texas Christian University Stacie Furst-Holloway University of Cincinnati T. Brad Harris University of Illinois Benson Rosen University of North Carolina Elizabeth Amezcua
Terminology Boomerangs: employees who quit but are later rehired Alumni: employees who quit but will not return Shock: a jarring event that initiates the psychological analyses involved in quitting a job Image Violation: when an individual s values, goals, and strategies for goal attainment do not fit with those of the organization Elizabeth Amezcua
Path 1 Path 2 Path 3 Path 4a Path 4b H1a H1b H4 H2 H3 H4 Boomerang Boomerang Alumni Alumni Alumni Shocks/ image violations/ job search (Pull) Job satisfaction Shocks/plans to leave Negative/positiv e personal shocks Dissatisfaction/ quitting on spot Dissatisfaction/ Job search then quit Shocks/ image violations (Push) Negative experience/ feelings @ job Elizabeth Amezcua
Monitor employee satisfaction Job embeddedness Identify potential Boomerang and Alumni Employees Conduct exit interviews Take Home Message Elizabeth Amezcua
DOES PAY-FOR-PERFORMANCE STRAIN THE EMPLOYMENT RELATIONSHIP? THE EFFECT OF MANAGER BONUS ELIGIBILITY ON NON MANAGEMENT EMPLOYEE TURNOVER Dionne Pohler University of Saskatchewan Joseph A. Schmidt University of Saskatchewan Personnel Psychology 2016, 69, 395-429 Virginia Huerta
Purpose Two Primary purposes: Provide detailed compensation benchmarking data Calculate prevailing wage rates Virginia Huerta
Terminology Pay-For-Performance (PFP):A financial reward system for employees where some or all of their monetary compensation is related to how their performance is assessed relative to stated criteria. Virginia Huerta
Terminology Organizational justice: refers to employee perceptions of fairness in the workplace. Interactional justice: degree to which the people affected by decision are treated by dignity and respect after decisions have been made. Virginia Huerta
When have you contributed to an organization s turnover rate? What were your reasons for leaving?
Hypothesis Turnover moderated by organizational investment in HR practices to treat employees well Weaker positive association when there s extensive organizational investment in HR Practices Stronger positive association when there is not. Virginia Huerta
Study Design National Compensation Survey 2 waves of 5 month period each 3,977 establishments responded, but only 234 offered turnover information Z-tests to compare characteristics Virginia Huerta
Results *Interaction between manager bonus eligibility and manager HR practices was significant. Virginia Huerta
Interactional Justice & Organizational Justice Treat employees nice Avoids straining employee relationship Asset of the organization Non monetary recognition awards Ex. Employee of the month Take Home Message Virginia Huerta
Internal and External Engagement to Reduce Turnover Leader in Action Best Remedy for Turnover is Good Selection Retaining the company s resources Increase Job Embeddedness Attract and retain great talent
