On the incentive effects of job rotation

Hakenes, Hendrik; Katolnik, Svetlana

doi:10.1016/j.euroecorev.2017.07.003

Cited by 17 publications

(8 citation statements)

References 78 publications

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“…The general insight is that many agency problems between firms and workers can be alleviated by including job rotation as part of the organizational design (e.g. Ickes and Samuelson, 1987;Meyer and Vickers, 1997;Mittendorf, 2004, 2006;Prescott and Townsend, 2006;Hertzberg et al, 2010;Hakenes and Katolnik, 2017). 6 As we will show, these familiar hypotheses for job rotation do not seem to be consistent with our empirical setting.…”

Section: Introductionmentioning

confidence: 64%

Talent Poaching and Job Rotation

2021

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Firms allocate workers to clients to provide services. On the job, workers acquire skills that increase their client-specific productivity and therefore raise the probability that clients poach them. In this paper, we advance the understanding of this important, yet understudied feature of service industries. We show, both theoretically and empirically, that in order to mitigate poaching risk firms may forgo potential productivity gains by moving workers from one client to the other. Focusing on a security service-industry firm in Colombia, we find that an increase in client-specific experience increases both workers' productivity and probability that the workers are poached.After a policy change that forbids talent poaching, the firm sharply decreased the frequency of rotation, especially for workers who were more likely to be poached before the policy change. The theoretical model we propose is consistent with these empirical patterns and substantiates the broad applicability of the studied mechanism.

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Section: Introductionmentioning

confidence: 64%

Talent Poaching and Job Rotation

2021

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“…Rotating the employee to a different job may generate a fresh impulse for effort. However, job rotation also reduces the employee's time horizon, thus reducing propensity to implement long-term projects, like IFRS adoption (Hakenes & Katolnik, 2017).…”

Section: Discussionmentioning

confidence: 99%

Determinants of Voluntary International Financial Reporting Standards Adoption in Poland

Kędzior

Cygańska

Syrrakos

2020

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The paper examines the determinants of voluntary International Financial Reporting Standards (IFRS) adoption in Poland. In doing so, it empirically confirms the impact of diverse CEO and supervisory board characteristics on voluntary IFRS adoption. The paper focuses on 446 publicly traded production companies from Poland. The analysis is based on logistic regression analysis. The empirical investigation confirms the impact on voluntary IFRS adoption of such factors as company size, international investors, international supervisory board, number of supervisory board members, CEO nationality. The paper contributes to the assessment of voluntary IFRS adoption determinants, by presenting for the first time CEO and supervisory board characteristics and their impact on voluntary International Financial Reporting Standards (IFRS) adoption, and the determinants of IFRS adoption from Central and Eastern Europe. The paper enhances existing knowledge of voluntary IFRS adoption by incorporating new CEO and supervisory board characteristics, thus closing a gap in the relevant literature. The results of the paper are significant from the supervisor’s perspective, the quality of financial statements and the effectiveness of corporate governance systems.

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“…Therefore, optimal job rotation strategy that maximizes production quantity and reduces mental and physical fatigue is determined by using zero-one integer programming. In this context, notations used in zero-one integer programming are given below [32,33].…”

Section: The Proposed Approachmentioning

confidence: 99%

A Mathematical Model for Determining Job Rotation Strategy Considering Mental and Physical Fatique

Can¹

2018

EOIJ

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Job rotation is a type of work organization that provides the ability for doing more than one jobs for workers by directed those to different works at certain times of a working day. Mental and physical fatigue occurred on workers by high repetitive, needing attention and monotonous jobs are prevented with job rotation. By determining appropriate job rotation strategy, worker's productivity increase, company's production quantity and profitability are also increase. In this study, optimal job rotation strategy is attempted to determine by using mathematical model that aims the maximization of the production quantity in addition to reduce mental and physical fatigue. The mixed integer programming model is used for mathematical model. OWAS (Ovako Working Posture Analysis System) and NASA TLX (National Aeronautics and Space Administration Task Load Index) approaches are used to evaluate physical and mental exposure respectively. Moreover, performance changes among workers are also considered in the proposed model.

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On the incentive effects of job rotation

Cited by 17 publications

References 78 publications

Talent Poaching and Job Rotation

Talent Poaching and Job Rotation

Determinants of Voluntary International Financial Reporting Standards Adoption in Poland

A Mathematical Model for Determining Job Rotation Strategy Considering Mental and Physical Fatique

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