A Theoretical Model of Executive Voluntary Turnover

D. Choi
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Abstract

For the current organizations, retaining executive members is one of the most important functions of human resource management. Given that importance, although executives’ mobility becomes prevalent, most prior studies tended to focus on involuntary turnover of executive members. To fill this gap, the current theoretical paper suggests a model of executive voluntary turnover, drawing on the lierature of employee mobility and entrepreneurship. First, running a new business as a CEO negatively affects prior-firm performance, but collaboration between two firms mitigate the negative association. Second, spin-off positively affects prior-firm performance, but this is weakened as spin-off firm performance decreases. Finally, moving to a competitor negatively, while moving to a collaborator positively affects prior-firm performance.
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高管自愿离职的理论模型
对于当前的组织来说,留住执行人员是人力资源管理最重要的功能之一。鉴于这一重要性,尽管高管的流动性变得普遍,但大多数先前的研究倾向于关注高管成员的非自愿离职。为了填补这一空白,目前的理论论文提出了一个高管自愿离职模型,借鉴了员工流动性和创业精神的文献。首先,以CEO的身份经营一家新企业会对前公司的绩效产生负面影响,但两家公司之间的合作会缓解这种负面关联。第二,分拆对前公司绩效有积极影响,但随着分拆后公司绩效的降低,这种影响减弱。最后,转向竞争对手会产生负面影响,而转向合作者会产生积极影响。
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