Individual and Organizational Factors Surrounding Top Executive Turnover.

Long description: The author analyzes the multi-faceted phenomenon of top executive turnover from various theoretical angles and empirically shows how individual and organizational factors such as performance, compensation and gender relate to it. Managerial implications on how to deal with turnover...

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Detalles Bibliográficos
Clasificación:Libro Electrónico
Autor principal: Brecht-Bergen, Stephanie
Formato: Electrónico eBook
Idioma:Inglés
Publicado: Berlin : Logos Verlag Berlin, 2018.
Temas:
Turnover (Business)
Chiffre d'affaires.
Acceso en línea:Texto completo

MARC

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050 4 |a HF5429  |b .B743 2018 
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049 |a UAMI 
100 1 |a Brecht-Bergen, Stephanie. 
245 1 0 |a Individual and Organizational Factors Surrounding Top Executive Turnover. 
260 |a Berlin :  |b Logos Verlag Berlin,  |c 2018. 
300 |a 1 online resource (226 pages) 
336 |a text  |b txt  |2 rdacontent 
337 |a computer  |b c  |2 rdamedia 
338 |a online resource  |b cr  |2 rdacarrier 
588 0 |a Print version record. 
505 0 |a Intro; 1 INTRODUCTION; 1.1 BACKGROUND AND MOTIVATION; 1.2 RESEARCH SETTING AND DEFINITIONS; 1.3 RESEARCH APPROACH AND GUIDING QUESTIONS; 1.4 COURSE OF THE INVESTIGATION AND OVERVIEW OF THE THREE ESSAYS; 1.4.1 Essay 1: The Use and Effectiveness of Top Executive Dismissal; 1.4.2 Essay 2: Pay Disparity, External Pay Level and Turnover of the Second-Best-Paid Executive; 1.4.3 Essay 3: Staying Above the Glass Ceiling: A Propensity Score Analysis of Gender Differences in Top Executive Turnover; 2 THE USE AND EFFECTIVENESS OF TOP EXECUTIVE DISMISSAL; 2.1 INTRODUCTION. 
505 8 |a 2.2 TOP EXECUTIVE DISMISSAL AND LEADERSHIP FAILURE2.2.1 Lack of Independence; 2.2.2 Unclear Performance Evaluation Standards; 2.2.3 Pressures Inherent to the Process of Deciding on Dismissal; 2.3 DATA AND METHODS; 2.3.1 Sample; 2.3.2 Analytic Approach; 2.4 RESULTS; 2.4.1 Research Approaches of Empirical Studies on Top Executive Dismissal; 2.4.2 Possible Antecedents of Top Executive Dismissal; 2.4.3 Moderators and Boundary Conditions of the Performance-Dismissal Relationship; 2.4.4 Possible Consequences of Top Executive Dismissal; 2.5 DISCUSSION AND CONCLUSION. 
505 8 |a 2.5.1 Towards a Conceptual Model of the Antecedents of Executive Dismissal2.5.2 The Possible Consequences of Executive Dismissal; 2.5.3 Leadership Implications for Boards and Successors; 2.5.4 Establishing Causality in the Dismissal-Performance Relationship; 2.5.5 Limitations of our Approach and Directions for Future Research; 3 PAY DISPARITY, EXTERNAL PAY LEVEL AND TURNOVER OF THE SECOND-BEST-PAID EXECUTIVE; 3.1 INTRODUCTION; 3.2 THEORY AND HYPOTHESES; 3.2.1 Direct Effects of Pay Disparity, External Pay Level and Age on Turnover. 
505 8 |a 3.2.2 Interaction Effects of Age with Pay Disparity and External Pay Level on Turnover3.3 DATA AND METHODS; 3.3.1 Sample; 3.3.2 Dependent Variable; 3.3.3 Independent Variables; 3.3.4 Control Variables; 3.3.5 Analytic Approach; 3.4 RESULTS; 3.4.1 Descriptive Statistics; 3.4.2 Competing-Risks Survival Regression Analysis; 3.5 DISCUSSION AND CONCLUSION; 4 STAYING ABOVE THE GLASS CEILING: A PROPENSITY SCORE ANALYSIS OF GENDER DIFFERENCES IN TOP EXECUTIVE TURNOVER; 4.1 INTRODUCTION; 4.2 THEORY AND HYPOTHESES; 4.2.1 Gender Differences; 4.2.2 Consequences of Gender Differences; 4.3 DATA AND METHODS. 
505 8 |a 4.3.1 Sample4.3.2 Outcome Variable; 4.3.3 Treatment Variable; 4.3.4 Baseline Covariates; 4.3.5 Analytic Approach; 4.4 RESULTS; 4.4.1 Descriptive Statistics, Correlations and Univariate Test; 4.4.2 Propensity Score Analysis with Treatment Variable Gender; 4.4.3 Propensity Score Analysis with Treatment Variable Gender Composition; 4.5 DISCUSSION AND CONCLUSION; 5 SUMMARY AND CONCLUSION; 5.1 SYNOPSIS OF RESEARCH OBJECTIVES; 5.2 OVERALL FINDINGS AND THEORETICAL CONTRIBUTIONS; 5.3 MANAGERIAL IMPLICATIONS; 5.4 METHODOLOGICAL CONTRIBUTIONS. 
500 |a 5.5 LIMITATIONS OF MY DISSERTATION AND DIRECTIONS FOR FUTURE RESEARCH. 
520 |a Long description: The author analyzes the multi-faceted phenomenon of top executive turnover from various theoretical angles and empirically shows how individual and organizational factors such as performance, compensation and gender relate to it. Managerial implications on how to deal with turnover in times of talent shortage are derived. The book contributes to turnover research in three distinct ways. From a corporate governance perspective, it inspects potential antecedents and consequences of top executive dismissal with a focus on firm performance consequences. Taking a labor economics view, it scrutinizes compensation structure as a likely antecedent of voluntary turnover. From an OB and HRM angle, it examines gender as a characteristic of top executives and possible antecedent of turnover. 
590 |a ProQuest Ebook Central  |b Ebook Central Academic Complete 
650 0 |a Turnover (Business) 
650 6 |a Chiffre d'affaires. 
650 7 |a Turnover (Business)  |2 fast 
758 |i has work:  |a Individual and organizational factors surrounding top executive turnover (Text)  |1 https://id.oclc.org/worldcat/entity/E39PCFGTfKW4hqtHMcXkcWRjhb  |4 https://id.oclc.org/worldcat/ontology/hasWork 
776 0 8 |i Print version:  |a Brecht-Bergen, Stephanie.  |t Individual and Organizational Factors Surrounding Top Executive Turnover.  |d Berlin : Logos Verlag Berlin, ©2018  |z 9783832546731 
856 4 0 |u https://ebookcentral.uam.elogim.com/lib/uam-ebooks/detail.action?docID=5412740  |z Texto completo 
938 |a ProQuest Ebook Central  |b EBLB  |n EBL5412740 
938 |a YBP Library Services  |b YANK  |n 15499200 
994 |a 92  |b IZTAP 

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