The paper analyses the impact of several factors on the perceived fairness of layoffs. The em-pirical analysis is based on a telephone survey, in which 3000 individuals in working age were interviewed. This survey allows for the first time to assess fairness perceptions of the employment...

There is growing evidence that social pressure shapes firms' behavior. Given how sensitive communities are to downsizing, this suggests that firms are likely to be under strong social pressure when considering reducing employment. Using French linked employer-employee data, we show that social...

The unfolding model of voluntary turnover, as tested by Niederman et al. [1], surprisingly appears to only capture 12% of the job leavers in IT, whereas when applied to other occupational groups, such as accountant or nurses, this ratio is much higher (respectively 92% and 77%). To address this...

Norwegian workers' job mobility decisions are related to firms' wage policies, but also depend on the national tax schedule. By utilising Norwegian population-wide administrative linked employer-employee data on workers and firms between 2010-2019, we study how the job-to-job turnover of...

This paper investigates differences in worker turnover characteristics between periods of workforce expansion and contraction in a firm. We derive a Cox proportional hazard model from a simple model of job separation based on the expected surpluses from the firm and its workers. We account for...

In light of the trend towards the Anglo-Saxon model of structured PhD education we analyze whether the positive relation between supervisor research productivity and young researcher productivity does persist in research groups where several PhD and postdoctoral students are supervised by a team...

Changes in the organisation require its adjustment through the process of organisational change. For changes to bring expected, positive results, all employees should be involved. Employee direct participation is one of the most effective methods of winning them for change and leading them to...

Im deutschen Sprachraum gab es Unterschiede im Umgang mit dem wissenschaftlichen Nachwuchs auf der Schwelle zur Professur. In Deutschland war in der Regel ein externer Ruf nötig, in Österreich konnte man durch Pragmatisierung oder Hausruf an der eigenen Universität verbleiben und in Schweiz...