The Experts below are selected from a list of 13065 Experts worldwide ranked by ideXlab platform

Michelle Rogan - One of the best experts on this subject based on the ideXlab platform.

  • corporate social initiatives and Employee Retention
    Organization Science, 2015
    Co-Authors: Christiane Bode, Jasjit Singh, Michelle Rogan
    Abstract:

    Firms are increasingly launching initiatives with explicit social mandates. The business case for these often relies on one critical aspect of human capital management: Employee Retention. Although prior empirical studies have demonstrated a link between corporate social initiatives and intermediate Employee-related outcomes such as motivation and identification with the firm, their relationship with final Retention outcomes has not been investigated. Our study fills this gap. Using individual-level data for approximately 10,000 Employees in a global management consulting firm, we present empirical evidence of a positive Retention effect associated with Employee participation in a corporate initiative with explicit social impact goals. In addition, we offer arguments for moderating conditions that weaken this relationship and present evidence consistent with our arguments. Further econometric analysis based on a stringent matching approach as well as additional analyses based on survey and interview data suggest that the Retention effect can at least partly be attributed to treatment and is not all just a manifestation of sorting of certain types of Employees into the social initiative. Overall, by demonstrating a positive association between social initiative participation and Employee Retention, this study highlights the need for further research into how corporate social engagement can serve as a tool for strategic human capital management.

Christiane Bode - One of the best experts on this subject based on the ideXlab platform.

  • corporate social initiatives and Employee Retention
    Organization Science, 2015
    Co-Authors: Christiane Bode, Jasjit Singh, Michelle Rogan
    Abstract:

    Firms are increasingly launching initiatives with explicit social mandates. The business case for these often relies on one critical aspect of human capital management: Employee Retention. Although prior empirical studies have demonstrated a link between corporate social initiatives and intermediate Employee-related outcomes such as motivation and identification with the firm, their relationship with final Retention outcomes has not been investigated. Our study fills this gap. Using individual-level data for approximately 10,000 Employees in a global management consulting firm, we present empirical evidence of a positive Retention effect associated with Employee participation in a corporate initiative with explicit social impact goals. In addition, we offer arguments for moderating conditions that weaken this relationship and present evidence consistent with our arguments. Further econometric analysis based on a stringent matching approach as well as additional analyses based on survey and interview data suggest that the Retention effect can at least partly be attributed to treatment and is not all just a manifestation of sorting of certain types of Employees into the social initiative. Overall, by demonstrating a positive association between social initiative participation and Employee Retention, this study highlights the need for further research into how corporate social engagement can serve as a tool for strategic human capital management.

Jasjit Singh - One of the best experts on this subject based on the ideXlab platform.

  • corporate social initiatives and Employee Retention
    Organization Science, 2015
    Co-Authors: Christiane Bode, Jasjit Singh, Michelle Rogan
    Abstract:

    Firms are increasingly launching initiatives with explicit social mandates. The business case for these often relies on one critical aspect of human capital management: Employee Retention. Although prior empirical studies have demonstrated a link between corporate social initiatives and intermediate Employee-related outcomes such as motivation and identification with the firm, their relationship with final Retention outcomes has not been investigated. Our study fills this gap. Using individual-level data for approximately 10,000 Employees in a global management consulting firm, we present empirical evidence of a positive Retention effect associated with Employee participation in a corporate initiative with explicit social impact goals. In addition, we offer arguments for moderating conditions that weaken this relationship and present evidence consistent with our arguments. Further econometric analysis based on a stringent matching approach as well as additional analyses based on survey and interview data suggest that the Retention effect can at least partly be attributed to treatment and is not all just a manifestation of sorting of certain types of Employees into the social initiative. Overall, by demonstrating a positive association between social initiative participation and Employee Retention, this study highlights the need for further research into how corporate social engagement can serve as a tool for strategic human capital management.

  • Corporate Social Initiatives and Employee Retention
    SSRN, 2014
    Co-Authors: Christiane S. Bode, Jasjit Singh, Michael Rogan
    Abstract:

    Firms are increasingly launching initiatives with explicit social mandates. Often the business case for these initiatives is justified through one critical aspect of human capital management: Employee Retention. Although prior empirical studies have demonstrated a link between such corporate social initiatives and intermediate Employee-related outcomes like motivation and identification with the firm, the relationship between Employee participation in these initiatives and Retention outcomes has not been investigated. Our study fills this gap. Using individual-level project participation and Retention data for approximately 10,000 Employees in a global management consulting firm, we present empirical evidence in support of a positive Retention effect associated with participation in an initiative with social impact goals. In addition, we offer arguments for moderating conditions that might weaken this relationship, and present evidence consistent with these arguments. Further econometric analysis based on a stringent matching approach as well as additional analyses based on survey and interview data also point towards there being a Retention effect. Overall, by demonstrating a positive association between corporate social engagement and Employee Retention, this study calls attention to the need for further research into the mechanisms through which social engagement can serve as a tool for strategic human capital management.

Sabitu Olalekan Owotutu - One of the best experts on this subject based on the ideXlab platform.

Olalekan Owotutu Sabitu - One of the best experts on this subject based on the ideXlab platform.

  • Efficacy of E-recruitment Practices on Employee Retention in Multinational Corporations
    Economics and Culture, 2019
    Co-Authors: Solomon Akpoviroro Kowo, Olusegun Adeleke Obaadenuga, Olalekan Owotutu Sabitu
    Abstract:

    Abstract Research Purpose. The human resource function of firms is faced with the challenges of identifying recruitment practices that contribute to Employee Retention as a recruitment outcome. The aim of the study was to examine the relationship between E-recruitment practices and Employee Retention of multinational corporations (MNCs) in Nigeria. Design/Methodology/Approach. Two research questions were posed for the study and two hypotheses formulated in line with the objectives. Questionnaires were administered to the selected population of the Unilever Nigeria Plc. Corporate websites and commercial websites sites were the E-recruitment practices used to analysed their influence on Employee Retention. The data were analysed using manual and electronic based methods through the data preparation grid and statistical package for the social science, (SPSS). The study made use of statistical tools such as regression analysis in testing hypothesis and analysis of variance (ANOVA), which helped in the interpretation of results. Findings The research use analysis to estimate trends that corporate websites and commercial websites were significant in explaining Employee Retention. The results of this study confirm existing literature that argues for a positive relationship between the two variables. The results also portray that human resource managers should have an understanding of the relationship between E-recruitment practices and Employee Retention. Originality/Value/Practical implications. The study seeks to contribute to existing literature on E-recruitment practices and Employee Retention. The practical justification would be useful to human resource practitioners by making them aware of the current E-recruitment practices and the impact of its implementation to a firm’s level of Employee Retention