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This study examines the link between vacations, parental leave and voluntary turnover among Canadian organizations in the Information and Communications Technology (ICT) sector.

The empirical analysis is carried out using firm-level data sourced from a survey that was completed by HR managers of 125 ICT firms operating in the province of Quebec (Canada).The organizational voluntary turnover rate was used and was obtained by dividing the number of employees who voluntarily quit an organization within the last year by the total number of its employees. Based on ordinary least squared estimates, results were generated by regressing voluntary turnover rate on vacation and parental leave.

Vacation, operationalized as the average number of annual vacation days, is negatively and significantly associated with the voluntary turnover rate of the ICT organizations surveyed. Parental leave, operationalized as the percentage of salary reimbursed during parental leave, does not significantly reduce voluntary turnover in the ICT organizations surveyed.

In light of the results of this study, if organizations in the ICT sector, in Canada or abroad, desire to reduce voluntary turnover, compensating employees through the use of additional vacation days appears to be a viable approach.

This research constitutes an empirical test of the link between turnover and two compensation practices adopted by firms. To our knowledge, there is no prior scientific evidence on that subject in the Canadian ICT sector.

Based on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.

Human resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.

Results indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.

Our findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.

The research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

The purpose of this paper is to explore the relations between the life-domain interactions (i.e. interactions between the personal and professional lives) of internationally mobile employees (IMEs) and their well-being and to examine whether these links are different for assigned expatriates (AEs) and self-initiated expatriates (SIEs).

Questionnaire data were collected from 284 IMEs including 182 SIEs, and 102 AEs. Two measures of IMEs’ well-being were used: subjective, namely satisfaction with life, and psychological well-being (PWB), which refers to self-acceptance, personal growth, and reaching for life goals. Life-domain interactions were measured from a conflict and an enrichment perspective, each in two directions: Work Life → Personal Life (WL → PL) and Personal Life → Work Life (PL → WL).

Regression analyses confirm that IMEs’ life-domain conflicts (WL → PL and PL → WL) have an adverse impact on their subjective and PWB, IMEs’ life-domain enrichments account for their subjective well-being over and above what is explained by their life-domain conflicts, the relationship between WL → PL conflicts and subjective well-being is more negative among SIEs than among AEs.

This study underscores the need for both employers and IMEs to take action not only to reduce conflicts but also to promote enrichments between their personal and their professional lives. It is of particular importance to reduce the WL → PL conflict of SIEs, often left to fend for themselves, because it has a significant negative impact on their subjective well-being.

This study innovates in using conservation of resources theory and recent theoretical work linking this theory with the interplay between personal and professional lives to understanding SIEs’ and AEs’ well-being.

Based upon social exchange theory, this study investigates the mediating effect of consumers' trust in banking industry frontline employees on two relationships: (1) the relation between consumers' perceptions of frontline employees' empathy and consumers' perceptions of frontline employees' performance, and (2) the relation between consumers' perception of frontline employees' customer orientation and consumers' perceptions of frontline employees' performance.

The authors used a time-lag research design to collect data through online questionnaires distributed in two waves. The sample comprises 375 respondents having experience and interaction with banking frontline employees.

Results confirm the mediating effect of consumers' trust in the banking industry on the relationships between their perceptions of frontline employees' empathy and consumer orientation on the one hand and their perceptions of frontline employees' performance on the other hand.

Results may be helpful to policymakers and managers in the service industries, prompting them to adopt approaches and strategies designed to build strong relationships with consumers, thus increasing consumers' trust and frontline employees' performance.

This study confirms the relevance of social exchange theory in understanding the role of consumers' trust and perceptions of frontline employees' empathy and consumer orientation in understanding their perception of frontline employee performance in the banking industry.

To provide insights as to the determinants of profit‐sharing plan (PSP) adoption, as well as conditions that underlie their successful implementation.

The sample comprises strategic business units (SBUs) within a large financial services organization, some of which voluntarily adopted a PSP while others did not. All sample SBUs face similar economic and market conditions. Through a logit analysis, we identify determinants of PSP adoption. Through longitudinal cross‐sectional design, we assess the impact of PSP adoption on earnings growth, as well as conditions that underlie successful implementations.

Larger SBUs as well as SBUs exhibiting superior asset growth are more likely to adopt a PSP than other SBUs. Prior earnings performance is not found to be a determinant of PSP adoption. PSP adoption translates into superior earnings growth, but such impact quickly declines over time. Among PSP adopters, earnings growth following PSP adoption is greater for SBUs that adopt late (late adopters) and for those which had poor prior earnings performance.

Limited external validity as the analysis is performed within a single North American organization.

PSPs are found to be an effective performance turnaround tool. In addition, their limited life cycle suggests that continuous reinforcements and communications are needed to maintain effectiveness.

In contrast to most prior research that uses multi‐industry samples, the paper relies on a unique organizational database that controls for confounding factors and different earnings generation processes. Moreover, the paper provides additional insights as to the conditions for success.

This paper aims to focus on one of the most frequently cited problems with respect to the performance management process: the prevalence of performance appraisal distortion.

Through semi‐structured interviews with managers, this paper attempts to answer the following question: Which factors influence managers' motivation to distort the performance evaluation ratings of their subordinates?

This paper offers three main contributions or implications. First, from a methodological point of view, using a qualitative research design to investigate the appraisal of subordinates' performance is useful because it allows us to reduce the gap between research and practice. Second, this study shows that researchers must embrace or integrate various theoretical perspectives (rational, affective, political, strategic, cultural, justice, and symbolic), given that managers' motivation to evaluate subordinate performance cannot be analyzed outside of the social context. Third, from a practical point of view, managers' motivation to evaluate subordinate performance is less about the technique used and more about leadership support, execution, and overall performance culture.

To date, prior research has focused on improving performance appraisal accuracy through experimental research design by emphasizing rating criteria, rater errors, rater training, and the various rating methods. Despite extensive research, very little progress has been made toward improving rater accuracy.