Ethnic minority status, political capital, and executive turnover in China: The moderating role of ethnic autonomous regions

Wei, Xufeng; Wang, Min; Wu, Jianzu

doi:10.1007/s10490-022-09808-x

Cited by 5 publications

(4 citation statements)

References 61 publications

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“…For example, there is a low rate of mechanization, and manual operation is the majority technique used. The poverty situation in these areas has further contributed to the occurrence of crime, which has become an urgent problem for local public security [ 13 ].…”

Section: Methodsmentioning

confidence: 99%

Identifying the Spatio-Temporal Characteristics of Crime in Liangshan Prefecture, China

Cheng

Rao

Tang

et al. 2022

IJERPH

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Crime prevention and governance play critical roles in public security management. Liangshan Yi Autonomous Prefecture in Sichuan Province has a high crime rate, and spatio-temporal analysis of crime in this region could assist with public security management. Therefore, Liangshan Prefecture was selected as the research object in this study. The spatial crime data were obtained from China Judgments Online, and property crime, violent crime, and special crime (i.e., pornography, gambling, drugs, and guns) were analyzed. The findings were as follows. In terms of time characteristics (month, day, and hour), property crime tended to occur in autumn and winter, in the early month, on Wednesdays and Fridays, and at early morning. Violent crime tended to occur in winter and spring, on Mondays and Thursdays, and at night. Special crime occurred in spring and autumn, on Tuesdays, and in the daytime. In terms of spatial features, the central region of Liangshan Prefecture was the focal area for crime. There were obvious low-aggregation areas in the western region for special crime. The eastern region exhibited a high incidence of various crimes. Regarding the spatio-temporal evolution characteristics from 2013 to 2019, there were some obvious hotspots of violent and property crime in downtown and surrounding townships of Xichang City, which is the capital of Liangshan Prefecture. During the study period, the incidence of special crime has an obvious downward trend which shows that there are more new cold spots.

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Section: Methodsmentioning

confidence: 99%

Identifying the Spatio-Temporal Characteristics of Crime in Liangshan Prefecture, China

Cheng

Rao

Tang

et al. 2022

IJERPH

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“…First, our study goes beyond existing research on executive turnover, which has primarily focused on factors such as job dissatisfaction, social networks, demographic backgrounds, misalignment of interests between executives and shareholders, and organizational practices and policies (e.g. Andrus et al, 2019;Chiu and Sharfman, 2018;Choi and Park, 2020;Joseph et al, 2012;Stern and James, 2016;Tr€ oster et al, 2018;Wei et al, 2022). In contrast, our study delves into the role of developmental patterns as an essential antecedent of executive turnover.…”

Section: Theoretical Implicationsmentioning

confidence: 97%

“…One approach is to provide employees with organizational career management practices, such as career coaching, clear communication of organizational demands and expectations, and the establishment of developmental networks (Bagdadli and Gianecchini, 2019). These practices can enhance employees' self-awareness and understanding of their employer, jobs, and career preferences (Zhu and Wang, 2022). Another approach is to offer employees complex work experiences through thoughtful job design and career planning, such as providing opportunities to work in different business units, functional areas, and cities, with varying timing and duration.…”

Section: Practical Implicationsmentioning

confidence: 99%

Optimize your leadership pipeline: leveraging HR analytics for C-suite executive development

Zhu

Wang

Hall

2023

IJM

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PurposeThis paper employs human resources (HR) analytics to investigate the pathways through which high-potential managers ascend to C-suite positions, and how different developmental paths influence turnover among executives.Design/methodology/approachBy combining job analysis and competency assessment with sequence analysis, the authors utilize HR analytics to analyze the work experiences of 53 general managers spanning 57 years (n = 2,742), encompassing various roles, job requirements, and 20 executive competencies attached to over 1,000 positions.FindingsThis study's findings reveal three distinct developmental paths that lead to the C-suite, characterized by differences in the content, context, timing, and complexity of work experience. Furthermore, the authors identify that a more complex developmental path tends to reinforce executives' competency in self-awareness while inhibiting their development of technical competency, ultimately resulting in reduced executive turnover.Originality/valueBy employing HR analytics to analyze empirical data embedded in job and organizational contexts, this study sheds light on the critical role of timing and complexity of work experiences in executive development. It also offers practical implications for firms seeking to optimize their leadership pipeline and reduce executive turnover by leveraging HR analytics effectively.

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“…First, existing research on executive turnover has not examined developmental patterns as an essential antecedence of executive turnover. Instead, previous research has primarily focused on individuals' job dissatisfaction, social networks, and demographic backgrounds (e.g., Choi and Park, 2020;Joseph et al, 2022;Wei et al, 2022), the misalignment of interests between executives and shareholders (e.g., Andrus et al, 2019), and organizations' practices and policies (e.g., Chiu and Sharfman, 2018;Stern and James, 2016;Tröster et al, 2018). Our study extends the literature by examining how the complexity of development paths before taking the first-time general manager positions can affect turnover after people become general managers.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

Optimize Your Leadership Pipeline: Leveraging HR Analytics for Business Model Innovation

Zhu¹,

Wang²

2023

New Business Models Conference Proceedings 2023

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Firms navigating the constantly changing business environment demand a supply of executives who can create and execute new business models, achieve financial targets, strengthen corporate ethical reputation, and transform the organization in pursuit of corporate sustainability. This paper aims to leverage human resources (HR) analytics to explore how high-potential managers navigate different developmental paths to reach the C-suite and how and why different developmental paths influence their turnover after becoming an executive. Combining job analysis and competency assessment with sequence analysis, we applied HR analytics on 53 general managers’ work experience spanning 57 years (n = 2,742), with roles, job requirements, and 20 executive competencies over 1,000 positions. Our findings reveal three distinct developmental paths that lead to the C-suite, characterized by differences in the content, context, timing, and complexity of work experience. Furthermore, we identify that a more complex developmental path tends to reinforce executives’ competency in self-awareness while inhibiting their development of technical competency, ultimately resulting in reduced executive turnover. Applying HR analytics with empirical data embedded in job and organizational contexts, this study reveals the importance of timing and complexity of work experience in executive development. It also offers insights for firms to leverage HR analytics to optimize their leadership pipeline and reduce executive turnover along with business model innovation.

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Ethnic minority status, political capital, and executive turnover in China: The moderating role of ethnic autonomous regions

Cited by 5 publications

References 61 publications

Identifying the Spatio-Temporal Characteristics of Crime in Liangshan Prefecture, China

Identifying the Spatio-Temporal Characteristics of Crime in Liangshan Prefecture, China

Optimize your leadership pipeline: leveraging HR analytics for C-suite executive development

Optimize Your Leadership Pipeline: Leveraging HR Analytics for Business Model Innovation

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