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Review of Managerial Science

Erschienen in:

22.09.2017 | Original Paper

Good enough to move? Window-dressing performance impending turnover in inter-organizational mobility

verfasst von: He Soung Ahn, Chiho Ok

Erschienen in: Review of Managerial Science | Ausgabe 2/2019

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Abstract

This study suggests that an impending turnover may create incentives that motivate employees to undertake actions to window-dress their performance. “Window-dressing performance” refers to an increase in an individual’s performance in visible dimensions (i.e., high level of quantitative performance) which is not necessarily accompanied by an increase in dimensions reflecting quality (i.e., low level of qualitative performance). Through such behavior, employees aim to manifest a good appearance to a potential destination firm. By doing so, employees manipulate performance signals for their self-interest to boost visibility in the labor market and garner additional bargaining power throughout the turnover process. This study focuses on the Korean security analyst market and employs fixed-effects difference-in-differences regression to empirically test the hypotheses using a sample comprising 5247 observations from 2000 to 2013. We find that analysts window-dress their performance in times of impending turnover by increasing quantitative performance (i.e., forecast volume), which is not accompanied by an increase in qualitative performance (i.e., forecast accuracy). This study contributes to previous research by improving our understanding of the pattern of performance changes immediately before an employee leaves the organization to join a competitor firm.

Vorheriger Artikel Assessing decision quality and team performance: perspectives of knowledge internalization and resource adequacy

Nächster Artikel Is there a trade-off between social and financial performance of public commercial banks in India? A multi-activity DEA model with shared inputs and undesirable outputs

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A large stream of research has examined the antecedents of individual and collective turnover, such as employees’ intentions to leave (Eckardt et al. 2014; Li and Zhou 2013; Reilly et al. 2014). However, since the issues related to determinants of turnover are beyond the scope of this study, we do not discuss this literature.

The term “forecast volume” used in this study should be distinguished from “forecast frequency,” which indicates the “number of annual earnings forecasts that an analyst made for a particular firm” during a specified time period (Gilson et al. 2001: 573). This study’s interest does not lie in how much information is generated for one single firm; rather, it is interested in the overall volume of information that analysts generate.

This ranking is equivalent to the annual survey on sell-side analysts conducted by the US trade journal Institutional Investor (II).

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Titel: Good enough to move? Window-dressing performance impending turnover in inter-organizational mobility
verfasst von: He Soung Ahn
Chiho Ok
Publikationsdatum: 22.09.2017
Verlag: Springer Berlin Heidelberg
Erschienen in: Review of Managerial Science / Ausgabe 2/2019
Print ISSN: 1863-6683
Elektronische ISSN: 1863-6691
DOI: https://doi.org/10.1007/s11846-017-0254-z

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