An impediment to Malaysia’s drive for knowledge economy status is thought to be a very high rate of labour mobility — overseas, to Singapore, and inter-firm — by knowledge workers, particularly engineers. While a strong external labour market may be a sign of economic dynamism, very high turnover rates may indicate a failure of the sort of organisational attachment among professionals that is needed to foster organisational learning. Moreover a ‘brain drain’ from the country of Malaysian-educated engineers remains an ongoing concern. Although this phenomenon is popularly attributed to the ‘job-hopping’ propensities of young Malaysians, it is argued here that firms, through their human resource management (HRM) practices, have an important role to play in encouraging stronger rates of knowledge worker retention. The article reports on research findings indicating varying levels of organisational commitment by a sample of Malaysian engineers. It examines possible links between high turnover and HRM approaches that afford employees few other forms of voice than exiting the firm. Evidence is provided that employee participation in decision-making, particularly relating to training and development, and the perceived fairness of performance appraisal practices, contribute to feelings of perceived organisational support (POS), and that this sense of support influences engineers’ commitment and thus turnover intentions.

This study explores employees’ perceptions of organisational support, commitment, job satisfaction and turnover intentions in Sri Lanka Telecom (SLT). Organisational support involves the provision of valued financial benefits along with employees’ perceptions of support from supervisors and co-workers, and procedural fairness in decision-making. We found strong evidence that high levels of organisational support lead to employee reciprocity via increased affective commitment and job satisfaction and reduced turnover intentions. We also found evidence, albeit weaker, of a positive relationship between economic exchange and continuance commitment, where employees may be dissatisfied but stay because they have too much invested in firm specific knowledge and skills. The firm provided above average compensation and benefits and with limited alternative job opportunities in the formal economy in Sri Lanka the costs of leaving the organisation are likely to have outweighed the costs of staying.

We investigate the impact of professional networks on men's and women's earnings, using a dataset of European and North American executives. The size of an individual's network of influential former colleagues has a large positive association with remuneration, with an elasticity of around 21%. However, controlling for unobserved heterogeneity using various fixed effects as well as a placebo technique, we find that the real causal impact of networks is barely positive for men and significantly lower for women. We provide suggestive evidence indicating that the apparent discrimination against women is due to two factors: first, both men and women are helped more by own-gender than other-gender connections, and men have more of these than women do. Second, a subset of employers we identify as ‘female friendly firms’ recruit more women but reward networks less than other firms.

The AD 775 peak in Δ14C (henceforth, M12) was first measured by Miyake et al. and has since been confirmed globally. Here we present earlywood and latewood Δ14C values from tree rings of pinyon pine (Pinus edulis) from Mummy Cave, Canyon de Chelly National Monument, Chinle, Arizona, USA, for the period AD 770–780. These data reconfirm the timing of M12 and show a small rise in Δ14C in AD 774 latewood. Allowing for the delay in lateral transfer of radiocarbon produced at high latitude, this suggests that 14C peak production occurred in late winter or spring of AD 774. Additionally, Δ14C decreased slightly in the earlywood of AD 775 and increased in the latewood of AD 775 to a higher level than that observed in AD 774.

The 14C peak in AD 775 (M12) has been measured and confirmed globally in several studies since it was first measured in annual tree rings by Miyake et al. (2012). However, M12 data measurements in early- and latewood are limited. This paper presents the Δ14C values in early- and latewood from AD 762–776 Zelkova serrata tree rings from Bangu-dong, Ulsan, South Korea (35°33′N, 129°20′E). The results indicate no early rise in Δ14C values in the latewood of AD 774 in this sample located at mid-latitude. A comparison of the results of this and previous studies suggests latitude dependence (Büntgen et al. 2018); that is, the early rise of Δ14C in AD 774 was not observed at mid-latitudes in South Korea but was observed at high latitudes in Finland. The half-oxidation time of 14C was estimated from a detailed analysis of a small bomb peak in AD 1962. Based on the half-oxidation time, the Δ14C rise in the latewood, but not in the earlywood, of AD 774 in Finland, and the absence of a Δ14C rise in both the early- and latewood of AD 774 in South Korea, the 14C spike was estimated to have been produced from late April to mid-June in AD 774.

Since the AD 775 and AD 994 Δ14C peak (henceforth M12) was first measured by Miyake et al. (2012, 2013), several possible production mechanisms for these spike have been suggested, but the work of Mekhaldi et al. (2015) shows that a very soft energy spectrum was involved, implying that a strong solar energetic particle (SEP) event (or series of events) was responsible. Here we present Δ14C values from AD 721–820 Sequoiadendron giganteum annual tree-ring samples from Sequoia National Park in California, USA, together with Δ14C in German oak from 650–670 BC. The AD 721–820 measurements confirm that a sharp Δ14C peak exists at AD 775, with a peak height of approximately 15‰ and show that this spike was preceded by several decades of rapidly decreasing Δ14C. A sharp peak is also present at 660 BC, with a peak height of about 10‰, and published data (Reimer et al. 2013) indicate that it too was preceded by a multi-decadal Δ14C decrease, suggesting that solar activity was very strong just prior to both Δ14C peaks and may be causally related. During periods of strong solar activity there is increased probability for coronal mass ejection (CME) events that can subject the Earth’s atmosphere to high fluencies of solar energetic particles (SEPs). Periods of high solar activity (such as one in October–November 2003) can also often include many large, fast CMEs increasing the probability of geomagnetic storms. In this paper we suggest that the combination of large SEP events and elevated geomagnetic activity can lead to enhanced production of 14C and other cosmogenic isotopes by increasing the area of the atmosphere that is irradiated by high solar energetic particles.

Managers of greenhouses, nurseries, and landscape contractors participated in five focus group discussions on labor-related risks. Managers conceptualize labor risks along the human resource management process: (1) recruitment and selection, (2) training and development, (3) performance evaluation and discipline, (4) careers and relationships, and (5) compensation packages. In addition, they identified (6) immigrant employees and (7) labor laws and regulations as sources of risk. They recognized a large number of risk-increasing attributes, but also a number of mediating strategies to reduce these risks.

Job satisfaction is likely the most studied work-related attitude and isassumed to influence a variety of behaviors. This study analyzes the jobsatisfaction of agricultural employees using Herzberg's theory, which isbroadly employed in management. Fourteen horticultural businessesparticipated in case studies of labor-management practices. Fifteennonsupervisory employee interviews were analyzed regarding job satisfaction.Components of job satisfaction relevant to horticultural employees werefamily-business values, achievement, recognition, work itself, involvement,personal life, interpersonal relationships, job security, supervision,working conditions, organization, safety, compensation, and information.While support for Herzberg's theory is weak, it is useful for classifyingemployees' attitudes.

Human resource management in agriculture and associated risks are under-researched topics. To identify the sources of human resource management risks confronting dairy farms, gain insights into how dairy farmers perceive the impacts of these risks, and identify control strategies, four focus group discussions were held with dairy farm managers. Managers' perceptions served to develop a framework for the analysis of human resource management risks in agriculture and derive recommendations for reducing these risks. Results of this study have been used to tailor educational programs for farmers and suggest strategies for future research.

The development of postal services has played an indisputable role in industrialization, market integration and state formation. Smooth functioning of these services depended on the existence of a well-paid and motivated body of civil servants. I study the organization of the internal labour market for civil servants in postal services in Spain from 1890 to 1935 showing a career in the postal services offered high entry wages, growing wages over the life cycle, and a secure job until retirement. There were two downsides to pursuing a career in the postal services. Firstly, entry and promotion depended on the expansion of employment. Secondly, nominal wages were upward rigid, causing large real wage losses during WWI.

Historically, managers in livestock production have focused on production management; however, as operations have grown they have spent more time managing employees. Increased time spent overseeing employees brings additional risks and challenges, and, hence, a greater need for human resource management (HRM) skills. This study investigated HRM practices in pork production and analyzed their risk attributes through six focus group discussions with managers. Results were compared to existing data from four dairy focus groups and to other research. The results have been used to develop and adapt educational workshops for managers in pork production.