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Im Rahmen der zunehmenden Kommerzialisierung des deutschen Profifußballs lassen sich bei Mitgliedern der Vereine teilweise Indizien einer Unzufriedenheit erkennen. Bei Unzufriedenheit präferieren Vereinsmitglieder - insbesondere aufgrund der emotionalen Bindung und der damit verbundenen Loyalität zum Verein - die Ausübung ihrer Mitbestimmungsrechte (Voice-Option), während nicht-loyale "Kund:innen" eher die Exit-Option ergreifen. In diesem Zusammenhang lässt sich beispielhaft die Mitgliederversammlung des FC Bayern München e.V. im November 2021 anführen. Aufgrund der Unzufriedenheit mit dem Sponsor Qatar Airways hatte ein Mitglied versucht, über den diesbezüglichen Sponsoring-Vertrag abstimmen zu lassen. Der entsprechende Antrag wurde mit Verweis auf die Vereinssatzung abgelehnt, wobei sich folgende grundsätzliche Frage ergibt: Welche institutionalisierten Möglichkeiten der Mitbestimmung existieren für Mitglieder im deutschen Profifußball? Durch die Sammlung und Auswertung von 135 Satzungen von den Vereinen der ersten vier deutschen Fußballligen wird erstmals eine systematisch basierte Übersicht von Mitbestimmungsmöglichkeiten generiert, aus denen sich acht Kategorien und 65 Indikatoren der Mitgliederpartizipation ergeben. In the context of the increasing commercialization of German professional football, there are signs of dissatisfaction among the club members. In the case of dissatisfaction, club members prefer to exercise their participation rights - especially due to the emotional bond and the associated loyalty to the club - while non-loyal "customers" tend to take the exit option. As an example, the general meeting of FC Bayern Munich e.V. in November 2021 can be used. Due to dissatisfaction regarding the sponsor Qatar Airways, a club member filed a motion to put the related sponsorship agreement to the vote. However, based on the club's constitution, the claimed motion was rejected. This raised the fundamental question: Which institutional opportunities for participation exist for members of the Vereine in German professional football? By collecting and analyzing 135 constitutions from clubs of the first four German football leagues, a systematically based overview of participation opportunities, from which eight categories and 65 indicators of member participation result, is provided for the first time.

Background Raising the statutory retirement age has been a common policy response to population ageing, but health problems may restrict labour force participation in older ages. We examined the development of healthy and unhealthy working life expectancies in Finland from 2000 to 2017 using different measures of health problems. Methods Healthy and unhealthy working life expectancies were calculated for the age range 50–65 years using the Sullivan method. The health measures were limiting long-standing illness, self-rated health, mental health problems and self-assessed work ability. Results Healthy working life expectancy was highest when health was measured by work ability. From 2000 to 2017, working years in full ability between the ages 50–65 increased from 6.2 (95% confidence interval 5.9–6.4) to 8.2 (8.0–8.5). Healthy working life expectancy increased also when measured by the other indicators. Unhealthy working years also increased, except when health problems were measured by limiting long-standing illness. The share of years in work increased both within the healthy and the unhealthy years, the increase being larger or equally large for the latter. Within the healthy and unhealthy years measured by the other three indicators, the share of working years increased irrespective of whether work ability was full or limited, but the increase was larger for limited work ability. Conclusions In Finland, healthy working life expectancy has increased irrespective of how health is measured but also working with health problems has become more prevalent. The estimates for healthy working years are highest when a direct measure of work ability is used.

This paper empirically estimates how referrals mitigate the risk associated with hiring formerly self-employed individuals. We do this by comparing the networks and entry wages for two groups of new hires: those who exit self-employment to become wage-employed and those who change employers as wage employees, i.e., job changers. Referrals are defined as coworker ties through which the new hire and an incumbent worker share a common employment history before their current employment. We use longitudinal Swedish register-based data to evaluate the entry wages of the two groups of new hires for the years between 2010 and 2013. The results show that having coworker ties is associated with 2.9% higher entry wages and that this network premium is uniform across the formerly self-employed and job changers. However, the new hires from self-employment have consistently lower entry wages than the job changers, even if the exiting self-employed have coworker ties.

Denne masteroppgaven har hatt som formål å undersøke hvordan det oppleves å bryte med et kristent trossamfunn utenfor Den norske kirke og å identifisere hvordan utbrytere av kristne menigheter transformerer sin virkelighet i møte med det sekulære samfunnet. Utgangspunktet har vært å innhente kunnskap om hvilken virkelighetsforståelse som tilbys i ulike kristne trossamfunn, som dermed gir innsikt i hvordan disse kan forstås som sosiale institusjoner. Dette bidrar videre til å skaffe kunnskap om hvordan bruddet og tilhørende prosesser oppleves for enkeltindivider som forlater sitt trossamfunn. Studien benytter en kvalitativ tilnærming med biografiske intervju som metode for datainnsamlingen. Ni tidligere medlemmer av ulike kristne trossamfunn ble intervjuet, Jehovas vitner, Smiths venner (Brunstad Christian Church), Adventistkirken og Læstadianismen. For å få innsikt i hvordan individene opplevde bruddene ble en fenomenologisk tilnærming benyttet, og det empiriske materialet ble analysert ved bruk av en tematisk analyse. Berger og Luckmanns (2000) teori om samfunnet som en samfunnsskapt virkelighet danner utgangspunktet for analysen, i tillegg til Williams’ (2009) modell for fenomenet utstøtning og tilhørende prosesser, samt teori om sosial identitet. Funnene indikerer at individer som har brutt med kristne menigheter opplever tap av ulike elementære faktorer for subjektiv velferd. For de fleste i denne studien er et opphør av religiøs overbevisning årsaken til bruddet, og for tidligere Jehovas vitner innebærer bruddet at man ikke lenger kan ha kontakt med venner og familie. Uavhengig av trossamfunn viser funnene at konsekvensene av å forlate menigheten er at man blir fjernet fra sin livsverden, hvilket krever prosesser for å gjenopprette nivåer av tilhørighet og mening. Et av de mest fremtredende funnene er imidlertid at flere rapporterer om et fravær av behov for å umiddelbart skaffe seg et nytt sosialt nettverk, og rapporterer heller om en søken etter personlig autonomi etter bruddet. Et annet funn viser at flere rapporterer om et fravær av behov for instrumentell støtte i en slik overgang, hvor en årsak for dette kan være frykten for manipulative mekanismer. Enkelte av informantene rapporterer også om at de opplever de offentlige helsetjenestene som utilstrekkelige etter bruddet med trossamfunnet. Masteroppgaven SOS360 MASV-SOS

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees’ exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one’s situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors. NOWSTARS research program

Equity funding is a widespread financing form that often accompanies the life cycle of innovative ventures from initial stages until maturity. From the perspective of investors, the event defining the success of an equity financing operation is the exit, which represents the moment when they leave the venture with the purpose of selling their shares. The potential high return of equity funding has motivated an empirical literature aimed at developing predictive models in support of investors’ decisions. However, no study so far has investigated how equity funding dynamics impact on a venture’s chance of successful exit. In this article, we develop a multinomial logistic regression model based on the Crunchbase 2013 Snapshot that relates the events of exit and closure to the amount of equity funds raised at different rounds, while controlling for geographical location, economic sector, age, network ties and several proxies of effectiveness. Our study contributes to the existing literature by providing a quantitative assessment of the impact of equity funding dynamics on a venture’s chance of successful exit and risk of closure that is not limited to the startup stage, but also covers advanced stages of development. In this way, we provide a comprehensive view of the different scenarios that may be envisioned in a venture’s life cycle, which is of core importance to achieve an effective support of investors’ decisions.

Based on the person-centered approach and the EVLN (exit, voice, loyalty, neglect) model, this study explores how the components of commitment create “profles” and the implications of this for voice behaviors in response to malpractice at work. The study includes not just afective and continuance commitment forms but also a commitment to the team as a multi-target commitment. A survey was conducted of 518 employees from a broad range of organizations in Turkey. An attempt was made to diferentiate the EVLN responses across diverse commitment profles by expanding the context. Four clusters (low commitment, weakly-committed, afective–team dominant, and continuance dominant) were identifed using k-means cluster analysis. Analysis of the variance results indicated that the afective–team dominant profle demonstrated the constructive voice. The low commitment profle showed the least desirable outcomes (exit and neglect), followed by the weakly-committed profle. The continuance dominant profle also demonstrated passive behaviors (neglect and patience). Afective and team commitments, which have similar foci, were found to be the primary drivers of voice behavior, especially when combined with low continuance commitment. Also, continuance commitment did not contribute to the voice behavior once a certain level of afective and team commitment was seen. This study contributes to expanding commitment profles for data from Turkey by explaining diverse EVLN responses to dissatisfaction at work.

The given study will pilot a novel manipulation focusing on authenticity at work. The construct of 'Authenticity at Work' has been successfully measured in past studies. Past researchers have also manipulated feelings of authenticity (vs. inauthenticity) in one's life. However, no current manipulation exists to manipulate authenticity (vs. inauthenticity) in a workplace domain. Because this type of authenticity is perceived as state-based rather than dispositional, it primarily consists of 'authentic living' and 'self-aliention.' Overall, the pilot study will test a novel manipulation for 'state authenticity at work.'

Survey forecasts are prone to entry and exit of forecasters as well as forecasters not contributing every period leading to gaps. These gaps make it difficult to compare individual forecasters to each other and raises the question of how to deal with the missing observations. This is addressed for the variables GDP, CPI inflation and unemployment for the US. The theoretically optimal method of filling in missing observations is derived and compared to several competing methods. It is found that not filling in missing observations and taking the previous value do not perform particularly well. For the other methods assessed, there is no clear superior approach for all use cases, but the theoretically optimal one usually performs quite well.

The following study will experimentally examine if perceiving inauthenticity impacts people's exit intentions through group identification and in-group anger.

The following study will pilot a novel manipulation for an upcoming study. This is the second pilot study associated with this project.

Study 2 will build upon Studies 1a and 1b. Specifically, instead of measuring self-and-social identity uncertainties, these variables will be experimentally manipulated. Other aspects of Studies 1a and 1b will remain the same as previous studies, such that participants will report their group identification and disidentification before report their exit intentions.

The following study will examine the relationship between perceived authenticity and group exit. People achieve a state of authenticity when there is a fit between their group and their personal characteristics. However, the consequences of a group inhibiting its members' authenticity are unclear. It is proposed that groups that inhibit members from achieving a state of authenticity will elicit a schism process, in which people will exit their current group for another group to achieve a state of authenticity. Participants’ perceptions that their work inhibits their authenticity will be measured before assessing their group identification, feelings of group-directed anger, and exit intentions.

Currently, one of the main forms of human rights protection is legal protection. The implementation of these rights, in turn, implies the importance of creating a mechanism for the recovery of court costs by the state. Although public relations associated with legal costs are not a new relationship, they are considered to be an institution that has not yet been fully studied in practice. During the study of the topic, judicial practice and legislation were studied.

Purpose This study aims to analyze the impact of different exit alternatives, investor presence and founders’ human capital on the exit value of European venture capital (VC)-backed high technology startups. Design/methodology/approach The empirical analysis is based on a sample of 107 European firms that obtained an exit through Merger&Acquisition (M&A) or an initial public offering (IPO) between 2010 and 2017, backed by VC investors. Findings This study provides empirical evidence on how different exit alternatives, investor heterogeneity and founders’ human capital may affect the exit value of European VC-backed startups. Exiting through an IPO and retaining a larger equity stake are positively correlated with the exit value. The presence of business angels and non-governmental VC firms is associated with larger valuations. Founders’ previous education was positively correlated with the exit value. Originality/value Exit strategies in technology startups are essential to capitalize investors’ efforts and reinvest cash into new ventures, supporting the development of entrepreneurial ecosystems and countries’ competitiveness. The results of this study provide interesting hints for policymakers and contribute to an in-depth understanding of the drivers of exit valuation for startups.

Resumen: El ex-utero intrapartum treatment (EXIT) es una estrategia de parto que permite brindar soporte cardiopulmonar al feto con el objetivo de realizar una intervención vital durante la transición a la vida extrauterina. El EXIT proporciona tiempo para el abordaje de una variedad de malformaciones potencialmente mortales en un ambiente de máximo control fisiológico.Según la finalidad de tratamiento, se han descrito distintos tipos de EXIT, incluyendo EXIT-to-airway (para el control de la vía aérea fetal), EXIT-to-ECMO (para la colocación de cánulas de oxigenación por membrana extracorpórea), EXIT-to-resection (para la resección de masas que impiden la ventilación o el retorno venoso) y EXIT-to-separation (para el abordaje de siameses). El objetivo general de un EXIT es mejorar la seguridad de procedimientos que resultan críticos para la supervivencia del recién nacido.La relajación uterina máxima y controlada para maximizar la perfusión placentaria y fetal, manteniendo el bienestar fetal y materno, son los paradigmas de cualquier tipo de EXIT. El aspecto más importante de una intervención en soporte placentario es consolidar un equipo multidisciplinario altamente capacitado, bien coordinado y preparado para cualquier contingencia. Una evaluación prenatal completa, incluyendo ultrasonido, ecocardiografía fetal, resonancia magnética y pruebas genéticas, es imprescindible para la selección de pacientes. La planificación preoperatoria exhaustiva, las reuniones de equipo ad-hoc y las simulaciones quirúrgicas para casos desafiantes son estrategias críticas para lograr los mejores resultados clínicos.El presente artículo describe el algoritmo de estudio prenatal, la planificación preoperatoria, los aspectos técnicos, los principios básicos y los fundamentos del procedimiento EXIT. Summary: Ex-utero intrapartum treatment (EXIT) is a delivery strategy that allows for providing fetal cardiopulmonary support while performing a vital intervention during the transition to newborn life. EXIT provides time to address a variety of life-threatening congenital malformations in an environment of maximum physiological control.Depending on the treatment purpose, different types of EXIT have been described; including EXIT-to-airway (to establish a fetal airway), EXIT-to-ECMO (for extracorporeal membrane oxygenation circuit cannulation), EXIT -to-resection (for the resection of masses that impair ventilation or venous return), and EXIT-to-separation (for the approach of conjoined twins). The overall goal of an EXIT is to improve the safety of procedures that are critical to the survival of the newborn.Maximal but controlled uterine relaxation to ensure placental perfusion and thus fetal oxygenation, while maintaining fetal and maternal well-being, are the paradigms of any type of EXIT. The most important aspect of any intervention on placental support is to consolidate a highly trained, well-coordinated, multidisciplinary team that is prepared for every contingency. A comprehensive prenatal assessment, including ultrasound, fetal echocardiogram, MRI, and genetic testing, is imperative for the selection of patients. Extensive preoperative planning, ad-hoc team meetings, and surgical simulations for challenging cases are critical strategies to achieve the best clinical outcomes.This article outlines the prenatal work-up, preoperative planning, technical aspects, basic principles, and fundamentals for a successful EXIT procedure.

Research Question/Issue: Contributing to ongoing debates on the determinants of diversity at the helm of companies, we investigate the relationship between executives’ gender and pay inequality within the top executive team.Research Findings/Insights: Using a panel data set of US listed firms, we find that a greater inequality in executive pay is positively associated with the exit of female executives from the firm’s top executive team. This effect is economically larger when the starting level of female representation in the executive team is low, when the firm uses more variable compensation to reward executives, and when the firm operates in geographic areas featuring stronger aversion toward income inequality.Theoretical/Academic Implications: Our study expands existing knowledge on the organizational and external factors promoting gender diversity at the top of companies. While this literature has widely analyzed women’s entry into corporate positions, exit has been largely neglected. Our study fills this gap by documenting significant gender differences in the relationship between executives’ pay inequality and exit rates from the top executive team. In so doing, we connect the literatures on gender diversity and executive pay distribution, which have developed in a rather independent manner.Practitioner/Policy Implications: Drawing on insights from corporate governance and behavioral economics, this study offers novel evidence to policy-makers interested in addressing the under-explored challenges associated with the retention of women in corporate positions and their upward mobility within the corporate hierarchy. Moreover, the contextual variations behind our main finding suggest that cultural values and norms may play a key role in shaping the effectiveness of public policies aimed at increasing diversity in corporate governance positions.

In bioethics vaccine refusal is often discussed as an instance of free riding on the herd immunity of an infectious disease. However, the social science of vaccine refusal suggests that the reasoning behind refusal to vaccinate more often stems from previous negative experiences in healthcare practice as well as deeply felt distrust of healthcare institutions. Moreover, vaccine refusal often acts like an exit mechanism. Whilst free riding is often met with sanctions, exit, according to Albert Hirschman’s theory of exit and voice is most efficiently met by addressing concerns and increasing the quality and number of feedback channels. If the legitimate grievances responsible for vaccine refusal are not heard or addressed by healthcare policy, further polarization of attitudes to vaccines is likely to ensue. Thus, there is a need in the bioethics of vaccine refusal to understand the diverse ethical questions of this inflammable issue in addition to those of individual responsibility to vaccinate.

Study 1a examined how different domains of uncertainty (identity, membership, self) affected identification and disidentification, which in turn predicted stronger exit intentions. Study 1a focused on people's religious congregation or house of worship as their group. Study 1b will replicate Study 1a with the following changes: * Study 1b will focus on people's organization or place of work rather than people's religious congregations or houses of worship. * Study 1b will measure people's organizational deviant behavior for exploratory purposes.

We survey institutional investors to understand why they integrate environmental, social and governance (ESG) factors into their investment management processes. Using a unique data set, we find that limited partners (LPs) are motivated to incorporate ESG because they believe that ESG usage is more strongly correlated with financial performance. We find that general partners (GPs) are motivated to integrate ESG factors into their investment strategies in response to increased client demand for sustainable products. Furthermore, we find that private equity (PE) uses ESG factors more intensely than venture capital (VC) regardless of geography. We also find that PE firms use voice and exit strategies more extensively than VC funds in efforts to promote ESG activities in companies. When evaluating individual components of ESG scores, we find that the investors consider the governance score the most important component, followed by E, and then S.

The process of leaving a group is ubiquitous. Whether people are switching jobs, moving to different regions, or leaving religious congregations, the process of people exiting groups is a common aspect of group life (Levine & Moreland, 1994). Researchers have long investigated why people join and identify with groups, but researchers have dedicated less attention to understanding why people leave groups. Based on uncertainty-identity theory (Hogg, 2007), which is a social psychological theory highlighting why people identify with groups, it is proposed that different domains of uncertainties differently affect identification processes, which in turn affect people’s willingness to exit their group. Uncertainty-identity theory (UIT; Hogg, 2007, 2012, 2021) posits that self-uncertainty can be reduced by strengthening group identification. UIT is grounded in social identity theory (Tajfel & Turner, 1979), which notes that people define part of their self-concept through their social groups. When experiencing self-uncertainty, people feel a sense of uncertainty about their future, purpose, and who they are as a person. Although some uncertainties can be pleasant (see Wilson et al., 2005), most uncertainties related to the self are associated with negative emotions, including anxiety, fear, and discomfort (Arkin et al., 2009). Consequently, people are psychologically motivated to reduce its presence. UIT argues that group identification can reduce self-uncertainty because group identification involves depersonalization, in which people shift from their personal identity to their social identity. Depersonalization results in people using their group’s prototype (i.e., a set of attributes, values, and behaviors that defines a normative group member) to define their self-concept. Thus, when people strengthen their identification with a group, they internalize its prototype and begin to define themselves through their group membership. A large body of research supports the proposition that self-uncertainty strengthens group identification (for a meta-analysis, see Choi & Hogg, 2020). Researchers have also obtained physiological evidence (e.g., skin conductance, heart rate) to show that feelings of uncertainty are reduced after strengthening identification (Brown et al., 2021). Although most UIT research has emphasized people’s uncertainty related to their self and personal life, some research suggests that people can feel uncertain about different domains of their self-concept. Wagoner et al. (2017) showed that people could experience social identity uncertainty (SIU) in which people’s uncertainty stems from their social groups. People can feel uncertain about the group’s attributes and characteristics (identity-uncertainty) and uncertain about fitting into the group and being seen as a typical group member (membership-uncertainty). Importantly, Wagoner et al. (2017) found that identity-and-membership uncertainties were distinct from feelings of self-uncertainty and that both identity-and-membership uncertainties weakened group identification. Stronger identity-and-membership uncertainties were also associated with anger towards one’s in-group. Thus, if people’s uncertainty stems from their group, it results in weaker identification because the group does not provide a clear prototype. Social identity uncertainty is a distinct construct that correlates to weaker identification. However, there is no evidence showing that social identity uncertainty predicts distinct outcomes from self-uncertainty. One area where people’s different domains of uncertainties could have differential predictions is disidentification, which corresponds to “people belonging to a group that they do not wish to belong to” (Becker & Tausch, 2014, p. 295). Group identification relates to people’s positive attitudes and feelings towards their in-group. Alternatively, disidentification relates to feelings of detachment from one’s in-group, dissimilarity from other group members, and having an overall negative evaluation of one’s in-group. Becker and Tausch (2014) found that disidentification is a stronger predictor of harm directed towards one’s in-group than weaker group identification. Elsbach and Bhattacharya (2001) found that stronger disidentification also predicted public criticism of one’s in-group and support of out-groups. Research on UIT has consistently shown that high (vs. low) self-uncertainty results in stronger group identification. From the perspective that uncertainty is an adverse state that people are motivated to reduce, experiencing social identity uncertainty will not only weaken people’s positive attitudes towards their group (i.e., weaker identification) but also develop more negative attitudes towards it (i.e., stronger disidentification). Thus, self-uncertainty might drive people towards groups through identification, while social identity uncertainty might drive people away from groups through disidentification. Various social psychological theories have shown that weaker group identification results in an exit. For instance, Sani’s (2005) social psychological model of schisms notes that weaker group identification predicts exit intentions within religions and political parties. Rusbalt’s (1980; Rusbalt & Farrell, 1983) investment model also shows that less organizational satisfaction predicts exit intentions. Because disidentification taps negative cognitions and feelings towards one’s group, it would perhaps better reflect the exit process than weaker group identification. Chang et al. (2013) confirmed that organization identification and disidentification differently predict exit intentions. However, it is unclear whether (a) different domains of uncertainty differently predict identification and disidentification and (b) whether different domains of uncertainty ultimately produce exit intentions through identification processes.

This research aims to improve the design and placement of runway exits at airports through analysis and modeling of the effects that exogenous causal factors have on pilots' landing behavior and exit selections. Incorporating these factors into modeling software will strengthen the software's utility by providing project teams the ability to specify which pilot motivational causal factors apply to a new or existing runway. The main findings suggest pilots' exit selections are deterministic but dependent on the presence (or absence) of six (6) causal factors. A model and two (2) case studies are presented and compared against predictions generated by existing modeling software. The results support a finding that the causal factor model improves motivation-based predictions over current modeling techniques, which are drawn from stochastic distributions. The accuracy of this model enables designers to optimize runway exit placement and geometry to maximize runway capacity. Master of Science Airport design engineers currently plan the locations and geometric characteristics of runway exits by balancing the expected fleet mix of aircraft on that runway with the capacity and delay effects that the number and placement of these exits might cause. This technique originated from research beginning in the early 1970s, which found that pilots' exit motivations primarily resulted from the capabilities and limitations of their aircraft. Since pilots tend to "fly by the numbers" (i.e., exhibit predictable approach airspeeds, power levels, wing flaps, touchdown locations, landing speeds, and braking efforts), engineers thus employed design principles in which the numbers, locations and geometries of exits were primarily functions of the physical and performance-based characteristics of the specific types of aircraft expected to utilize the runway. However, in studying more than 4 million landings by a single aircraft type (the Boeing 737-800) at 42 U.S. airports, the evidence in this thesis shows that pilots' exit selections are behaviorally motivated by more than the physics of motion. This thesis aims to refine previous research and engineering methods by showing evidence that pilots' exit selections have as much to do with the presence (or absence) of certain environmental factors within the landing system. These factors (described in detailed within) are unique to each airport's overall physical network of interconnected runways, exits, taxiways, terminals and other features. Within this network, a pilot's landing behavior and exit selection depends on the locational and relational interactions that each exit choice will have on the time and distance to their apron (gate) assignment. These "interactions" are referred to as causal factors – defined as physical features within a landing environment that pilots have little-to-no control over – but which nevertheless influence their specific exit selections. Two (2) runway case studies provided in this thesis evidence a finding that a causal factor model reliably predicts pilots' exit selections better than current modeling techniques, which are drawn from probability-based statistical distributions. The stability and accuracy of the new model enables engineering design and project teams to optimize runway exit placement and geometry to maximize runway capacity, and can be adopted for use in both existing and future runways.

The historical dynamics of entry and exit in the financial exchange industry are analyzed for a panel of 327 US exchanges from 1855 through 2012. We focus on economic, technological and regulatory factors. Using novel panel data evidence, we empirically test whether these factors are consistent with existing financial theories. We find that US exchanges are more likely to exit per year after the passage of the Securities Exchange Act. The telephone, literacy and regulation are robust predictors of financial exchange dynamics, whereby an upward trend in literacy is an important driver of exchange entry.

Objective: In this paper, we investigate any next potential exit from the European Union after Brexit which has left a distinct scent of a withering Europe in the air. Prior Work: Most analyses have concentrated why Brexit and the effect on Britain rather than the remaining countries in the EU. Approach The thinking is: Can there be a domino effect? The methodological approach is based on the optimum currency area theory. The study focuses on the economic convergence criterion and a four variable structural vector autoregression model is used to recover the four underlying shocks: domestic demand, domestic supply, external supply, and monetary shocks. Results The correlation analysis of the shocks support Brexit and point out unanimously Sweden to be the next most likely to exit from EU given that its shocks’ follow a similar pattern to that of the UK. Even though not as imminent as Sweden, Poland’s shocks show enough asymmetric trait with the region, for it to be an exit contender. Implications There is a possibility of a new wave of “deeuropeanisation” if UK succeeds and political will is one such factor that may trigger other potential waverers. Value This paper brings in another dimension to the Brexit conundrum and brings in the thought-provoking idea of looking at what may happen if Brexit is successful.

Intact atrial septum (IAS), occurring in ∼10% of patients with hypoplastic left heart syndrome (HLHS), conveys significantneonatal morbidity and mortality. Perinatal interventions have been described, but outcomes remain poor. We present a fetus with HLHS with IAS who underwent immediate novel postnatal atrial appendage anastomosis, thus achieving rapid left atrial decompression. (Level of Difficulty: Advanced.).

The main objective of this study is to determine whether there have been TFP increases in the Korean manufacturing sector due to trade liberalization since the 1990s. Based on the methodology proposed by Pavcnik (2002), which focuses on the channel through which trade liberalization measures enhance overall industrial productivity by triggering the exit of low-productivity firms, this study tests the following two hypotheses: first, the TFP increase in the Korean tradable industry is not higher than that in the non-tradable industry, and second, plants with lower TFP levels did not exit from the tradable industry. Through the rejection of these two hypotheses, it is possible to infer indirectly the effect of trade liberalization on firm productivity rates in Korea since the 1990s. First, this analysis reveals that since the 1990s, the TFP of the tradable sector compared to the non-tradable sector presented a statistically meaningful increase only in the 2000s, when China joined the WTO and trade increased sharply between Korea and China. Secondly, TFP growth in the tradable sector was positively affected by exits, as it was plants with lower TFP levels that ceased to exist.

Firm entry and exit flows in the retailing and consumer services may be viewed as market equilibrating processes. Local markets with considerable market room and high unemployment may be thought of having high subsequent entry rates and possibly low exit rates. We examine this relationship and obtain empirical results for a range of industries in 563 Belgian municipalities. We show that, over a three-year period, (net) entry is positively affected by the presence of local ‘market room’. We find a significant ‘unemployment push’ effect on entry in some industries, but also a significantly positive effect of unemployment on exit. This pattern possibly indicates a ‘revolving door regime’ in areas marked by unemployment where new entrants leave the market relatively soon after entry, or only crowd out local competitors without creating additional employment.

Rapid technological developments are inducing the shift in consumer demand from existing products towards new alternatives. When operating in a declining market, the profitability of incumbent firms is largely dependent on the ability to correctly time the introduction of product innovations. This paper contributes to the existing literature on technology adoption by considering the optimal innovation The authors thank seminar participants at the INFORMS Annual Meeting in Nashville (November 2016) and the Annual Real Options Conference in Boston (July 2017) for helpful comments. We study the investment in the context of the declining market. We study the problem of a firm that has an option to undertake the innovation investment and thereby either to add a new product to its portfolio (add strategy) or to replace the established product by the new one (replace strategy). We are able to quantify the value of the option to adopt a new technology, as well as the optimal timing to exercise it. We find that it can be optimal for the firm to innovate not only because of the significant technological improvement, but also due to demand saturation. In the latter case profits of the established product may become so low that the firm will adopt a new technology even if the newest available innovation has not improved for some time. This way, our approach allows to explicitly account for the effect of a decline in the established market on technology adoption. Furthermore, we find that under certain conditions an inaction region exists, in which the firm does not innovate, while for lower technology levels it applies the add strategy and for higher technology levels the replace strategy.

Do political risks drive exit decisions by multinational companies (MNC)? What mechanisms can protect a multinational subsidiary in a host country that is characterized by weak institutions and high political risks? Using multinational plant-level data for Russia in the period 2000-2016 and applying the Cox proportional hazard model, we find significant effects from elevated host-country political risk when we compare the year of entry to the year of exit. MNCs are particularly sensitive to problems associated with law, order, and social conditions in Russia and the presence of the military in politics in the home country. Institutional similarity does not reduce the hazard of exits, and MNCs from high-risk countries exit less when home-country risk increases. Subsidiaries from countries that have imposed sanctions on Russia are less likely to exit, though sanctions interact with host-country risks, making them more severe. Being large and being part of a greenfield project help subsidiaries to build resistance against host-country political risks. These findings provide empirical evidence that support our conclusions regarding foreign direct investment volatility in countries with high risk.

Background: In France, more than 20% of women require induction of labor (IOL), which can be psychologically and emotionally challenging for patients. It is important to assess how they feel about their IOL experiences. Our aim was to cross-culturally adapt and evaluate the psychometric properties of a French version of the EXIT to assess women’s experiences of IOL. Methods: The EXIT was cross-culturally adapted by conducting forward and backward translations following international guidelines. A cross-sectional study was conducted to assess the psychometric properties of the ten French EXIT items: data completeness, factor analysis, internal consistency, score distribution, floor and ceiling effects, inter-subscale correlations, convergent validity, and test–retest reliability. Results: The EXIT was successfully cross-culturally adapted to the French context and any IOL method. The results obtained from 163 patients requiring IOL showed good acceptability. Exploratory factor analysis resulted in a three-factor solution with subscales reflecting the experiential aspects of time taken to give birth, discomfort with IOL, and subsequent contractions. Good internal consistency (Cronbach’s alpha or Spearman correlation coefficients ranging from 0.55 to 0.84) and good test–retest reliability (intraclass correlation coefficients ranging from 0.66 to 0.85) for the three identified subscales were found. Conclusions: The ten-item French EXIT is a valid and reliable instrument for the self-assessment of women’s experiences of IOL in the three weeks following delivery for any method of IOL used. As a patient-reported outcome measure, it would allow the comparison of experiential outcomes across IOL studies in order to include women’s preferences in decisions regarding their care.

Current studies about moving obstacles mainly focus on uncommon evacuation scenarios, while there lacks researches on common egress scenarios, such as evacuation from an exit. This study aims to prove that pedestrian flow through exit can be improved by the presence of a moving obstacle and investigate the effect of a moving obstacle on regulating pedestrian flow. Unidirectional pedestrian flow simulations based on social force model are conducted to study the influence of a moving obstacle, that is a mobile robot, on the pedestrian flow through an exit. The robot reciprocates parallel to the wall of the exit with a constant speed 0.5m/s, and the gap between the robot and the exit is set to 1.0m. The pedestrians need to obey the rule of avoiding collision with the robot. By comparing the distributions of individual evacuation time with and without a moving obstacle, it is proven that that the average evacuation time can be reduced by a moving obstacle obviously. The moving obstacle can lead to the inhomogeneous distribution of the crowd near the exit by observing the density profiles. Furthermore, the crowd near the exit is classified into four groups according to movement direction (left or right) and position (the left or right part relative to the center of the exit) of the robot. It reveals that the moving obstacle impedes the evacuation of small proportion pedestrians, but promotes the evacuation of the large proportion pedestrians by the analysis on the fundamental diagrams of the four groups.

doi: 10.1080/09585192.2019.1699144 The study examines within- and between-culture differences in the relationships between psychological contract breach (PCB) and exit and constructive voice among 731 full-time, white-collar employees in Russia and Finland. The analysis shows that the former are more sensitive to transactional PCB whereas the latter are equally sensitive to both transactional and relational PCB. It also reveals that transactional PCB increases exit equally strongly among both Russian and Finnish employees. Relational PCB relates significantly and positively only to Finnish employees’ exit reactions. Neither transactional nor relational PCB are associated with voice among Russian employees, while the relationship is significant between relational PCB and voice among Finnish employees. The study offers a rare within- and between-culture comparative analysis of employee responses to PCB, pointing to the importance of complementing extant theorizing around PCB with contextual cultural and socio-economic theorizing. It also questions the generalizability of cultural explanations for PCB and suggests that such explanations might have lower explanatory power in the context of strong situations. Finally, it provides an explanation for the inconclusive extant research concerning the influence of PCB on employee voice.

Treballs Finals del Grau de Sociologia, Facultat d'Economia i Empresa, Universitat de Barcelona, Curs: 2021-2022, Tutor: Maria del Mar Ramis Salas, El máximo beneficio económico ha sido entendido históricamente como el principal objetivo del sector empresarial, y una forma de medir su éxito. Sin embargo, existen organizaciones que dejan de lado el capital para focalizarse en la meta social. Es el caso de las empresas de inserción, entidades que promueven la inserción sociolaboral de colectivos vulnerables con el fin de mejorar sus condiciones vitales. En este proyecto, se hará un análisis de los factores que inciden en el éxito de dichas empresas, ya que su condición social genera cierta ambigüedad sobre lo que se entiende por organización exitosa.

Syftet med studien är att undersöka socialarbetares position genom deras upplevelser av hur lagstiftning, kommunala riktlinjer samt egna värderingar harmonierar i arbetet med missbruksärenden. I studien besvaras frågor gällande hur socialarbetare upplever att deras värderingar och kompetens harmonierar med lagstiftning och kommunala riktlinjer men även hur socialarbetare hanterar eventuella spänningsförhållanden mellan lagstiftning, kommunala riktlinjer, egna värderingar samt klienters förväntningar. Uppsatsen bygger på sex semistrukturerade intervjuer med socialarbetare som i sitt dagliga arbete handlägger missbruksärenden och det insamlade materialet analyserades med hjälp av en kvalitativ innehållsanalys. Studiens resultat ger inte en lika negativ bild av socialarbetarnas upplevelser som tidigare forskning pekar på. Studien visar att socialarbetare upplever olika situationer där deras värderingar inte överensstämmer med kommunala riktlinjer eller lagstiftning. Exempel på situationer där socialarbetare upplever konflikter är hög arbetsbelastning, begränsat handlingsutrymme samt den rådande tvångslagstiftningen gällande missbruk. Beroende på vilken motstridighet som upplevs varierar hanteringen av denna. Hanteringen av motstridigheterna handlar i denna studie om hur socialarbetaren i situationen väljer att agera genom att exempelvis vara lojal och anpassa sig, protestera i någon form eller det sista alternativet, göra en sorti, vilket innebär att man lämnar organisationen. The purpose of the study is to examine the position of social workers through their experiences of how legislation, municipal guidelines and their own values ​​harmonize in the work with substance abuse cases. The study answers questions not only regarding how social workers feel about their values ​​and skills harmonizing with legislation and municipal guidelines, but also how social workers handle any tensions between legislation, municipal guidelines, their own values ​​and clients' expectations. The essay is based on six semi-structured interviews with social workers who in their daily work handle substance abuse cases and the collected material was analyzed with the help of a qualitative content analysis. The results of the study do not give us a negative picture of the social workers' experiences as previous research points out. The study shows that social workers experience different situations where their values ​​do not comply with municipal guidelines or legislation. Examples of situations where social workers experience conflicts are a high workload, limited room for maneuver and the current coercive legislation regarding abuse. Depending on the contradiction experienced, the handling of this varies. The management of the contradictions in this study is about how the social worker in the situation chooses to act by, for example, being loyal and adapting, protesting in some form or the last alternative, making a sortie, which means leaving the organization.

Aquest treball final mostra l'evolució del festival amb més història de Catalunya, que enguany suma 60 anys, el Festival de la Porta Ferrada de Sant Feliu de Guíxols. S'hi explica el seu peculiar naixement en un poble de pescadors fins a l'arriba de les magnituds que té avui dia. Per poder-ne detallar la història, s'ha consultat l'arxiu municipal, els dossiers de premsa i fonts personals organitzadores i col·laboradores del festival. Fet que ens porta a la part pràctica d'aquest treball, que consta d'un extens reportatge que es basa en la mirada de les persones associades al Porta Ferrada, passant per l'organització, l'Ajuntament, els periodistes o, fins i tot, l'equip de voluntaris. Tots ells són les claus de l'èxit. Este trabajo final muestra la evolución del festival con más historia de Catalunya, que este año celebra 60 años, el Festival de la Porta Ferrada de Sant Feliu de Guíxols. Se explica su peculiar nacimiento en un pueblo de pescadores hasta la llegada de la magnitud que dispone hoy en día. Para poder detallar la historia, se ha consultado el archivo municipal, los dossiers de prensa i fuentes personales organizadoras i colaboradoras del festival. Esto nos lleva a la parte practica de este trabajo, que consta de un extenso reportaje que se basa en la mirada de las personas asociadas al Porta Ferrada, pasando por la organización, ayuntamiento, los periodistas y el equipo de voluntarios. Todos ellos son las claves del éxito. This final work shows the evolution of the festival with the longest history in Catalonia, which this year marks 60 years, the Festival Porta Ferrada in Sant Feliu de Guíxols. It explains his peculiar birth in a fishing village to the arrival of the magnitudes he has today. In order to be able to detail the history, the municipal archive, the press dossiers and personal sources organizing and collaborating with the festival have been consulted. This fact leads us tot the practical part of this work, which consists of an extensive report that is based on the gaze of the people associated with the Porta Ferrada, through the organization, the City Council, journalists or even everything, the team of volunteers. All of them are the keys of success.

Durante los últimos años se ha hablado de las consecuencias que el Brexit podría desencadenar en un futuro, tanto para Gran Bretaña como para la Unión Europea, elucubrando una fragmentación de Europa como la conocíamos. A partir de la salida oficial de Gran Bretaña hemos observado las consecuencias reales a las que nos hemos tenido que enfrentar tanto socialmente como económicamente, así como el impacto que ha tenido sobre el sector turístico. En este trabajo, se muestran las consecuencias de dicha salida y se busca reunir las posibles opciones que tendrán los ciudadanos para enfrentar dicha situación. Over the last few years, people have spoken about the consequences Brexit might cause in the future, both for Britain and the European Union. People have envisaged a fragmentation of Europe as we know it. Since the official withdrawal of Britain from the European Union, we have been able to see the real consequences that we have had to face both socially and economically, as well as the impact this exit has had on tourism. In this project, we showcase the consequences of Brexit and we seek to gather the possible strategies that citizens will have available in order to overcome this situation Universidad de Sevilla. Grado en Turismo

In this paper, a joint group shuffled scheduling decoding (JGSSD) algorithm for a joint source-channel coding (JSCC) scheme based on double low-density parity-check (D-LDPC) codes is presented. The proposed algorithm considers the D-LDPC coding structure as a whole and applies shuffled scheduling to each group; the grouping relies on the types or the length of the variable nodes (VNs). By comparison, the conventional shuffled scheduling decoding algorithm can be regarded as a special case of this proposed algorithm. A novel joint extrinsic information transfer (JEXIT) algorithm for the D-LDPC codes system with the JGSSD algorithm is proposed, by which the source and channel decoding are calculated with different grouping strategies to analyze the effects of the grouping strategy. Simulation results and comparisons verify the superiority of the JGSSD algorithm, which can adaptively trade off the decoding performance, complexity and latency.

Funding Information: The authors declare the following financial interests/personal relationships which may be considered as potential competing interests: Anna Lukkarinen reports financial support was provided by the Finnish Foundation for Share Promotion in form of a research grant.The authors wish to thank Guillaume Andrieu, Daniel Blaseg, Helen Bollaert, Alexander Groh, Lars Hornuf, Thomas Lambert, Benjamin Le Pendeven, Florencio Lopez-de-Silanes, Jukka Luoma, Markku Maula, Moritz Renner, and Mikko Rönkkö; the conference and seminar participants of the 3rd Toronto Fintech Conference (Ivey Business School, Toronto), the 4th European Alternative Finance Research Conference (European Center for Alternative Finance at Utrecht University), the Cryptocurrency Research Conference (ICMA Center at the University of Reading), and the MaCCI Conference on “Competition and the Regulation of Financial Innovation” (ZEW Mannheim); Audencia Business School, SKEMA Business School, and Aalto University; and Editor Martin Kenney and the three anonymous reviewers for their helpful comments and suggestions. Anna Lukkarinen gratefully acknowledges financial support from the Finnish Foundation for Share Promotion (Pörssisäätiö). While the prevalence of equity crowdfunding has increased, investors have had very few opportunities to exit such investments. Thus, several equity crowdfunding platforms have started considering the development of secondary markets for buying and selling shares. Using detailed data from the world's first secondary market for equity crowdfunding, we investigate whether plans to list on the secondary market increase investor participation and thus the amount of money entrepreneurs raise during their equity crowdfunding campaigns. We find that in the early days of the secondary market, communicating a listing plan attracted more investors and larger investment sums. However, these effects largely disappeared after the first two years of secondary market operation. We interpret this to stem from investors' recognition of the insufficient liquidity of the secondary market and thus its probable inability to constitute a viable exit route. We also find that ex post, many entrepreneurs forgo listing, especially if their campaigns are not sufficiently successful, which implies significant costs associated with a listing. Our findings offer valuable insights to platforms aiming at launching secondary markets and regulators responsible for validating relevant initiatives. Specifically, we highlight how participation in equity ownership can be increased through well-functioning secondary markets, which however are difficult to achieve within equity crowdfunding.

BACKGROUND: A significant proportion of older employees leave the labour market early, amongst others via unemployment or disability benefits, implying that health might affect possibilities to extend working life. OBJECTIVE: This study 1) examined associations between chronic conditions (subtypes) and self-perceived health (SPH), independently, and indicators of labour participation and retirement over six-year follow-up among older employees, and 2) explored the impact of differences between prevalent and incident presence of chronic condition(s) in this relation. METHODS: Older workers (aged > 45 years) included in the Maastricht Cohort Study were studied (n = 1,763). The Health and Work Performance Questionnaire assessed chronic conditions and one item from the Short Form health survey-36 assessed SPH. Cox regression analyses assessed associations between chronic conditions and SPH, independently, and retirement intentions, employment status, decreasing working hours, and changes in work over time. RESULTS: Employees with coexistent physical-mental chronic conditions showed higher risks to lose employment and to receive a disability benefit (HR 1.85, 95% CI 1.23–2.78; HR 8.63, 95% CI 2.47–30.11) over time compared to healthy employees. No statistically significant associations were found between SPH and indicators of labour participation and retirement over time. Having chronic condition(s) was cross-sectionally associated with lower SPH scores and larger proportion of part-timers –compared to healthy employees. CONCLUSIONS: Chronic condition(s) among older employees were substantially associated with indicators of labour participation and retirement over time. The role of SPH was mainly instantaneous. Findings provide valuable input for preventive measures aiming to prevent an early labour market exit of older employees.

I study a game in which two firms create independent divisions, then they choose whether to do R&D so as to reduce their divisions’ marginal costs, and then the divisions compete in the market. I provide necessary and sufficient conditions under which the game has an equilibrium in pure strategies, and I show that the game has an equilibrium only if each firm threatens that if the rival creates more divisions it will use R&D to foreclose the market. The case we find in the literature, in which firms flood the market with their divisions, should happen only in industries with low returns to R&D.

application/pdf, スイスは，ヨーロッパ諸国の中でも平均寿命が長く，高齢者が医師と共に死の決断を下すケースが増加しているが，自己決定権の中には自己の生命の終期と手段を決定する権利も含まれるという考えは，人々からも，また連邦裁判所からも支持されている。ドイツ語圏各国では，一部の臨死介助については法的に許容されている一方で，自殺幇助については対応が分かれている。スイス刑法は，自殺企図者の判断能力，行為支配，そして臨死介助者の利己的な動機の不存在が認められる場合には，処罰しない立場を採用している。また，スイスでは40年以上にわたり自殺幇助団体の活動があるが，そこでは医師の協力の下，二重の検査システムによって誤った判断の回避が期されている。近年では，一部の団体の代表者が利己的な動機を有していたとの疑いで訴追された例もあるが，有罪とされた例は未だに存在しない。もっとも，自殺ツーリズムにおいては，本国の刑罰権と，自殺幇助の開始時期という刑法上の問題があり，この問題についてオーストリアの裁判例が批判的に検討されている。

European Papers - A Journal on Law and Integration, 2019 4(1), 169-184, I. Introduction. - II. Jurisdictional competition and the virtues of exit. - III. Democratic competition and the virtues of voice and loyalty. - IV. Too much opening? The EU's political predicament. - V. Conclusion., Supporters of regulatory competition typically claim that cross-system "free", "unbounded" competition (such as in the EU) is capable to select the best regulations (institutions/policies/practices/jurisdictions). The posited causal mechanism runs somewhat like this: if "customers/consumers/citizens" can shop around, governments have an incentive to keep/attract them through better regulations - precisely. There are at least two hidden assumptions in such reasoning: a) politics is about producing efficient regulations; b) regulatory boundaries operate as obstacles, boundary removal as advantages. This Article will challenge such assumptions, arguing that they rest on a limited and narrow conception of what politics is all about. Building on the well-known "exit-voice-loyalty" of Albert Hirschman as well as on classical State theory, I will show that the prime and "absolute" objective of politics as a value-sphere is the maintenance and cultivation of political community. Pursuing this objective is a delicate balancing act between "opening" and "closure". By looking exclusively on the benefits of opening and boundary removal, theories of regulatory competition entirely neglect the potentially destructive spiral that the latter may trigger of for the institutional foundations of political community.

OBJECTIVE: Reliable airway patency diagnosis in fetal tracheolaryngeal obstruction is crucial to select and plan ex utero intrapartum treatment (EXIT) surgery. We compared the clinical utility of magnetic resonance imaging (MRI) super-resolution reconstruction (SRR) of the trachea, which can mitigate unpredictable fetal motion effects, with standard 2-dimensional (2D) MRI for airway patency diagnosis and assessment of fetal neck mass anatomy. STUDY DESIGN: A single-center case series of 7 consecutive singleton pregnancies with complex upper airway obstruction (2013-2019). SETTING: A tertiary fetal medicine unit performing EXIT surgery. METHODS: MRI SRR of the trachea was performed involving rigid motion correction of acquired 2D MRI slices combined with robust outlier detection to reconstruct an isotropic high-resolution volume. SRR, 2D MRI, and paired data were blindly assessed by 3 radiologists in 3 experimental rounds. RESULTS: Airway patency was correctly diagnosed in 4 of 7 cases (57%) with 2D MRI as compared with 2 of 7 cases (29%) with SRR alone or paired 2D MRI and SRR. Radiologists were more confident (P = .026) in airway patency diagnosis when using 2D MRI than SRR. Anatomic clarity was higher with SRR (P = .027) or paired data (P = .041) in comparison with 2D MRI alone. Radiologists detected further anatomic details by using paired images versus 2D MRI alone (P < .001). Cognitive load, as assessed by the NASA Task Load Index, was increased with paired or SRR data in comparison with 2D MRI. CONCLUSION: The addition of SRR to 2D MRI does not increase fetal airway patency diagnostic accuracy but does provide improved anatomic information, which may benefit surgical planning of EXIT procedures. ispartof: OTO OPEN vol:5 issue:4 ispartof: location:United States status: accepted

Dissertação de Mestrado realizada sob a orientação da Professora Doutora Ana Margarida Fernandes Pereira do Nascimento Sabino, apresentada no ISPA - Instituto Universitário para obtenção do grau de Mestre na especialidade de Psicologia Social e das Organizações. A Liderança Tóxica assume-se como uma variável de grande importância em contexto organizacional, uma vez que pode resultar em elevados custos financeiros e humanos para as organizações. No entanto, há uma carência de estudos que se centrem sobre esta variável e o impacto que esta tem na adoção de comportamentos intencionais e deliberados nos liderados. Assim, a presente investigação tem como objetivo compreender a influencia da Liderança Tóxica na adoção de comportamentos de Saída (E); Voz (V); Lealdade (L); Negligência (N); e Silêncio (S) por parte dos colaboradores que estão expostos a um líder tóxico. De modo a atingir o objetivo proposto, foi realizado um estudo de cariz quantitativo e de carácter hipotético-dedutivo, que conta com uma amostra constituída por 544 participantes. Os resultados obtidos demonstram que a Liderança Tóxica influencia positivamente a adoção de comportamentos de Saída (E), de Negligência (N), e de Silêncio de Rejeição (S). Por sua vez, um líder tóxico influencia negativamente a adoção de comportamentos de Voz (V), e de Lealdade (L), não tendo qualquer influência sobre a adoção de comportamentos de Silêncio de Adesão (S). São igualmente apresentadas as implicações teóricas e para a gestão. Toxic Leadership is a variable of great importance in the organizational setting, as it can result in high financial and human costs for organizations. However, there is a lack of studies that focus on this variable and its impact on the adoption of intentional and deliberate behaviors in the employees. Thus, the present research aims to understand the influence of Toxic Leadership on Exit (E); Voice (V); Loyalty (L); Neglect (N); and Silence (S) by employees who are exposed to a toxic leader. The study has an quantitative and hypothetical-dedutive nature, with a sample composed of 544 participants. The results showed that Toxic Leadership positively influences Exit (E); Neglect (N); and Rejection Silence (S). In turn, a toxic leader negatively influences Voice (V); and Loyalty (L), not having any influence on the adoption of Silence Adhesion (S) behaviors. Finally, the theoretical and management implications were discussed.

Studies on consumer complaining behavior mainly focus on complaining behavior predictors (e.g., culture, demographic characteristics, personality characteristics). Academics and practitioners have accorded little attention to the concept of a consumer complaint behavior and the complaint responses structure. In fact, since Hirschman's "Exit-Voice-Loyalty model," few researchers have attempted to improve and offer new frameworks (e.g., Singh's taxonomy; Day and Landon's dichotomy). The purpose of this paper is to examine the classical taxonomies of consumers complaining behavior. The first result shows that the conceptual and methodological studies bring about significant variation and differentiation in terms of terminology, variable definitions, number of variables used, and model structure. These different interpretations could naturally generate contradicting classifications and misleading results. The second result refers to the inadequacy of the classical taxonomies to withstand the test of time. Today's consumers have multiple complaining opportunities or platforms that need to be considered in the research model. Companies are facing challenges when it comes to choosing which communication platform must be prioritized. For instance, social media platforms add another layer of complexity to the study of complaining behavior. In light of these changes, academics should design integrated models to guide research and help practitioners acquire more profound knowledge and design efficient complaints handling systems. From a managerial perspective, companies hold incomplete and inaccurate customer satisfaction data. While consumer complaint behavior is studied separately, academics have pointed out that complaint actions are part of the post-purchase outcomes. Therefore, including complaints in the satisfaction, dissatisfaction process will only give companies a complete picture. Managers could improve satisfaction data and analysis through the use of sound recovery systems.