International Journal of Manpower最新文献

{"title":"Material matters: concrete support and adaptability to work-related change during COVID-19","authors":"B. Cooper, T. Shea, J. Cox, Naomi Stead, J. Robberts","doi":"10.1108/ijm-01-2023-0046","DOIUrl":"https://doi.org/10.1108/ijm-01-2023-0046","url":null,"abstract":"PurposeThis study aims to investigate which resources and sources of support are related to employee adaptability to work-related change during the COVID-19 pandemic, with implications for human resource management (HRM).Design/methodology/approachThe authors analysed a survey of 1,619 employees working in architectural practice and allied fields in Australia in 2020.FindingsDrawing on conservation of resources (COR) theory, the authors asked whether workers would be more adaptable to change during COVID-19 if they were able to draw on a combination or bundle of supports, known as resource caravans. Hierarchical multiple regression and relative importance analysis showed that confidence in personal support networks during the pandemic was the most important predictor assisting workers to adapt to change, followed by concrete (practical, technical) organizational support for remote work. No evidence was found to corroborate this study's hypotheses that these resources provide support in bundles, challenging the notion of resource caravans in this research context.Originality/valueThe authors argue that COR theory has been too broadly applied to the workplace and that boundary conditions should apply to its emphasis on resource caravans. In practical terms, HRM supports to promote employee adaptability should be carefully targeted in extreme circumstances such as the COVID-19 pandemic.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43460430","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"On-the-job training, wages and digitalisation: evidence from European firms","authors":"C. Jona-Lasinio, Francesco Venturini","doi":"10.1108/ijm-10-2022-0469","DOIUrl":"https://doi.org/10.1108/ijm-10-2022-0469","url":null,"abstract":"PurposeThe authors illustrate that there are significant differences in the wage performance across companies in relation to the digital content of their production and training activities.Design/methodology/approachUsing company-level data from three waves of the Continuing Vocational Training Survey (2005, 2010 and 2015), this paper provides an overview on European firms implementing training and the magnitude of their training effort.FindingsThe authors conduct a regression analysis documenting that a wage premium of 9% is associated with companies undertaking training and that an additional 8% is paid by firms arranging training for IT skills-intensive workers. The latter effect is pervasive across sectors and is not strictly related to industry exposure to the digital transformation.Originality/valueThe authors assess the wage effect of training, in relation to the digital content of firm production or job tasks, using a large set of European companies (112,000), from countries with different degree of specialisation and institutional setting. The analysis covers a significant period of time of the last wave of digitalisation (2005, 2010, 2015).","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47235748","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Determinants of school-to-work transition: global outlook","authors":"M. Choudhry, Francesco Pastore","doi":"10.1108/ijm-07-2023-0365","DOIUrl":"https://doi.org/10.1108/ijm-07-2023-0365","url":null,"abstract":"PurposePart 2 of the Special Issue on “School-to-Work Transition Around the World: The Effect of the Pandemic Recession-Global Perspective” focuses on the global panorama of school-to-work transition (STWT). With young people constituting a significant portion of the world's population, their seamless transition from education to employment is paramount for the present and future labor force. This study explores various dimensions influencing youth's STWT worldwide, including education-job mismatch, early career outcomes, young entrepreneurs' profiles, gender and informal sector wage gaps, social capital, social network sites' usage, job attributes and returns to schooling. These insights shed light on the intricate nature of global STWT, offering valuable guidance for policymakers and practitioners. This paper aims to discuss the aforementioned ideas.Design/methodology/approachThe study builds on the country-specific contributions of the papers selected in the Special Issue by supporting it with additional literature. Moreover, the study reveals a more holistic and global understanding of the school-to-work transition by zooming out on the specific geographic contexts.FindingsThis paper examines the school-to-employment transition challenges in various countries. In Italy, PhD holders face wage disadvantages, especially in physics, engineering, social sciences and humanities. Education positively impacts transition speed, employability and earnings, but effects differ across birth cohorts. Italian women encounter persistent wage gaps, experiencing both a “sticky floor” and “glass ceiling” effect, and in Zambia, working while studying enhances the youth's chances of finding well-matched jobs. Albanian public sector careers rely on political connections over merit, revealing political clientelism. Russian research confirms a 20 percent gender wage gap due to occupational segregation. Polish informal workers generally earn less, with higher penalties for low-wage earners. In Australia, social network site usage yields positive and negative effects on teens' school and work balance. Global analysis reveals varying education returns, with rural areas showing lower returns and women benefiting more than men. Africa and Latin America exhibit higher education returns than Asia and Eastern Europe.Social implicationsThis study provides valuable insights into how various countries address the challenges of transitioning from school to work and identifies the educational and economic factors contributing to a successful transition. Given that extended transition periods, high rates of youth unemployment and high NEET rates continue to be a concern for many countries around the world, the implications of this study are significant and extend beyond national borders, despite variations in the specific circumstances analyzed.Originality/valueThe study summarizes the experiences of specific developed and developing countries concerning youth unemployment and th","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47097653","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The effects of work-life balance on the well-being of older workers: same-same or same-different?","authors":"J. Haar, C. Harris, Barbara Myers","doi":"10.1108/ijm-04-2022-0181","DOIUrl":"https://doi.org/10.1108/ijm-04-2022-0181","url":null,"abstract":"PurposeThe purpose of this paper is to extend the study of work-life balance (WLB) by exploring the influence of WLB amongst older workers. Theoretically, this study suggests that the psychological benefits of age on relationships between WLB and well-being might be stronger for those “younger” older workers than those working toward or beyond retirement age. This study tests a moderated mediation model whereby the effects of WLB on anxiety and depression (through job stress) are moderated by age.Design/methodology/approachSurvey data from 512 New Zealand employees in three older age cohorts (55–59 years, 60–64 and 65+ years).FindingsThis study finds that WLB reduces job stress and leads to lower anxiety and depression. Job stress positively influences anxiety and depression and partially mediates the influence of WLB. Significant interaction effects are found by age, with the lower age cohort (55–59 years) reporting the strongest benefits from WLB and this effect reduces as employees get older but remains significant.Social implicationsEven when focusing on older workers, the findings show younger older workers elicit stronger benefits from WLB toward well-being, although all age groups find WLB beneficial.Originality/valueThis paper offers novel insights into the question of whether the importance of WLB for well-being differs among older workers.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48284174","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Work from home and workplace ostracism, beyond the COVID-19 pandemic: moderating effect of perceived organizational support","authors":"Said Al Riyami, M. Razzak, A. Al-Busaidi","doi":"10.1108/ijm-01-2023-0022","DOIUrl":"https://doi.org/10.1108/ijm-01-2023-0022","url":null,"abstract":"PurposeThis study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH.Design/methodology/approachA conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software.FindingsThe findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS.Research limitations/implicationsThis study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results.Practical implicationsThis study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated.Originality/valueThis appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62719586","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Perception of home teleworking during COVID-19 crisis in Spain: significant factors and assymetrical influence on acceptance and resistance","authors":"Jorge de Andres-Sanchez, Angel Belzunegui-Eraso, Amaya Erro-Garcés","doi":"10.1108/ijm-10-2022-0505","DOIUrl":"https://doi.org/10.1108/ijm-10-2022-0505","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to shed light on the perception of the consequences of implementing home teleworking (TW) for employers and employees amid the pandemic. By doing so, the research analyzes the factors that explain employers' and employees' perceptions of home TW and the symmetry of their impact on its acceptance and rejection.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The analysis is done over the survey “Trends in the digital society during SARS-COV-2 crisis in Spain” by the Spanish “Centro de Investigaciones Sociológicas.” The explanatory variables were selected and classified using the well-known taxonomy of Baruch and Nicholson (i.e. individual factors, family/home, organizational and job-related).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The global judgment of HTW is positive, but factors such as gender, age, children in care or being an employer nuance that perception. While some factors, such as the attitude of employees toward information communication technologies (ICTs), perceived productivity or the distance from home to work, have a significant link with both positive and negative perceptions of HTW, other factors can only explain either positive or negative perceptions. Likewise, the authors observed that being female and having children on care had a detrimental influence on opinions about HTW.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>A clearer regulation of TW is needed to prevent imbalances in rights and obligations between companies and employees. The authors also highlight the potentially favorable effects of telecommuting on mitigating depopulation in rural areas.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The authors have also measured not only the significance of assessed factors on the overall judgment of HTW for firms and workers but also whether these factors impact acceptance and resistance attitudes toward TW symmetrically.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138530405","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Optimize your leadership pipeline: leveraging HR analytics for C-suite executive development","authors":"Guorong Zhu, Lan Wang, D. Hall","doi":"10.1108/ijm-07-2022-0341","DOIUrl":"https://doi.org/10.1108/ijm-07-2022-0341","url":null,"abstract":"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.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41881841","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Exploring job preferences of business and economics students from Colombia, Ecuador and Spain: a discrete choice experiment","authors":"Gabriela Morejón Cabrera, Petr Mariel","doi":"10.1108/ijm-04-2022-0163","DOIUrl":"https://doi.org/10.1108/ijm-04-2022-0163","url":null,"abstract":"Purpose This study analyses the future job characteristics that are preferred by economics and business administration students in three specific regions of Spain, Colombia and Ecuador, and estimates their willingness to accept each.Design/methodology/approach A discrete choice experiment (DCE) is carried out in these three regions. The econometric approach is based on the Random Parameter Logit model, which accounts for both the observed and unobserved heterogeneity by the use of socio-demographic variables and correlated random parameters.Findings The main conclusions indicate that the most important job characteristic for students in all three countries is the long-term career prospects at the company, while a permanent contract is one of the least important job attributes. Regarding the more specific conclusions related to each country, the Ecuadorian students seem to have a higher preference for training opportunities, given the strong relationship between the level of education and the job category. The Spanish students seem to value their commuting time more highly than the South American students.Originality/value To authors’ best knowledge, this is the first DCE-based study of economics and business administration students’ preferences for future jobs that has been conducted simultaneously in three countries on two different continents. Furthermore, this study presents fresh cross-country data that allow authors to compare student choices between South American and European countries. As a result, by focusing on the DCE approach, this study estimated the monetary amount that students from each country are willing to accept for each of the analysed job characteristics. Thus, this research fills a vacuum in the literature on student job preferences between three Latin speaking countries.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45682553","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Measuring female discrimination through language: a novel indicator and its effect on production efficiency in Italy","authors":"M. Agovino, Michele Bevilacqua, Massimiliano Cerciello","doi":"10.1108/ijm-12-2022-0600","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0600","url":null,"abstract":"PurposeWhile the economic literature mostly tackled discrimination looking at labour costs, this work focuses on its relation to labour productivity, arguing that discrimination may worsen the performance of female employees. In this view, it represents a source of allocative inefficiency, which contributes to reducing output.Design/methodology/approachFemale discrimination is both a social and an economic problem. In social terms, consolidated gender stereotypes impose constraints on women’s behaviour, worsening their overall well-being. In economic terms, women face generally worse labour market conditions. Using long-run Italian data spanning from 1861 to 2009, the authors propose a novel measure of female discrimination based on the observed frequency of discriminating epithets. Following social capital theory, the authors distinguish between structural and voluntary discrimination, and use Data Envelopment Analysis for time series data to assess the extent of inefficiency that each component of discrimination induces in the production process.FindingsThe results draw the trajectory of female discrimination in Italy and provide evidence in favour of the idea that female discrimination reduces productive efficiency. In particular, the structural component of female discrimination, although less sizeable than the voluntary component, plays a major role, especially in recent years, where more stringent beauty standards fuel looks-based discrimination.Originality/value The contribution of this work is twofold. First, based on contributions from social sciences different from economics, it proposes a novel theoretical framework that explores the effect of discriminatory language on labour productivity. Second, it introduces a novel and direct measure of female discrimination at the country level, based on the bidirectional link between language and culture. The indicator is easily understood by policymakers and may be used to evaluate the effectiveness of anti-discrimination policies.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48080018","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Innovation as a firm-level factor of the gender wage gap","authors":"Jaan Masso, Priit Vahter","doi":"10.1108/ijm-02-2023-0083","DOIUrl":"https://doi.org/10.1108/ijm-02-2023-0083","url":null,"abstract":"Purpose This paper investigates the relationship of both technological (product and process) and non-technological (organizational and marketing) innovation with the gender wage gap at firms. Design/methodology/approach Using employer–employee level data from Estonia, the authors estimate Mincerian wage equations, in order to show how innovation at the firm level is associated with the gender wage gap. Next, the authors use propensity score matching (PSM) to study the effects of the movement of men and women into innovative firms, how this shapes the gender wage gap at firms. Findings The authors find that both technological and non-technological innovation are associated with a larger gender wage gap at firms. The relationship between innovation and the contemporaneous gender wage gap at firms reflects to a significant extent the different selection of men and women with different time-invariant characteristics to innovative firms. Further, the authors find that movement of men and women to work at innovative firms is in longer term associated with larger gains in wages for men. The authors also observe that the relationship of innovation with gender wage gap is stronger in the case of women with children. Originality/value Much of the prior analysis focuses on the effects of technological innovation on gender-related labour market outcomes. The authors show here that the relationship of innovation at firms with higher gender wage gap is not only specific to technological innovation, but is more general, and is observed across different types of innovation indicators, including non-technological innovation. This study's results suggest that the effects of innovation on gender wage gap may reflect to an extent the higher demand for flexibility of employees for work purposes at innovative firms, which may increase the gender wage gap, especially between men and women with children.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136384009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}