International Journal of Manpower最新文献

{"title":"Feedback, training, goal-setting, planning and performance: understanding the pathway to improved organizational outcomes","authors":"James Chowhan, Sara Mann, Marie-Hélène Budworth","doi":"10.1108/ijm-12-2023-0737","DOIUrl":"https://doi.org/10.1108/ijm-12-2023-0737","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>As competitive pressures persist and global economic influences continue to present new challenges, businesses need to be able to respond to emerging circumstances. Goal-setting and planning are key mechanisms contributing to organizational competitive success, yet organizations underappreciate the role of competency and capacity building factors that contribute to successful planning. This paper integrates three theoretical models enabling an investigation into the positive relationships between managerial activities generating information feedback, training in planning and skills and organizational performance outcomes, while exploring the positive mediating roles of goal-setting and planning.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A unique organizational sample of agribusiness producers (<em>n</em> = 499) in Canada is examined. A structural equation path analysis model is used to evaluate the main relationships.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results suggest that organizations are finding that managerial and training activities should not be considered in isolation, but rather as supports for goal-setting, planning and performance outcomes. Thus, the implications are that managers can find organizational value enhanced through the building of human resource competency (e.g. management activities and training) with these emerging capacities aiding goal setting and planning activities.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study makes three main contributions: first, by adopting a rational-design perspective and integrating theoretical frameworks focusing on (a) planning-performance and (b) goal-setting-planning. This extended model goes beyond previous studies by including managerial activities, training, goals, planning and performance outcomes. Second, this study uniquely accounts for a more comprehensive set of key confounding factors such as operational activities, organizational strategy and organizational size in the integrated framework. Finally, as far as the authors are aware, there has not been a survey study at the organizational level that has explored the role of managerial activities and training in planning within a similarly comprehensive model.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142206224","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":"Analysis of the factors determining educational mismatches: evidence from the Catalonian employment insertion surveys","authors":"Pau Cortadas-Guasch","doi":"10.1108/ijm-09-2023-0540","DOIUrl":"https://doi.org/10.1108/ijm-09-2023-0540","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The existence of mismatches between training and jobs is relatively common and is accentuated in times of crisis where unemployment is growing. The negative effects that this phenomenon can generate on both workers and the economy makes its study relevant. The objective of this research is to analyse whether graduates of the Catalan university system have jobs according to their educational level.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This paper sees how graduates’ own and acquired characteristics influence the probability of a mismatch from the analysis of the microdata of different waves of the employment insertion survey conducted by the Agència per a la Qualitat del Sistema Universitari de Catalunya (AQU).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The main conclusions focus on confirming that more humanities-oriented degrees tend to have a higher level of mismatch while technology or medicine approach a perfect fit. Therefore, bringing the education and business systems together is important to reduce this gap. Meanwhile, in terms of activities, services such as hospitality and retail have historically been sectors with a poor fit, and what has happened with Catalan graduates has not been an exception.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The main contribution of the research has been to highlight where there is a greater mismatch from the point of view of training, the type of work and its evolution over time, detecting the need to adjust labour supply and demand.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142206236","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":"Firm strategy, employee retention and organizational performance: a moderated mediation study of New Zealand SMEs","authors":"Jarrod Haar, Stephen James Kelly","doi":"10.1108/ijm-10-2023-0633","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-0633","url":null,"abstract":"&lt;h3&gt;Purpose&lt;/h3&gt;\u0000&lt;p&gt;An effective firm strategy is key to sustained financial performance, while interactions between strategy, employee retention and top talent retention have been seldom explored. We test hypotheses using New Zealand SMEs which are defined as having up to 250 employees. We initially explore firm strategy using Porters competitive advantage model predicting employee retention (including top talent), with study 1 (&lt;em&gt;n&lt;/em&gt; = 208) using firm size as a moderator, finding a direct significant relationship from firm strategy toward employee retention. Next, we explore firm strategy predicting firm performance with employee retention mediating and include firm size as a moderator, testing a moderated mediation model in study 2 (&lt;em&gt;n&lt;/em&gt; = 474) and study 3 (&lt;em&gt;n&lt;/em&gt; = 300, with time-lagged performance).&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Design/methodology/approach&lt;/h3&gt;\u0000&lt;p&gt;There are no open databases holding NZ firms’ performance data and thus data was sourced from a Qualtrics survey panel. Such panels have become more common (e.g. Haar &lt;em&gt;et al&lt;/em&gt;., 2021a, b) and a recent meta-analysis by Walter &lt;em&gt;et al&lt;/em&gt;. (2019) showed that this type of panel data was no different from data sourced through conventional means (i.e. mail survey). We focused on NZ private sector SMEs using senior managers across a range of industries and geographic locations. Because the influence of firm strategy on employee retention remains unknown in the literature, we conducted study 1 (&lt;em&gt;n&lt;/em&gt; = 208) to test the initial part of our overall model. Study 2 (&lt;em&gt;n&lt;/em&gt; = 474) and study 3 (&lt;em&gt;n&lt;/em&gt; = 300) tested the full model (with organizational performance), with study 3 having organizational performance time-lagged by one month.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Findings&lt;/h3&gt;\u0000&lt;p&gt;All direct effect hypotheses are supported, although firm size interacted significantly with firm strategy showing smaller not larger-sized firms leverage firm strategy to achieve superior retention benefits. This was against hypothesis 5a in all three studies. Studies 2 and 3 supported the moderated mediation hypothesis, with firms of larger size having a stronger indirect effect from firm strategy on firm performance while employee retention mediated the influence of firm strategy on firm performance. Finally, dominance analysis found that a quality differentiation strategy was the key strategy across all studies and outcomes. We discuss the implications for organizations.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Practical implications&lt;/h3&gt;\u0000&lt;p&gt;The first managerial implication from the study is that small and medium sized firms would benefit both from developing a deeper understanding of the strategic alternatives open to them and placing a greater emphasis on the implementation of their selected strategic approach. A second managerial implication relates to findings indicating that retention generally, and top talent retention specifically, is positively related to firm strategy a","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142206222","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":"Unlocking the power of employee word-of-mouth to recruit young talent within university settings","authors":"Sofia Α. Panagiotidou, Dimitrios Mihail","doi":"10.1108/ijm-12-2023-0721","DOIUrl":"https://doi.org/10.1108/ijm-12-2023-0721","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Our study, based on signaling and social identity theories, explores how companies develop employer brand strategies through university partnerships and employee-centered practices. We also identify key factors that encourage employees to share positive word-of-mouth, enhancing the company’s appeal to potential and current talents.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using Partial Least Squares Structural Equation Modeling, we analyzed a sample of 687 employees from various industries in Greece.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>In our research, we highlight the role of employees' affective commitment in generating positive word-of-mouth recommendations for their company, as a desirable employment destination through interactions within their alma mater universities. This commitment, tied to their understanding of the company’s employer brand and their perceptions of its pre-recruitment practices, fosters a positive employer image among potential candidates. Our study confirms that leveraging employees as brand ambassadors enhances a company’s appeal to younger generations.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Companies should prioritize cultivating employees' affective commitment and facilitate interactions between employees and young candidates at their alma mater universities. It is crucial to ensure that employees understand the company’s employer brand both during their experience as candidates and as employees. By understanding the factors influencing employees' willingness to act as brand ambassadors, organizations can strengthen their employer image and attract younger candidates.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our findings enhance the understanding of employee word-of-mouth dynamics, offering insights to improve pre-recruitment HR practices aimed at attracting students and recent graduates. By emphasizing employees' perceptions and actions regarding their social interactions at alma mater universities and their employer brand awareness, we can add value to employee-centric pre-recruitment strategies. Designed and implemented by employers, these strategies aim to attract emerging talent through universities.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-08-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141929767","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":"How do different forms of early employment instability affect future employment chances? A factorial survey experiment with employers","authors":"Lulu P. Shi","doi":"10.1108/ijm-06-2023-0320","DOIUrl":"https://doi.org/10.1108/ijm-06-2023-0320","url":null,"abstract":"PurposePeriodic economic instabilities and structural changes in the labour market have given rise to a variety of forms of job insecurity. This article compares the scarring effects of different forms of job insecurity on future employment chances, and how they vary across education groups.Design/methodology/approachUsing a sample of real vacancies and data collected in a vignette experiment with employers in Switzerland, a country with a strongly developed vocational education and training (VET) system, this article investigates how employers evaluate a period of unemployment, job hopping and work experience in deskilling jobs when hiring candidates.FindingsThe findings reveal that work in deskilling jobs is by far more scarring than unemployment or job hopping. The study also demonstrates that applicants with upper secondary vocational education are impacted the greatest by all three forms of job insecurity.Originality/valueThe study makes use of real vacancies. While experiments have the strength of high internal validity, most experimental studies in recruitment research rely on students as respondents. As this study works with real employers hiring for positions it benefits from high external validity.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919189","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":"Informal employment and subjective well-being in urban China: do employment sector and working time flexibility matter?","authors":"Muwen Wang","doi":"10.1108/ijm-11-2022-0530","DOIUrl":"https://doi.org/10.1108/ijm-11-2022-0530","url":null,"abstract":"PurposeThis paper tests if there exists a subjective well-being gap between informal workers in the informal and formal sectors in urban China, and explores the mechanisms behind such differences.Design/methodology/approachThe author develops a simple theoretical model to analyze the effects of the employment sector and work time flexibility on workers' happiness and conducts a descriptive study to examine the relationship between employment type and subjective well-being using the China General Social Survey (CGSS) 2010, 2013, 2015 and 2017 datasets, a nationally representative sample.FindingsThe results show that only dependent informal work in the formal sector impairs workers' happiness, while the effect of independent informal work is not statistically significant. The potential mechanisms suggest that independent informal workers have higher working time flexibility and can work more hours to increase their earnings, which increases their subjective well-being. However, it is difficult for dependent informal workers to earn more by working more hours due to poor working time flexibility.Originality/valueThis study indicates that informal workers in the formal sector have lower subjective well-being in urban China and deserve more attention from policymakers. The author also suggests that increasing working time flexibility and encouraging self-employment can contribute to the welfare of informal workers.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919179","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 influence of organizational commitment on employee green behavior: mediating role of work-related social media use","authors":"Rahul Bodhi, S. Chaturvedi, Sonal Purohit","doi":"10.1108/ijm-10-2023-0624","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-0624","url":null,"abstract":"PurposeEmployee green behavior (EGB) is a type of pro-environment behavior at the workplace strategized by organizations to attain sustainable development goals. While organizations have prioritized eco-friendly practices to attain sustainability objectives, EGB has emerged as an essential area of research. Considering the need for sustained employee green behavior, it is important to understand what stimulates such behaviors in an organization. Therefore, we propose a theoretical model grounded in social exchange theory to assess the effect of organizational commitment on employee green behavior, work-related use of social media, social well-being and psychological well-being.Design/methodology/approachA questionnaire-based survey approach was used to collect data from 203 employees of Indian manufacturing and service industries. Partial least square structural equation modeling (PLS-SEM) analysis was applied to examine the proposed hypothesis.FindingsThe results revealed positive and significant effects of organizational commitment on psychological well-being, social well-being, work-related social media use and employee green behavior. Further, psychological well-being mediates the association between work-related social media use and employee green behavior.Originality/valueThis is one of the first studies to examine the effect of organizational commitment on employee green behavior to the best of our knowledge. Additionally, the findings empirically establish organizational commitment, work-related social media use and psychological well-being as antecedents to employee green behavior, thus offering novel insights and theoretically contributing to the employee green behavior, well-being and organizational literature.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919639","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":"Informal employment and subjective well-being in urban China: do employment sector and working time flexibility matter?","authors":"Muwen Wang","doi":"10.1108/ijm-11-2022-0530","DOIUrl":"https://doi.org/10.1108/ijm-11-2022-0530","url":null,"abstract":"PurposeThis paper tests if there exists a subjective well-being gap between informal workers in the informal and formal sectors in urban China, and explores the mechanisms behind such differences.Design/methodology/approachThe author develops a simple theoretical model to analyze the effects of the employment sector and work time flexibility on workers' happiness and conducts a descriptive study to examine the relationship between employment type and subjective well-being using the China General Social Survey (CGSS) 2010, 2013, 2015 and 2017 datasets, a nationally representative sample.FindingsThe results show that only dependent informal work in the formal sector impairs workers' happiness, while the effect of independent informal work is not statistically significant. The potential mechanisms suggest that independent informal workers have higher working time flexibility and can work more hours to increase their earnings, which increases their subjective well-being. However, it is difficult for dependent informal workers to earn more by working more hours due to poor working time flexibility.Originality/valueThis study indicates that informal workers in the formal sector have lower subjective well-being in urban China and deserve more attention from policymakers. The author also suggests that increasing working time flexibility and encouraging self-employment can contribute to the welfare of informal workers.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919432","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":"How do different forms of early employment instability affect future employment chances? A factorial survey experiment with employers","authors":"Lulu P. Shi","doi":"10.1108/ijm-06-2023-0320","DOIUrl":"https://doi.org/10.1108/ijm-06-2023-0320","url":null,"abstract":"PurposePeriodic economic instabilities and structural changes in the labour market have given rise to a variety of forms of job insecurity. This article compares the scarring effects of different forms of job insecurity on future employment chances, and how they vary across education groups.Design/methodology/approachUsing a sample of real vacancies and data collected in a vignette experiment with employers in Switzerland, a country with a strongly developed vocational education and training (VET) system, this article investigates how employers evaluate a period of unemployment, job hopping and work experience in deskilling jobs when hiring candidates.FindingsThe findings reveal that work in deskilling jobs is by far more scarring than unemployment or job hopping. The study also demonstrates that applicants with upper secondary vocational education are impacted the greatest by all three forms of job insecurity.Originality/valueThe study makes use of real vacancies. While experiments have the strength of high internal validity, most experimental studies in recruitment research rely on students as respondents. As this study works with real employers hiring for positions it benefits from high external validity.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919442","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 influence of organizational commitment on employee green behavior: mediating role of work-related social media use","authors":"Rahul Bodhi, S. Chaturvedi, Sonal Purohit","doi":"10.1108/ijm-10-2023-0624","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-0624","url":null,"abstract":"PurposeEmployee green behavior (EGB) is a type of pro-environment behavior at the workplace strategized by organizations to attain sustainable development goals. While organizations have prioritized eco-friendly practices to attain sustainability objectives, EGB has emerged as an essential area of research. Considering the need for sustained employee green behavior, it is important to understand what stimulates such behaviors in an organization. Therefore, we propose a theoretical model grounded in social exchange theory to assess the effect of organizational commitment on employee green behavior, work-related use of social media, social well-being and psychological well-being.Design/methodology/approachA questionnaire-based survey approach was used to collect data from 203 employees of Indian manufacturing and service industries. Partial least square structural equation modeling (PLS-SEM) analysis was applied to examine the proposed hypothesis.FindingsThe results revealed positive and significant effects of organizational commitment on psychological well-being, social well-being, work-related social media use and employee green behavior. Further, psychological well-being mediates the association between work-related social media use and employee green behavior.Originality/valueThis is one of the first studies to examine the effect of organizational commitment on employee green behavior to the best of our knowledge. Additionally, the findings empirically establish organizational commitment, work-related social media use and psychological well-being as antecedents to employee green behavior, thus offering novel insights and theoretically contributing to the employee green behavior, well-being and organizational literature.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919153","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}