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":"45 1","pages":""},"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":"38 1","pages":""},"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":"18 1","pages":""},"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":"21 1","pages":""},"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":"Empowering small farmers for sustainable agriculture: a human resource approach to SDG-driven training and innovation","authors":"Satyendra C. Pandey, Pratik Modi, Vijay Pereira, Samuel Fosso Wamba","doi":"10.1108/ijm-11-2023-0655","DOIUrl":"https://doi.org/10.1108/ijm-11-2023-0655","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Amid the growing global emphasis on sustainable agriculture, organizations and governments face a pressing need to equip farmers with the knowledge and tools necessary for the adoption of sustainable farming practices, aligning with the Sustainable Development Goals (SDGs). However, understanding the complex relationship between training programs and the adoption of sustainable practices among small-scale farmers remains a critical challenge. Taking a human resource approach, this paper attempts to understand the interrelationships between training effectiveness, farmers’ psychological and demographic characteristics in explaining the adoption of sustainable farming practices.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We employed a multi-stage random sampling method and administered a structured questionnaire to collect data from 331 small farmers who were part of a government-led, large-scale intervention aimed at training them in sustainable farming practices.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Our research findings not only emphasize the critical role of HR approach through training but also underscore its importance in the broader mission of aligning with the SDGs. Specifically, we demonstrate that sustained exposure to training, intrinsic motivation to acquire knowledge, and the innovative capacity of farmers collectively enhance the effectiveness of training programs, thereby contributing significantly to the widespread adoption of sustainable farming practices in line with SDGs.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Drawing from self-determination theory, training effectiveness literature, and the call for improved alignment with the SDGs, this study presents a model that explains how psychological characteristics, combined with the quality and quantity of training influence the adoption of sustainable farming practices among small-scale farmers.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"186 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141885398","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":"Inclusive entrepreneurship ecosystem for PwDs: a reflection on SDGs","authors":"Snigdha Malhotra, Tavleen Kaur, Kokil Jain, Prashant Kumar Pandey, Aniket Sengupta","doi":"10.1108/ijm-01-2024-0042","DOIUrl":"https://doi.org/10.1108/ijm-01-2024-0042","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>People with disabilities (PwDs) encounter several impediments to employment prospects, contributing to India's huge employment gap. Entrepreneurship offers a different avenue for PwDs to overcome these constraints. Entrepreneurship Support Organizations (ESOs) play a significant role in assisting PwD entrepreneurs. The present study aims to explore challenges encountered by entrepreneurs with disabilities (EwDs) in starting or sustaining a business in an Indian ecosystem. The study further aims to examine the status of entrepreneurial outcomes while comprehending the intersection of the challenges of disability and entrepreneurship. The study draws on stakeholder and social identity theories to understand this critical connection.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A qualitative approach is applied to study the phenomenon. Semi-structured interviews were conducted with 13 EWDs and 5 ESOs to explore the challenges faced and the available support in the Indian context. The study explores the level of coordination and roles these organizations play in fostering an entrepreneurial culture for PWDs.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The research findings explore novel challenges and facilitators of entrepreneurial pursuits of EwDs. The study further offers implications for policymakers to foster inclusive infrastructure, financial institutions to provide accessible credit options, and ESOs to amplify tailored assistance. Importantly, these dynamics have implications for advancing relevant Sustainable Development Goals.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The intersectional lens of disability and entrepreneurial challenges offered to study PwD entrepreneurship highlights new directions for exploring the phenomenon in deeper detail. Further, the theoretical underpinnings of stakeholder and social identity theories provide practical and indispensable insights into the phenomenon.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"54 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141865977","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 does organizational support for innovation influence job crafting and knowledge sharing behaviors? A comparison between teleworkers and office workers","authors":"Sari Mansour, Dima Mohanna","doi":"10.1108/ijm-02-2024-0106","DOIUrl":"https://doi.org/10.1108/ijm-02-2024-0106","url":null,"abstract":"&lt;h3&gt;Purpose&lt;/h3&gt;\u0000&lt;p&gt;Scholars highlight the lack of research that explains the mechanisms leading to knowledge sharing, which appears complex and involves many variables. The primary aim of this study is to investigate the direct effect of organizational support for innovation on job crafting behaviors and knowledge sharing. The second objective is to assess the mediating role of job crafting in the relationship between organizational support for innovation and knowledge sharing. The third aim is to compare the direct effects of organizational support for innovation on job crafting behaviors and knowledge sharing between teleworkers and office workers.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Design/methodology/approach&lt;/h3&gt;\u0000&lt;p&gt;Based on an empirical study involving 193 teleworkers and 191 office workers, the structural equation modeling method was employed to examine the direct and indirect effects of organizational support for innovation on knowledge sharing via job crafting behaviors. The comparison between teleworkers and office workers was investigated using a multigroup approach in AMOS software. This research is grounded in the conservation of resources theory and social exchange theory to elucidate these relationships.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Findings&lt;/h3&gt;\u0000&lt;p&gt;The results indicate that organizational support for innovation has a positive influence on job crafting activities, manifested by the increase in structural and social resources, as well as the amplification of work-related challenges. The results also indicate that organizational support for innovation directly promotes knowledge sharing behavior and indirectly through job crafting. Furthermore, the findings reveal that these effects on job crafting and knowledge sharing are stronger among teleworkers compared to office workers.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Research limitations/implications&lt;/h3&gt;\u0000&lt;p&gt;The study has limitations. Its cross-sectional design does not establish causality, potentially leading to common method variance. However, after implementing many procedural and performing statistical tests, common method variance was not significant in this research. Replicating the study longitudinally would be valuable. Additionally, considering personality traits and technology characteristics in job crafting behaviors would be beneficial. Lastly, the study focuses only on accountants and predates COVID-19, which may impact its findings and generalizability.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Practical implications&lt;/h3&gt;\u0000&lt;p&gt;The study’s findings underscore the practical significance of supporting innovation and fostering job crafting to enhance knowledge sharing, particularly for remote workers. It highlights that the extent of employees’ engagement in job crafting depends on the level of innovation support provided in their workplace. To mitigate potential negative outcomes such as increased absenteeism, reduced productivity and retention challenges, organizations could benefit from","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"3 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141866166","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 persistence of labour market states in Australia","authors":"Lixin Cai, Kostas Mavromaras","doi":"10.1108/ijm-09-2023-0501","DOIUrl":"https://doi.org/10.1108/ijm-09-2023-0501","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The study investigates persistence of individuals' labour market activity with a focus on examining whether and to what extent there is genuine state dependence in six labour market states: not-in-labour-force, unemployment, self-employment, casual employment, fixed term contracts, and ongoing employment, and how the persistence and genuine state dependence of the labour market states change with education levels.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A dynamic multinomial logit model that accounts for observed and unobserved individual heterogeneity is estimated, using the first 19 waves of the Household, Income, and Labour Dynamics in Australia Survey.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>While observed and unobserved individual heterogeneity plays an important role in the persistence of each of the labour market states examined, genuine state dependence is found to be present for all the states. It is also found that the persistence and genuine state dependence of unemployment is larger among those with a low education attainment than among those with higher education.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The existence of genuine state dependence of labour market states calls for early interventions to prevent people from losing jobs.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Earlier studies often focus on persistence of a particular labour market state such as unemployment, while this study examines the persistence simultaneously of six labour market states.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"84 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141737977","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 informational effect of pay for individual performance on intrinsic motivation","authors":"Cristiana Rodrigues Vilaça, Teresa Proença, Mauro Carozzo-Todaro","doi":"10.1108/ijm-07-2023-0406","DOIUrl":"https://doi.org/10.1108/ijm-07-2023-0406","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This research aims to test the role of the informational effect (IE) on the relationship between pay for individual performance (PFIP) and intrinsic motivation (IM). Special attention is also given to how the supervisor’s positive (PF) and negative feedback (NF) influence workers' perceptions of the informational content of PFIP.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We used a two-wave online survey among workers covered by a PFIP system and collected a total of 472 answers. To test our hypotheses, we adopted SPSS PROCESS macro Model 9.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results suggest that IE fully mediates the positive impact of PFIP on IM, with this effect diminishing in the presence of NF, while PF shows no significant influence.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Organizations should invest in the development of mechanisms to mitigate perceptions of rewards as behaviour control mechanisms. Instead, PFIP should be perceived as a means to gain valuable insights into performance.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>By using a research design allowing external validity in opposition to the widely used experimental one, we contribute to the debate about the relationship between extrinsic rewards and IM. Theoretical and practical implications in the workplace are also discussed.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"60 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141614071","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":"Flexicurity and employment inflows in the EU28 countries: a panel data analysis","authors":"Marina Ferent-Pipas","doi":"10.1108/ijm-10-2022-0460","DOIUrl":"https://doi.org/10.1108/ijm-10-2022-0460","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper examines the relationship between flexicurity and employment inflows in the EU28 countries over the 2007–2019 period. Flexicurity is defined as the mix of flexible contractual arrangements, social security systems, active labor market policies and lifelong learning strategies.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using two-way fixed effects two-stage least squares, we estimate the employment inflows as a function of an equal-weighted flexicurity composite indicator and other labor market, economic and business environment characteristics. To ensure the robustness of results, in additional specifications, we test the sensitivity of the flexicurity’s coefficient to: (1) the change of instruments; (2) the removal of different non-core variables and (3) the consideration of recessionary periods European regions. In addition, we estimate regressions with separate flexicurity components and with differently constructed flexicurity indices.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>In all the estimations, increased flexicurity efforts are positively related to employment inflows. Increased flexicurity efforts benefit Eastern European countries more than the Northern and Anglo-Saxon groups. Not only a synergistic policy action that uses an equal combination of the four pillars of flexicurity has a positive impact on the employment inflow rate. Strategies that give more weight to the formation of skills seem to favor the labor market reinsertion most.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>To our knowledge, this is the first comprehensive study in the flexicurity–employment inflows literature since it: (1) follows all the European Union countries over more than a decade; (2) brings some tentative findings on the socio-cultural moderation of flexicurity’s impact on employment inflows and (3) explores different country-level flexicurity indices.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"42 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141614070","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}