International Journal of Manpower最新文献

{"title":"Flexing to outperform: workforce differentiation, HR flexibility and firm performance","authors":"Paula Apascaritei, Marta M. Elvira, María Rodríguez-García","doi":"10.1108/ijm-02-2024-0146","DOIUrl":"https://doi.org/10.1108/ijm-02-2024-0146","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Resource orchestration theory proposes that firms need resources, capabilities, and horizontal and vertical alignment to achieve high performance. Thus, we investigate which combinations of horizontal fit of resources (commitment-based HR systems for managers and nonmanagers) and capabilities (HR flexibility) together with vertical fit with business strategy (innovation versus cost leadership strategies) relate to superior performance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Our study is based on a sample of 113 Spanish firms from which we collected data on commitment-based HR systems for managers and nonmanagers, HR flexibility, business strategy and performance. We employ a fuzzy set qualitative comparative analysis (fsQCA) to analyze which configurations lead to firm performance.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The empirical analysis shows that both HR practices and policies (commitment-based HR systems) and HR capabilities (HR flexibility) need to be aligned for high performance. The path for performance is comprised of a combination of commitment-based HR systems for staff and HR flexibility and by the absence of an innovation strategy or commitment-based HR systems for managers, HR flexibility, and a cost leadership strategy. We also find four paths where performance relies on efficiently combining an innovation and cost leadership business strategy.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our findings make three key contributions to the literature. First, we help elucidate multicausal relationships inside the black box of the “HR–performance” relationship for firm performance. Second, we study the vertical fit with business strategy by considering innovation and cost leadership strategies. Third, we analyze multicausal pathways, thus uncovering different combinations of resources and capabilities for performance.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141528777","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":"Workplace accidents, economic determinants and underreporting: an empirical analysis in Italy","authors":"Maria Alessandra Antonelli, Angelo Castaldo, Marco Forti, Alessia Marrocco, Andrea Salustri","doi":"10.1108/ijm-01-2024-0026","DOIUrl":"https://doi.org/10.1108/ijm-01-2024-0026","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper proposes an analysis of occupational accidents in Italy at the regional level. For this purpose, our panel is composed of 20 regions over the 2010–2019 time span.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We apply different econometric estimation techniques (pooled OLS model, panel fixed and random effects models and semiparametric fixed model) using INAIL and ISTAT data. Our models investigate workplace accidents at the regional level by accounting for socioeconomic, labour market and productive system variables and controlling for possible underreporting bias.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Overall results reveal the existence of a relevant under-notification phenomenon of accidents at work with respect to moderate accidents, that is higher especially for the southern regions of Italy. However, when considering as outcome variable an alternative set of more severe workplace accidents our model specification remains highly jointly statistically significant. Among our main findings, the analysis shows that worker skills (blue collar) strongly affect the regional pattern of workplace accidents, i.e. an increase of 1% of low paid employees generates about an increase of 1.8 severe workplace accidents per thousand workers. Moreover, we provide evidence that the size of the firm is inversely related to the occupational accident rates. Finally, our results highlight a nonlinear relationship between GDP and occupational accidents for the Italian regional context, confirmed by the high statistical significance of the quadratic term in all the estimated linear models and by the semi-parametric analysis.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>A first element of originality of our study consists of investigating the macro determinants of occupation accidents at a regional Italian level. Second, the empirical literature (Boone and Van Ours, 2006) highlights the possible bias of underreporting behaviours on nonfatal accidents in contrast to fatal accidents that are always reported. From this perspective, we have identified a few analyses (namely, Boone <em>et al.</em>, 2011) considering different accident sets characterised by different severity degrees. Thus, this paper contributes to the literature considering five alternative subsets of accidents stratified by degree of severity (i.e. moderate, severe, moderate plus severe, severe plus fatal and total accident rates) to test for possible underreporting bias affecting our econometric model.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141501711","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":"Exploitative training versus explorative training: the effect of strategic human capital investment on organizational performance","authors":"Xiaoning Song, Jiangyan Li, Xue Xia","doi":"10.1108/ijm-11-2023-0665","DOIUrl":"https://doi.org/10.1108/ijm-11-2023-0665","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Notwithstanding its significance as a form of strategic human capital investment, employee training has not yielded consistent conclusions among scholars regarding its impact on organizational performance. Some studies deem it effective, while others regard it as ineffective. We contend that distinct types of training impact various facets of firm performance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>In this study, we categorize employee training as either exploitative or explorative. Specifically, we examine their impact on two aspects of organizational performance: short-term performance and long-term competence, using a quasi-experimental setting and a difference-in-differences (DID) method.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We find that exploitative training is more effective in improving firms’ short-term performance (e.g. firms’ sales revenue), while explorative training is more effective in enhancing firms’ long-term competence (e.g. firms’ innovation output).</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The findings of this study illuminate concrete benefits of training for practitioners, suggesting that firms can strategically select employee training category to maximize returns on their investment in strategic human capital based on their strategic orientations.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141501712","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":"Post-compulsory schooling of youth in Turkey: a case of pro-cyclical enrollment","authors":"Murat Demirci, Meltem Poyraz","doi":"10.1108/ijm-09-2023-0527","DOIUrl":"https://doi.org/10.1108/ijm-09-2023-0527","url":null,"abstract":"PurposeThis study investigates the effect of business cycles on school enrollment in Turkey. During recessions, school enrollment might increase as opportunity cost of schooling declines, yet it might also decrease because of reduced income households have for education. Which effect dominates depends on the context. We empirically explore this in a context displaying canonical features of developing countries.Design/methodology/approachUsing the Turkish Household Labor Force Survey data for a period covering the Great Recession, we estimate the effect of unemployment rate separately for enrollments in general and vocational high schools and in undergraduate programs. To understand the cyclicality, we use a probit model with the regional and time variations in unemployment rates. We also build a simple theoretical model of work-schooling choice to interpret the findings.FindingsWe find that the likelihood of enrolling in general high schools and undergraduate programs declines with higher adult unemployment rates, but the likelihood of enrollment in vocational high schools increases. Confronting these empirical findings with the theoretical model suggests that the major factor in enrollment cyclicality in Turkey is how parental resources allocated to education change during recessions by schooling type.Originality/valueOur finding of pro-cyclical enrollment in academically oriented programs is in contrast with counter-cyclicality documented for similar programs in developed countries, which highlights the importance of income related factors in developing-country contexts. Our heterogeneous findings for general and vocational high schools are also novel.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141342013","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 human resource management policies on employee behaviour related outcomes and organisational resilience during COVID-19","authors":"Kevin Baird, A. Tung, Thanh Phan, Mohammed Bhuyan","doi":"10.1108/ijm-10-2023-0586","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-0586","url":null,"abstract":"PurposeThis study examines the effect of Human Resource Management (HRM) policies in respect to workplace flexibility and employee empowerment on two employee behaviour related outcomes (employee organisational commitment (EOC) and collegiality) and organisational resilience during the COVID-19 pandemic.Design/methodology/approachData were collected using an online survey questionnaire managed by Qualtrics. The questionnaire was distributed to the lower, middle and senior managers of 1,000 Australian organisations with 337 responses used in the analysis.FindingsThe findings indicate that workplace flexibility exhibits a direct and indirect (through collegiality) significant positive association with organisational resilience, and employee empowerment exhibits a direct and indirect (through both EOC and collegiality) significant positive association with organisational resilience.Originality/valueThe results highlight the importance of implementing desirable HRM policies in respect to empowering employees and enhancing workplace flexibility due to their role in facilitating organisational resilience both directly and indirectly through their influence on employee behaviour related outcomes, specifically EOC and collegiality.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141340544","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":"Is it possible to broaden women's inclusive rights by improving their participation in the labor market? A new perspective at the global level","authors":"Amjad Naveed, Nisar Ahmad, Aribah Aslam, M. Choudhry, Hania Bekdash-Muellers","doi":"10.1108/ijm-11-2023-0650","DOIUrl":"https://doi.org/10.1108/ijm-11-2023-0650","url":null,"abstract":"PurposeThe objectives of this study are twofold: (1) to investigate whether the increase in FLFP enriches women's inclusive rights (economic, social, and political), (2) whether the effect of FLFP on inclusive rights is different across different economics (developed vs developing).Design/methodology/approachThe study utilizes panel data encompassing 188 countries spanning the years 1981–2011. Discrete choice models, namely ordered probit and ordered logit, are employed, while also controlling for observable heterogeneity across countries, including factors such as inflation, income inequality, education, and human rights.FindingsWe find a positive association between FLFP and all aspects of women's rights (economic, social, and political). The results related to developed and underdeveloped countries are robust for women's political rights; however, the effect of FLFP on women's social and economic rights is insignificant for developing countries.Originality/valueThe need for continuous policy commitment to gender equality may be needed to bring about equality of inclusive rights (economic, social, and political rights) and to fulfill the sustainable development goals (SDGs). Therefore, the current study particularly adds value in existing research by investigating (empirically) the link between FLFP and different dimensions of women's inclusive rights.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141349826","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":"Beyond the Griliches biases","authors":"Corrado Andini, Monica Andini","doi":"10.1108/ijm-08-2022-0378","DOIUrl":"https://doi.org/10.1108/ijm-08-2022-0378","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The paper investigates the determinants of the Ordinary Least Squares (OLS) bias of the wage return to graduate education for high-school workers in Portugal.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study uses matched employer-employee data for Portugal, over the 2002–2012 period, to estimate a wage-schooling model that controls not only for individual observed characteristics, firm observed characteristics and year fixed effects, but also for three high-dimensional vectors of fixed effects – one for employees, one for employers and one for job titles.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The main results are the following. First, disregarding individual fixed effects is highly problematic, accounting for 48.5% of the OLS bias. Second, disregarding firm fixed effects is also problematic, accounting for 12.3% of the OLS bias.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The implication for the studies in the labor-supply literature that estimate, by means of instrumental variables, the wage returns to in-school work or to on-the-job schooling is that an instrument dealing with employee’s unobserved ability only may fail to meet the exclusion restriction.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Take the typical instrument based on a policy reform that changes the compulsory schooling level in the population. This instrument may well be argued to be correlated with the education of the employee and uncorrelated with the unobserved ability of the employee, but unfortunately it cannot be seen as orthogonal to the unobserved ability of the employer because of its correlation with the (unobserved) education of the manager. This is a simple corollary of the fact that the employee and the manager belong, in general, to the same population.</p><!--/ Abstract__block -->\u0000<h3>Social implications</h3>\u0000<p>Individuals invest a considerable amount of resources in education, which is seen to have positive effects on several dimensions of individual life. Yet, the estimation of these effects is still surrounded by technical difficulties.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>To the best of the authors’ knowledge, this is the first study that uses the Gelbach decomposition to investigate the determinants of the OLS bias of the wage return to graduate education for high-school workers.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141190195","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":"Are intensified job demands positive challenges for employees? Associations with work engagement in different occupational samples","authors":"Saija Mauno, Taru Feldt, Mari Herttalampi, Jaana Minkkinen","doi":"10.1108/ijm-09-2023-0537","DOIUrl":"https://doi.org/10.1108/ijm-09-2023-0537","url":null,"abstract":"PurposeIntensified job demands (IJDs; work intensification, intensified job- and career-related planning and decision-making demands, and intensified learning demands) illustrate the intensification of working life. This study examined relationships between IJDs and work engagement.Design/methodology/approachNine diverse samples (n = 7,786) were analyzed separately via regression analysis by estimating linear and curvilinear relationships between IJDs and engagement.FindingsThe results showed that certain subdimensions of IJDs, i.e. intensified learning demands, related positively to engagement across several subsamples. Moreover, learning demands showed a curvilinear relationship with engagement in several subsamples; engagement was highest in a moderate level of learning demands whereas low and high levels of learning demands were associated with lower engagement. We also found that other subdimensions of IJDs did not show consistent positive relationships with engagement, and some of them were negatively associated with engagement.Research limitations/implicationsCross-sectional design.Practical implicationsOrganizations should consider what would be the optimal level of learning demands as excessive learning demands can be detrimental to employees’ engagement.Originality/valueThis is a first study focusing on different manifestations of the intensification of working life, operationalized via IJDs, and their curvilinear relationships with engagement by applying a multi-sample design.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961887","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":"Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories","authors":"Mohammad Shahin Alam, K. Williams-Whitt, DuckJung Shin, Mahfooz Ansari","doi":"10.1108/ijm-10-2023-0620","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-0620","url":null,"abstract":"PurposeThis study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).Design/methodology/approachThe proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.FindingsThis study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.Practical implicationsThis research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.Originality/valueThis study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140964302","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":"Sustainable strategies, employee competencies and social outcomes: are they aligned?","authors":"M. Díaz-Fernández, Álvaro López-Cabrales, Ramón Valle-Cabrera","doi":"10.1108/ijm-02-2023-0066","DOIUrl":"https://doi.org/10.1108/ijm-02-2023-0066","url":null,"abstract":"PurposeThe present paper contributes to the development of sustainable strategies by focusing on the social perspective and the role played by HRM. Specifically, we identified and compared the employee competencies that supported the compliance strategy as well as the innovative/proactive sustainability strategies – and their impacts on social outcomes.Design/methodology/approachAfter formulating hypotheses, we tested them on a sample of 179 companies from the chemical and metallurgical industries using the bootstrap method.FindingsThe results revealed that both sustainability strategies were present in the sample. The compliance sustainable strategy showed to be negatively associated with employee competencies, whilst proactive sustainable strategy firms presented a positive relationship with employee competencies. We also found that compliance strategies failed to have any impact on social outcomes, but proactive strategies had a positive effect on social outcomes. Indeed, normative and foresighted thinking competencies acted as mediating variables in such a relationship.Originality/valueThe originality of this paper lies in three aspects hitherto unaddressed in the literature: first, the conceptualisation and assessment of sustainable strategies focused on a social dimension; second, the identification of individual competencies required developing sustainable strategies; and third, the demonstration that it is only the firms that adopt proactive sustainable strategies that obtain positive social outcomes.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140964050","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}