International Journal of Manpower最新文献

{"title":"Labour shortages and employer preferences in retaining and recruiting older workers","authors":"Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen, Jyri Liukko","doi":"10.1108/ijm-05-2023-0233","DOIUrl":"https://doi.org/10.1108/ijm-05-2023-0233","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, <em>N</em> = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"13 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138530380","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":"Focus section guest editorial: Methodological advances in HR research","authors":"Lin Xiu, Thomas Lange","doi":"10.1108/ijm-10-2023-715","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-715","url":null,"abstract":"","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"53 ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139250036","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":"Job satisfaction in Europe: a gender analysis","authors":"Nunzia Nappo, Giuseppe Lubrano Lavadera","doi":"10.1108/ijm-11-2022-0524","DOIUrl":"https://doi.org/10.1108/ijm-11-2022-0524","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The main aim of this study was to examine gender differences in job satisfaction in Europe.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study expands the evidence on the determinants of job satisfaction in the European labour market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"214 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138530377","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":"Future of work from everywhere: a systematic review","authors":"Urmila Jagadeeswari Itam, Uma Warrier","doi":"10.1108/ijm-06-2022-0288","DOIUrl":"https://doi.org/10.1108/ijm-06-2022-0288","url":null,"abstract":"Purpose Teleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies and practices in the workplace is required owing to the COVID-19 pandemic accelerating current trends in work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research from 1990 to early 2023 to understand the transformation of the field. Design/methodology/approach The Web of Science database was used to conduct this review based on rigorous bibliometric and network analysis techniques. The prominence of the research studied using SPAR-4-SLR and a collection of bibliometric techniques on selected journal articles, reviews and early access articles. Performance and keyword co-occurrence analysis form the premise of cluster analysis. The content analysis of recently published papers revealed the driving and restraining forces that help define and operationalize the concept of WFE. Findings The major findings indicate that the five established and accelerated trends from cluster analysis are COVID-19 and the pandemic, telework(ing), remote working, work from home and well-being and productivity. Driving and restraining forces identified through content analysis include technological breakthroughs, work–life integration challenges, inequality in the distribution of jobs, gender, shifts in industry and sector preferences, upskilling and reskilling and many more have been published post-COVID in the restraining forces category of WFE. Practical implications A key contribution of this pioneering study of “work from everywhere” is the linking of the bibliometric trends of the past three decades to the influencing and restraining factors during the pandemic. This study illustrates how WFE could be perceived differently post-COVID, which is of great concern to practitioners and future researchers. Originality/value A wide range of publications on WFE and multiple synonyms can create confusion if a systematic and effective system does not classify and associate them. This study uses both bibliometric and scientometric analyses in the context of WFE using systematic literature review (SLR) methods.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"54 27","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134992914","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":"Mobile work, individual aspirations and job satisfaction in Europe","authors":"Ylenia Curzi, Barbara Pistoresi, Gaetano Francesco Coppeta","doi":"10.1108/ijm-09-2022-0439","DOIUrl":"https://doi.org/10.1108/ijm-09-2022-0439","url":null,"abstract":"Purpose This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience. Design/methodology/approach Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset. Findings Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination. Originality/value This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" 20","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135192115","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":"Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective","authors":"Rimsha Iqbal, Khurram Shahzad, Richa Chaudhary","doi":"10.1108/ijm-09-2022-0445","DOIUrl":"https://doi.org/10.1108/ijm-09-2022-0445","url":null,"abstract":"Purpose Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach Time-lagged and multisource data were collected from employee–coworker dyads ( n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"29 6","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135874137","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 gender gap in voluntary turnover","authors":"Benjamin Artz","doi":"10.1108/ijm-10-2022-0461","DOIUrl":"https://doi.org/10.1108/ijm-10-2022-0461","url":null,"abstract":"Purpose The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions. Design/methodology/approach The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY). Findings After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders. Originality/value Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"29 8","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135874135","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":"Effects of educational mismatch on wages across industry and occupations: sectoral comparison","authors":"Elena Lasso-Dela-Vega, José Luis Sánchez-Ollero, Alejandro García-Pozo","doi":"10.1108/ijm-02-2022-0081","DOIUrl":"https://doi.org/10.1108/ijm-02-2022-0081","url":null,"abstract":"Purpose This study conducts a comparative analysis of the impact of educational mismatch on Spanish wages. This paper aims to focus on the industrial, construction and service sectors at three levels of disaggregation: sector, occupation and gender. Design/methodology/approach The over-education, required education and under-education (ORU model), was applied to data from the 2018 Spanish Wages Structure Survey conducted by the Spanish National Statistics Institute. Findings The industrial sector is the one that best manages over-education by offering the highest returns to each year of over-education. It is also the sector that most values the education of women, particularly those in highly qualified positions. Originality/value This study compares the wage effects of educational mismatch in the service, industry and construction sectors. Previous literature has ignored the latter sectors in this field of study, but the results of the present study show that the industrial sectors significantly value and remunerates worker education. Therefore, it may be worthy to focus certain economic and social policies on this sector, to contribute to reducing gender wage gaps and gender employment discrimination in the economy.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"28 4","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135272599","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":"Senior citizens' intrinsic and extrinsic work motivation","authors":"Dominique Anxo, Thomas Ericson","doi":"10.1108/ijm-12-2022-0578","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0578","url":null,"abstract":"Purpose It is important to understand why some workers prolong their working life even though they are entitled to statutory pension benefits. This paper aims to investigate whether senior workers are motivated by external factors such as pay and social expectations (extrinsic motivation) or are primarily motivated by internal factors such as job satisfaction (intrinsic motivation). This is a central question for policymakers and social partners when it comes to the design of public pension systems and work organisation. Design/methodology/approach This study uses a combined longitudinal administrative data and an own-designed postal survey to ask individuals aged 65–76 years to describe their work motivation. Based on the answers, this study constructs an index of autonomous motivation (AM) where a value of zero implies only extrinsic motivation and a value of one implies only intrinsic motivation. The values between zero and one thus imply various grades of AM, where higher values signal motivation that is more autonomous and hence a higher degree of intrinsic work motivation. Findings The results of the statistical analysis show that the extent of intrinsic motivation is higher among senior workers who retired aged 65 years or older compared to those who retired at 65 years or younger. In addition, this study found that the degree of intrinsic work motivation among senior workers decreases when they face economic and financial constraints. It also found that intrinsic motivation is more prevalent among high-skilled workers. Research limitations/implications This study shows that individuals who continue to work after 65 are mostly motivated by the satisfaction they derive from their job. Job satisfaction is strongly related to skill level, job quality, job content and job autonomy. Results indicate that job quality and commitment to work are essential elements for motivating seniors to postpone retirement. Originality/value This study contributes to this literature by applying a multidisciplinary approach from organisational psychology and labour economics that considers the potential importance of intrinsic motivation to work after standard retirement age. The authors think that this approach enhances the understanding of the mechanisms behind the lengthening of working life. Finally, this study suggests a simple, but efficient way of empirically measuring the extent of intrinsic motivation among workers.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"14 39","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135863555","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 reassuring effect of firms' technological innovations on workers' job insecurity","authors":"Mauro Caselli, Andrea Fracasso, Arianna Marcolin, Sergio Scicchitano","doi":"10.1108/ijm-02-2023-0072","DOIUrl":"https://doi.org/10.1108/ijm-02-2023-0072","url":null,"abstract":"Purpose This work analyses how the adoption of technological innovations correlates with workers' perceived levels of job insecurity, and what factors moderate such relationship. Design/methodology/approach The study makes use of the 2018 wave of the Participation, Labour, Unemployment Survey (PLUS) from Inapp. The richness of the survey and the representativeness of the underlying sample (including 13,837 employed workers) allow employing various empirical specifications where it is possible to control and moderate for many socio-demographic features of the worker, including her occupation and industry of employment, thereby accounting for various potential confounding factors. Findings The results of this ordered logit estimations show that workers' perception of job insecurity is affected by many subjective, firm-related and even macroeconomic factors. This study demonstrates that the adoption of technological innovations by companies is associated with lower levels of job insecurity perceived by their workers. In fact, the adoption of technological innovations by a company is perceived by surviving workers (those who remain in the same firm even after the introduction of such innovations) as a signal of the firm's health and its commitment to preserving the activity. Individual- and occupation-specific moderating factors play a limited role. Originality/value This study estimates how perceived job insecurity relates to the technological innovations adopted by the firms in which the interviewees are employed rather than analyzing their general concerns about job insecurity. In addition, this study identifies different types of innovations, such as product and process innovation, automation and other types of innovations.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"4 4","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136017910","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}