限制性人力资源实践与在职专业人员薪酬之间的关系

IF 1.1 Q4 BUSINESS
S. Baglione, L. Tucci, William Smith, Joanna M. Snead
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引用次数: 0

摘要

目的:本研究迫使受访者在侵入性人力资源实践和薪酬之间进行权衡。设计/方法/方法受访者评估了16个校准配置文件,以估计四个类别之间的联合模型:就业前、办公室就业、办公室外就业和工资。每个概要包括四个类别中的一个级别。在一项主要针对全职员工的研究中,工作条件是最重要的。薪资紧随其后的是入职前监测。办公室外的监控是最后一个距离。现实意义在紧张的就业市场中,工资可能不是就业的决定性选择因素。独创性/价值员工监控正在迅速发展,使人力资源活动变得司空见惯和侵入性。这项研究迫使受访者面对这些做法,并确定工资是否可以补偿他们的接受。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The relationship between restrictive human resource practices and salary among working professionals
PurposeThis study forces respondents to tradeoff between invasive human resource practices and salary.Design/methodology/approachRespondents evaluated 16 calibration profiles to estimate a conjoint model among four categories: pre-employment, employment at the office, employment outside the office, and salary. Each profile included one level from the four categories.FindingsIn a study of mostly full-time employees, conditions at work were paramount. Salary was second followed closely by pre-employment monitoring. Monitoring outside of the office was a distance last.Practical implicationsIn a tight employment market, salary may not be the deciding selection factor for employment.Originality/valueEmployee monitoring is advancing dramatically and making human resource activities commonplace and invasive. This study forces respondents to confront these practices and determine whether salary can compensate for their acceptance.
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