Employee perceptions of disruption knowledge: the influence on career attitudes and behaviors

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-09-06 DOI:10.1108/ijm-12-2022-0589
David Brougham, J. Haar
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Abstract

PurposeThe world of work is changing rapidly as a result of technology, with more workers being impacted by automation, the gig economy and temporary work contracts. This study focusses on how employees perceive their disruption knowledge and how this perception impacts their career planning, career satisfaction and training behaviors.Design/methodology/approachThe authors use data from 1,516 employees across a broad range of industries and professions from the United States (n = 505), New Zealand (n = 505) and Australia (n = 506).FindingsThe authors find that an employee's knowledge and research into automation positively influence how employees plan their careers, their career satisfaction and their training behaviors. While career planning is positively related to career satisfaction and training behavior, career satisfaction is negatively related to training behaviors. The authors test mediation effects and find consistently significant indirect effects, and these findings are all largely replicated across the three countries.Originality/valueThis study highlights the importance of understanding the processes that employees go through when thinking about disruption knowledge, their careers and the impact on their training behaviors.
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员工颠覆性知识认知对职业态度和行为的影响
由于技术的发展,工作世界正在迅速变化,越来越多的工人受到自动化、零工经济和临时工作合同的影响。本研究关注员工如何感知他们的颠覆性知识,以及这种感知如何影响他们的职业规划、职业满意度和培训行为。设计/方法/方法作者使用了来自美国(n = 505)、新西兰(n = 505)和澳大利亚(n = 506)不同行业和职业的1516名员工的数据。作者发现,员工对自动化的知识和研究对员工的职业规划、职业满意度和培训行为产生了积极的影响。职业生涯规划与职业满意度和培训行为呈正相关,而职业满意度与培训行为呈负相关。作者测试了中介效应,并发现了一致的显著间接效应,这些发现在三个国家都有很大程度上的重复。独创性/价值这项研究强调了理解员工在思考颠覆性知识、他们的职业生涯以及对他们的培训行为的影响时所经历的过程的重要性。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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