International Journal of Manpower最新文献

Purpose

This paper analyses the role of intellectual capital (IC) as a factor of the financial performance of entrepreneurial firms, which are recognized as the main drivers of economic growth and employment.

Design/methodology/approach

The sample consists of 188 business owners from Serbia. The primary data are collected using the questionnaire, while the secondary data come from the annual financial statements of their companies. The elements of IC as independent variables are grouped into three components: human, structural and relational capital; sales revenue and operating profit CAGR (5y) are used as dependent variables, while company size and industry type are used as control variables. Statistical analysis involves factor and regression analyses.

Findings

The results reveal that IC components contribute to the long-term financial performance of entrepreneurial firms. Specifically, the following elements have positive effects on financial performance: knowledge of the entrepreneur, process improvement and organisational culture. On the other hand, entrepreneurs’ social skills and tenacity were found to have a negative impact on revenue and operating profit growth, while support from informal networks had a negative effect on the growth of sales revenue.

Originality/value

This study aims to fill a gap in the literature on the impact of IC on the financial performance of entrepreneurial firms.

Purpose

This paper analyzes the differential experiences of women in the Canadian labour market who hold lower-skilled jobs and have school-age children during two waves of Covid compared with more typical conditions pre-pandemic. The article seeks to test the hypothesis that workers at the intersection of womanhood, motherhood and precarious employment would endure even more disadvantageous labour market outcomes during the Covid pandemic than they did prior to it.

Design/methodology/approach

We employ a Gender-Based Plus (GBA+) and intersectionality lens to examine the differential effect of Covid on the effect of the trifecta of being a woman in a lower-skilled job and facing a motherhood penalty from school-age children. We use a Difference-in-Difference framework with Canadian Labour Force Survey (LFS) data to examine the differential effect of two waves of Covid on three labour market outcomes: employment, hours worked and hourly wages.

Findings

We find that being a woman in a lower-skilled job with school-age children is associated with lower employment, hours worked and wages in normal times compared to males in those same situations. Such women also face the most severe adjustment consequence from the Covid shock, with that adjustment concentrated on the margin of employment and restricted to the First Wave and not the subsequent Omicron Wave.

Originality/value

The paper studies a specific intersectional group, assesses pre-pandemic, peak-pandemic and late-pandemic differences in labour market outcomes and runs separate estimations for different job skill levels. We also study a more comprehensive list of labour market outcomes than most studies of a similar nature.

Purpose

This study aims to evaluate the effectiveness of tax incentives provided by the Ethiopian government in spurring private investment and job creation, using unique administrative and survey data.

Design/methodology/approach

The study employs a dataset covering large- and medium-scale manufacturing in Ethiopia from 2012 to 2018, combined with administrative data on actual tax payments and statutory obligations to gauge the impact of tax incentives. Regression analysis using the generalized method of moments (GMM) is used to examine the relationship between tax incentives and employment, taking into account variations in production, distribution and financial costs.

Findings

The study finds that tax incentives do not significantly affect employment at conventional significance levels. The incentive elasticity of employment appears to diminish as production, distribution and financial costs increase. Consequently, the incentives provided by the government have not had a substantial impact on employment generation within the manufacturing sector.

Originality/value

This study is unique for its comprehensive analysis of tax incentives in the Ethiopian manufacturing sector using both administrative and survey data. It highlights that increasing production and financial costs can offset the employment benefits of these incentives, emphasizing the need for a more favorable business environment for private investors.

Purpose

The study aimed to assess whether transgender women, who were students at a university in London, England, faced hiring discrimination when seeking employment.

Design/methodology/approach

Three comparable university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Engineering applied to the same job openings. Similarly, another set of three university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Social Work applied to the same job openings. The degree of discrimination was quantified by calculating the difference in the number of interview invitations received by each group.

Findings

When three comparable university classmates apply for the same job openings, the rate of interview invitations differs based on gender identity. For cisgender women, the invitation rate is 31.3%, while for cisgender men, it stands at 35.1%. However, for transgender women, the rate drops significantly to 10.4%. Additionally, transgender women face further challenges in male-dominated sectors (STEM), where their chance of being invited for a job interview is even lower compared to those in female-dominated sectors, with a reduction of 8.7 percentage points. The study also reveals that firms with written equality policies on gender identity diversity show a 25.7 percentage point increase in invitation rates for transgender women compared to firms without such policies. Furthermore, the research highlights that negative beliefs among job recruiters regarding various aspects of transgender women, including their gender identity status, disclosure, job performance, vocational relationships and turnover, contribute to their exclusion from job interviews. Moreover, for transgender women who do receive interview invitations, these tend to be for lower-paid jobs compared to those received by cisgender women (by 20%) and cisgender men (by 21.3%). This wage sorting into lower-paid vacancies suggests a penalty in terms of lower returns on education, which could drive wage and income differences.

Practical implications

Transgender women received a higher number of job interview invitations when firms had written equality policies on gender identity diversity. This outcome can help policymakers identify actions to reduce the exclusion of transgender people from the labour market.

Originality/value

The study gathers information from job recruiters to quantify the roots of hiring discrimination against transgender women. It also enables an examination of whether workplaces' written equality policies on gender identity diversity are related to transgender women’s invitations to job interviews.

Purpose

Based on the Social Exchange Theory (SET), the paper attempts to extend the research on the relationship between green self-managed teams and firm performance by exploring the serial mediation of extra-role green behavior and environmental performance. Furthermore, via moderated mediation, the study inspected the differences in relationships among these variables for manufacturing and service organizations.

Design/methodology/approach

Data of 407 respondents from 122 manufacturing and service organizations (having green self-managed teams) operating in India were collected using purposive sampling. Various statistical techniques like confirmatory factor analysis (CFA), correlations, multiple regressions and bootstrapping were employed.

Findings

The results indicated that extra-role green behavior and environmental performance served as serial mediators. Additionally, the nature of the organizations significantly moderated several indirect relationships, with one pathway found to be insignificant.

Research limitations/implications

The study may be limited by the fact that the data were collected at a single moment in time rather than using a longitudinal design.

Practical implications

The study guides service organizations to attract environmentally conscious employees by promoting green self-managed teams and manufacturing organizations to enrich their operations and service delivery through such teams.

Originality/value

The study uniquely examines how green self-managed teams addressing environmental issues contribute to improved firm performance through mutual exchanges. It also advances existing literature by conducting a comparative analysis across manufacturing and service organizations in an emerging Indian market.

Purpose

The purpose of this paper is to examine curiosity as a distal predictor of knowledge sharing facilitated by informal learning. It also probes the boundary conditions imposed by ebullient supervision in the influence of curiosity on knowledge sharing.

Design/methodology/approach

The authors collected data through a two-wave survey of 349 knowledge workers in the IT sector and used structural equation modeling to analyze the data.

Findings

The results indicated a positive relationship between curiosity and knowledge sharing. In particular, informal learning was found to mediate the relationship between curiosity and knowledge sharing and ebullient supervision was identified as a significant condition that strengthens the effect of curiosity on informal learning.

Practical implications

Organizations can promote knowledge sharing by harnessing curiosity as an intrinsic motivator for employees to engage in informal learning. Moreover, the findings identified ebullient supervision as an extrinsic motivator within the work environment, suggesting its potential to enhance the impact of curiosity on knowledge sharing.

Originality/value

This paper broadens the limited literature on ebullient leadership by revealing how it strengthens the effects of curiosity and informal learning on knowledge sharing.

Purpose

Women’s direct or subtle exclusion from the labour market is still evident, necessitating more rigorous inquiries into the subject matter. The study aims to assess the moderating factors that can boost the inclusion of women participation in the labour market by complementing and actualising the doctrine of the feminist U-shaped hypothesis.

Design/methodology/approach

This study is situated within the feminist U-shaped hypothesis and employs the generalised method of moments (GMM) on 38 countries in sub-Saharan Africa (SSA).

Findings

This study validates the U-shaped labour hypothesis and expands on the moderating effects of the U-shaped curve in 38 SSA countries.

Originality/value

The study contributes to the influences of human capital development and technological access that can significantly improve the workings of the feminist U- hypothesis in SSA countries.

Purpose

Can regional economic complexity improve the employment effect, and is the employment structure also affected by heterogeneity? In order to solve these doubts, this paper plans to carry out systematic theoretical analysis and quantitative tests on these problems.

Design/methodology/approach

Based on the macroeconomic data of 129 countries from 1995 to 2022, this paper empirically studies the impact of economic complexity on the employment effect and its mechanism channel by building relevant models.

Findings

The results show that regional economic complexity can significantly improve the employment effect of society. At the same time, regional economic complexity has an indirect positive role in promoting employment from two aspects: accumulating fiscal surplus and increasing the working-age population. The former can stimulate employment policies by increasing the government’s tax sources, while the latter can increase production specialization and complexity by stimulating demand and increasing employment. In addition, regional economic complexity will lead to job market differentiation, making the boundary between the service sector and the labor market between industry and agriculture and between the informal employment market and the formal employment more obvious, thus triggering the substitution effect of employment.

Originality/value

The possible innovations and marginal contributions of this paper are as follows: First, there are many studies on the influencing factors of employment or unemployment, and this paper provides a new research direction for the literature on the influencing factors of employment effect by using the concept of regional economic complexity for the first time. Second, this paper broadens the research perspective of the employment effect of regional economic complexity, divides the employment substitution effect of various sectors from the perspective of industrial structure and further analyzes the employment promotion effect of regional economic complexity.

Purpose

While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward turnover intentions (reduced by HPWS) in the context of perceived employability because HPWS are expected to enhance employability, which positively influences turnover intentions.

Design/methodology/approach

Survey data using two New Zealand employee studies were conducted (n = 525, n = 306). Data were analyzed for mediation (Study 1) and moderated mediation (Study 2) using the PROCESS macro.

Findings

Both studies show HPWS are negatively related to turnover intentions and positively to perceived employability, which also positively influences turnover intentions. This provides support for dark side effects. Study two extends the model by including career planning and tests a moderated mediation model, showing the indirect effects of HPWS being positive toward turnover intentions in the context of perceived employability at all levels of career planning. This indirect effect weakens as career planning strengthens.

Originality/value

Highlights that HPWS appear to have a dark side by positively shaping employability and ultimately turnover intentions when career planning is included as a boundary condition.

Purpose

The purpose of this paper is to bring new insights into the underexplored mediating role of psychological empowerment (PE) in the link between high-performance work systems (HPWS) and employees’ affective commitment. Furthermore, given the distinct behaviour that the different dimensions of PE have shown in previous studies, we have followed the call for more empirical research in this field by considering such specific dimensions. Thus, the present paper examines, from a multilevel perspective, the extent to which Spreitzer’s (1995) employee PE dimensions (meaning, competence, self-determination and impact) mediate the relationship between HPWS and employee affective commitment.

Design/methodology/approach

A multilevel approach, with matched data from HR managers and a sample of 504 core employees in 142 Spanish firms, is used to test the hypotheses through structural equation modelling methodology.

Findings

We corroborate that three of the dimensions of employee PE (meaning, self-determination and impact) mediate the relationship between HPWS and employee AC.

Originality/value

The study contributes to the existing literature by elucidating the importance of generating motivating feelings in employees as a way of promoting affective reactions in organisations. More specifically, it highlights the usefulness of examining and boosting different segments of the psychological empowerment construct when seeking committed employees.