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Feedback, training, goal-setting, planning and performance: understanding the pathway to improved organizational outcomes 反馈、培训、目标设定、规划和绩效:了解改善组织成果的途径
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-23 DOI: 10.1108/ijm-12-2023-0737
James Chowhan, Sara Mann, Marie-Hélène Budworth

Purpose

As competitive pressures persist and global economic influences continue to present new challenges, businesses need to be able to respond to emerging circumstances. Goal-setting and planning are key mechanisms contributing to organizational competitive success, yet organizations underappreciate the role of competency and capacity building factors that contribute to successful planning. This paper integrates three theoretical models enabling an investigation into the positive relationships between managerial activities generating information feedback, training in planning and skills and organizational performance outcomes, while exploring the positive mediating roles of goal-setting and planning.

Design/methodology/approach

A unique organizational sample of agribusiness producers (n = 499) in Canada is examined. A structural equation path analysis model is used to evaluate the main relationships.

Findings

The results suggest that organizations are finding that managerial and training activities should not be considered in isolation, but rather as supports for goal-setting, planning and performance outcomes. Thus, the implications are that managers can find organizational value enhanced through the building of human resource competency (e.g. management activities and training) with these emerging capacities aiding goal setting and planning activities.

Originality/value

This study makes three main contributions: first, by adopting a rational-design perspective and integrating theoretical frameworks focusing on (a) planning-performance and (b) goal-setting-planning. This extended model goes beyond previous studies by including managerial activities, training, goals, planning and performance outcomes. Second, this study uniquely accounts for a more comprehensive set of key confounding factors such as operational activities, organizational strategy and organizational size in the integrated framework. Finally, as far as the authors are aware, there has not been a survey study at the organizational level that has explored the role of managerial activities and training in planning within a similarly comprehensive model.

目的 随着竞争压力的持续存在以及全球经济影响不断带来新的挑战,企业需要有能力应对新出现的情况。目标设定和规划是促进组织在竞争中取得成功的关键机制,但组织对有助于成功规划的能力和能力建设因素的作用重视不够。本文整合了三个理论模型,研究了产生信息反馈的管理活动、规划和技能培训与组织绩效结果之间的积极关系,同时探讨了目标设定和规划的积极中介作用。研究结果表明,各组织发现管理和培训活动不应孤立看待,而应作为目标设定、规划和绩效结果的支持。因此,这意味着管理者可以通过人力资源能力建设(如管理活动和培训)来提高组织价值,而这些新出现的能力则有助于目标设定和规划活动。这一扩展模型包括管理活动、培训、目标、规划和绩效结果,超越了以往的研究。其次,本研究独特地在综合框架中考虑了一系列更全面的关键干扰因素,如业务活动、组织战略和组织规模。最后,就作者所知,还没有一项组织层面的调查研究在类似的综合模型中探讨管理活动和培训在规划中的作用。
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引用次数: 0
Analysis of the factors determining educational mismatches: evidence from the Catalonian employment insertion surveys 教育不匹配的决定因素分析:来自加泰罗尼亚就业安置调查的证据
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-22 DOI: 10.1108/ijm-09-2023-0540
Pau Cortadas-Guasch

Purpose

The existence of mismatches between training and jobs is relatively common and is accentuated in times of crisis where unemployment is growing. The negative effects that this phenomenon can generate on both workers and the economy makes its study relevant. The objective of this research is to analyse whether graduates of the Catalan university system have jobs according to their educational level.

Design/methodology/approach

This paper sees how graduates’ own and acquired characteristics influence the probability of a mismatch from the analysis of the microdata of different waves of the employment insertion survey conducted by the Agència per a la Qualitat del Sistema Universitari de Catalunya (AQU).

Findings

The main conclusions focus on confirming that more humanities-oriented degrees tend to have a higher level of mismatch while technology or medicine approach a perfect fit. Therefore, bringing the education and business systems together is important to reduce this gap. Meanwhile, in terms of activities, services such as hospitality and retail have historically been sectors with a poor fit, and what has happened with Catalan graduates has not been an exception.

Originality/value

The main contribution of the research has been to highlight where there is a greater mismatch from the point of view of training, the type of work and its evolution over time, detecting the need to adjust labour supply and demand.

目的 培训与工作岗位不匹配的现象比较普遍,在失业率不断上升的危机时期,这种现象更加突出。这种现象会对工人和经济产生负面影响,因此对其进行研究具有现实意义。本研究的目的是分析加泰罗尼亚大学系统的毕业生是否根据其教育水平找到了工作。本文通过对加泰罗尼亚大学系统质量机构(AQU)所做的不同波次就业插入调查的微观数据进行分析,探讨了毕业生自身和后天的特点如何影响错配的概率。研究结果主要结论集中在确认更多的人文学科学位往往有更高程度的不匹配,而技术或医学则是完美的匹配。因此,将教育和商业系统结合起来对于缩小这种差距非常重要。原创性/价值这项研究的主要贡献在于,从培训、工作类型及其随时间的演变的角度来看,突出了哪些领域存在较大的不匹配现象,从而发现调整劳动力供求的必要性。
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引用次数: 0
Firm strategy, employee retention and organizational performance: a moderated mediation study of New Zealand SMEs 公司战略、员工留用和组织绩效:新西兰中小型企业的调节性中介研究
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-22 DOI: 10.1108/ijm-10-2023-0633
Jarrod Haar, Stephen James Kelly
<h3>Purpose</h3><p>An effective firm strategy is key to sustained financial performance, while interactions between strategy, employee retention and top talent retention have been seldom explored. We test hypotheses using New Zealand SMEs which are defined as having up to 250 employees. We initially explore firm strategy using Porters competitive advantage model predicting employee retention (including top talent), with study 1 (<em>n</em> = 208) using firm size as a moderator, finding a direct significant relationship from firm strategy toward employee retention. Next, we explore firm strategy predicting firm performance with employee retention mediating and include firm size as a moderator, testing a moderated mediation model in study 2 (<em>n</em> = 474) and study 3 (<em>n</em> = 300, with time-lagged performance).</p><!--/ Abstract__block --><h3>Design/methodology/approach</h3><p>There are no open databases holding NZ firms’ performance data and thus data was sourced from a Qualtrics survey panel. Such panels have become more common (e.g. Haar <em>et al</em>., 2021a, b) and a recent meta-analysis by Walter <em>et al</em>. (2019) showed that this type of panel data was no different from data sourced through conventional means (i.e. mail survey). We focused on NZ private sector SMEs using senior managers across a range of industries and geographic locations. Because the influence of firm strategy on employee retention remains unknown in the literature, we conducted study 1 (<em>n</em> = 208) to test the initial part of our overall model. Study 2 (<em>n</em> = 474) and study 3 (<em>n</em> = 300) tested the full model (with organizational performance), with study 3 having organizational performance time-lagged by one month.</p><!--/ Abstract__block --><h3>Findings</h3><p>All direct effect hypotheses are supported, although firm size interacted significantly with firm strategy showing smaller not larger-sized firms leverage firm strategy to achieve superior retention benefits. This was against hypothesis 5a in all three studies. Studies 2 and 3 supported the moderated mediation hypothesis, with firms of larger size having a stronger indirect effect from firm strategy on firm performance while employee retention mediated the influence of firm strategy on firm performance. Finally, dominance analysis found that a quality differentiation strategy was the key strategy across all studies and outcomes. We discuss the implications for organizations.</p><!--/ Abstract__block --><h3>Practical implications</h3><p>The first managerial implication from the study is that small and medium sized firms would benefit both from developing a deeper understanding of the strategic alternatives open to them and placing a greater emphasis on the implementation of their selected strategic approach. A second managerial implication relates to findings indicating that retention generally, and top talent retention specifically, is positively related to firm strategy a
目的 有效的公司战略是保持财务业绩的关键,而战略、员工保留率和顶尖人才保留率之间的相互作用却很少被探讨。我们利用新西兰的中小型企业对假设进行了检验,这些企业被定义为拥有不超过 250 名员工的企业。我们利用波特竞争优势模型预测员工留任率(包括高端人才留任率),对企业战略进行了初步探索。研究 1(n = 208)将企业规模作为调节因素,发现企业战略与员工留任率之间存在直接的显著关系。接下来,我们探讨了企业战略对企业绩效的预测,并将员工留任作为中介,同时将企业规模作为中介,在研究 2(n = 474)和研究 3(n = 300,绩效时滞)中检验了中介模型。此类面板数据已变得越来越常见(例如,Haar 等人,2021a, b),Walter 等人(2019 年)最近的一项荟萃分析表明,此类面板数据与通过传统方式(即邮件调查)获取的数据并无不同。我们以新西兰私营中小型企业为研究对象,使用了不同行业和地理位置的高级管理人员。由于企业战略对留住员工的影响在文献中尚属未知,我们进行了研究 1(n = 208),以检验我们整体模型的初始部分。研究 2(n = 474)和研究 3(n = 300)测试了完整模型(包括组织绩效),其中研究 3 的组织绩效滞后一个月。研究结果所有直接效应假设都得到了支持,但企业规模与企业战略之间存在显著的交互作用,这表明规模较小而非规模较大的企业能够利用企业战略实现更优的留任效益。这与所有三项研究中的假设 5a 相悖。研究 2 和研究 3 支持调节中介假设,即规模较大的公司通过公司战略对公司业绩产生更强的间接影响,而员工保留则是公司战略对公司业绩影响的中介。最后,支配分析发现,质量差异化战略是所有研究和结果的关键战略。本研究的第一个管理启示是,中小型企业应深入了解可供其选择的战略方案,并更加重视所选战略方针的实施,从而从中受益。第二个管理意义与研究结果有关,研究结果表明,一般而言,留住员工,特别是留住高端人才,与公司战略和公司业绩呈正相关。鉴于留住员工的重要性和挑战性,尤其是在当前技能严重短缺的环境下,这些结果表明,中小型企业应考虑如何通过战略创造一个对员工有吸引力的组织环境,并支持更强的留住成果,以此作为推动留住员工和提高绩效的机制。首先,它对企业战略进行了研究,并通过不仅包括员工留任,还包括高层人才留任,扩展了对企业绩效的关注,在一定程度上响应了制定和完善绩效衡量标准的号召(Lieberman,2021 年)。其次,除了将留任率作为中介因素外,还将公司规模作为调节因素,并最终检验了调节中介模型。第三,我们进行了优势分析,以确定影响企业绩效和留任率的关键企业战略。最终,本文提出了以下问题:企业战略对新西兰中小企业绩效的作用是什么?
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引用次数: 0
Unlocking the power of employee word-of-mouth to recruit young talent within university settings 释放员工口碑的力量,在大学招聘青年人才
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-14 DOI: 10.1108/ijm-12-2023-0721
Sofia Α. Panagiotidou, Dimitrios Mihail

Purpose

Our study, based on signaling and social identity theories, explores how companies develop employer brand strategies through university partnerships and employee-centered practices. We also identify key factors that encourage employees to share positive word-of-mouth, enhancing the company’s appeal to potential and current talents.

Design/methodology/approach

Using Partial Least Squares Structural Equation Modeling, we analyzed a sample of 687 employees from various industries in Greece.

Findings

In our research, we highlight the role of employees' affective commitment in generating positive word-of-mouth recommendations for their company, as a desirable employment destination through interactions within their alma mater universities. This commitment, tied to their understanding of the company’s employer brand and their perceptions of its pre-recruitment practices, fosters a positive employer image among potential candidates. Our study confirms that leveraging employees as brand ambassadors enhances a company’s appeal to younger generations.

Practical implications

Companies should prioritize cultivating employees' affective commitment and facilitate interactions between employees and young candidates at their alma mater universities. It is crucial to ensure that employees understand the company’s employer brand both during their experience as candidates and as employees. By understanding the factors influencing employees' willingness to act as brand ambassadors, organizations can strengthen their employer image and attract younger candidates.

Originality/value

Our findings enhance the understanding of employee word-of-mouth dynamics, offering insights to improve pre-recruitment HR practices aimed at attracting students and recent graduates. By emphasizing employees' perceptions and actions regarding their social interactions at alma mater universities and their employer brand awareness, we can add value to employee-centric pre-recruitment strategies. Designed and implemented by employers, these strategies aim to attract emerging talent through universities.

目的我们的研究以信号传递和社会认同理论为基础,探讨了企业如何通过大学合作和以员工为中心的实践来发展雇主品牌战略。我们还确定了鼓励员工分享积极口碑的关键因素,从而增强公司对潜在和现有人才的吸引力。研究结果在研究中,我们强调了员工的情感承诺在通过母校大学内的互动为公司创造积极口碑推荐方面的作用。这种承诺与员工对公司雇主品牌的理解和对公司招聘前做法的看法息息相关,在潜在求职者中树立了积极的雇主形象。我们的研究证实,利用员工作为品牌大使,可以增强公司对年轻一代的吸引力。实践意义公司应优先培养员工的情感承诺,并促进员工与母校年轻应聘者之间的互动。确保员工在作为求职者和员工的经历中了解公司的雇主品牌至关重要。通过了解影响员工担任品牌大使意愿的因素,企业可以强化其雇主形象,吸引更多年轻候选人。通过强调员工对其在母校的社会交往及其雇主品牌意识的看法和行动,我们可以为以员工为中心的招聘前战略增添价值。这些战略由雇主设计和实施,旨在通过大学吸引新兴人才。
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引用次数: 0
Empowering small farmers for sustainable agriculture: a human resource approach to SDG-driven training and innovation 增强小农的可持续农业能力:以人力资源方法开展可持续发展目标驱动的培训和创新
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-06 DOI: 10.1108/ijm-11-2023-0655
Satyendra C. Pandey, Pratik Modi, Vijay Pereira, Samuel Fosso Wamba

Purpose

Amid the growing global emphasis on sustainable agriculture, organizations and governments face a pressing need to equip farmers with the knowledge and tools necessary for the adoption of sustainable farming practices, aligning with the Sustainable Development Goals (SDGs). However, understanding the complex relationship between training programs and the adoption of sustainable practices among small-scale farmers remains a critical challenge. Taking a human resource approach, this paper attempts to understand the interrelationships between training effectiveness, farmers’ psychological and demographic characteristics in explaining the adoption of sustainable farming practices.

Design/methodology/approach

We employed a multi-stage random sampling method and administered a structured questionnaire to collect data from 331 small farmers who were part of a government-led, large-scale intervention aimed at training them in sustainable farming practices.

Findings

Our research findings not only emphasize the critical role of HR approach through training but also underscore its importance in the broader mission of aligning with the SDGs. Specifically, we demonstrate that sustained exposure to training, intrinsic motivation to acquire knowledge, and the innovative capacity of farmers collectively enhance the effectiveness of training programs, thereby contributing significantly to the widespread adoption of sustainable farming practices in line with SDGs.

Originality/value

Drawing from self-determination theory, training effectiveness literature, and the call for improved alignment with the SDGs, this study presents a model that explains how psychological characteristics, combined with the quality and quantity of training influence the adoption of sustainable farming practices among small-scale farmers.

目的在全球日益重视可持续农业的背景下,各组织和政府迫切需要向农民传授必要的知识和工具,以便他们采用符合可持续发展目标(SDGs)的可持续耕作方式。然而,了解培训计划与小规模农户采用可持续耕作方式之间的复杂关系仍然是一项严峻的挑战。我们采用了多阶段随机抽样方法,并发放了一份结构化问卷,以收集 331 名小农的数据,这些小农是政府领导的大规模干预措施的一部分,该干预措施旨在对他们进行可持续耕作实践培训。具体而言,我们证明了持续接受培训、获取知识的内在动机以及农民的创新能力共同提高了培训计划的有效性,从而极大地促进了符合可持续发展目标的可持续耕作实践的广泛采用。原创性/价值本研究从自我决定理论、培训有效性文献以及提高与可持续发展目标一致性的呼吁中汲取营养,提出了一个模型,解释了心理特征与培训的质量和数量如何影响小规模农户采用可持续耕作实践。
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引用次数: 0
Inclusive entrepreneurship ecosystem for PwDs: a reflection on SDGs 面向残疾人的包容性创业生态系统:对可持续发展目标的思考
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-31 DOI: 10.1108/ijm-01-2024-0042
Snigdha Malhotra, Tavleen Kaur, Kokil Jain, Prashant Kumar Pandey, Aniket Sengupta

Purpose

People with disabilities (PwDs) encounter several impediments to employment prospects, contributing to India's huge employment gap. Entrepreneurship offers a different avenue for PwDs to overcome these constraints. Entrepreneurship Support Organizations (ESOs) play a significant role in assisting PwD entrepreneurs. The present study aims to explore challenges encountered by entrepreneurs with disabilities (EwDs) in starting or sustaining a business in an Indian ecosystem. The study further aims to examine the status of entrepreneurial outcomes while comprehending the intersection of the challenges of disability and entrepreneurship. The study draws on stakeholder and social identity theories to understand this critical connection.

Design/methodology/approach

A qualitative approach is applied to study the phenomenon. Semi-structured interviews were conducted with 13 EWDs and 5 ESOs to explore the challenges faced and the available support in the Indian context. The study explores the level of coordination and roles these organizations play in fostering an entrepreneurial culture for PWDs.

Findings

The research findings explore novel challenges and facilitators of entrepreneurial pursuits of EwDs. The study further offers implications for policymakers to foster inclusive infrastructure, financial institutions to provide accessible credit options, and ESOs to amplify tailored assistance. Importantly, these dynamics have implications for advancing relevant Sustainable Development Goals.

Originality/value

The intersectional lens of disability and entrepreneurial challenges offered to study PwD entrepreneurship highlights new directions for exploring the phenomenon in deeper detail. Further, the theoretical underpinnings of stakeholder and social identity theories provide practical and indispensable insights into the phenomenon.

目的残疾人(PwDs)在就业前景方面遇到一些障碍,造成印度巨大的就业缺口。创业为残疾人克服这些限制提供了不同的途径。创业支持组织 (ESO) 在帮助残疾人创业方面发挥着重要作用。本研究旨在探讨残疾企业家在印度生态系统中创办或维持企业时遇到的挑战。本研究还旨在考察创业成果的状况,同时了解残疾挑战与创业的交叉点。本研究借鉴了利益相关者和社会认同理论来理解这一重要联系。研究人员对 13 名残疾人和 5 名就业服务机构进行了半结构化访谈,以探讨印度残疾人所面临的挑战和可获得的支持。研究探讨了这些组织在促进残疾人创业文化方面的协调水平和作用。研究结果研究结果探讨了残疾人创业所面临的新挑战和促进因素。研究还为政策制定者促进包容性基础设施建设、金融机构提供可获得的信贷选择以及就业服务机构扩大有针对性的援助提供了启示。原创性/价值 残疾与创业挑战的交叉视角为研究残疾人创业提供了新的视角,为深入探讨这一现象提供了新的方向。此外,利益相关者理论和社会认同理论的理论基础为这一现象提供了实用且不可或缺的见解。
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引用次数: 0
How does organizational support for innovation influence job crafting and knowledge sharing behaviors? A comparison between teleworkers and office workers 组织对创新的支持如何影响工作制作和知识共享行为?远程工作者与办公室工作人员的比较
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-26 DOI: 10.1108/ijm-02-2024-0106
Sari Mansour, Dima Mohanna
<h3>Purpose</h3><p>Scholars highlight the lack of research that explains the mechanisms leading to knowledge sharing, which appears complex and involves many variables. The primary aim of this study is to investigate the direct effect of organizational support for innovation on job crafting behaviors and knowledge sharing. The second objective is to assess the mediating role of job crafting in the relationship between organizational support for innovation and knowledge sharing. The third aim is to compare the direct effects of organizational support for innovation on job crafting behaviors and knowledge sharing between teleworkers and office workers.</p><!--/ Abstract__block --><h3>Design/methodology/approach</h3><p>Based on an empirical study involving 193 teleworkers and 191 office workers, the structural equation modeling method was employed to examine the direct and indirect effects of organizational support for innovation on knowledge sharing via job crafting behaviors. The comparison between teleworkers and office workers was investigated using a multigroup approach in AMOS software. This research is grounded in the conservation of resources theory and social exchange theory to elucidate these relationships.</p><!--/ Abstract__block --><h3>Findings</h3><p>The results indicate that organizational support for innovation has a positive influence on job crafting activities, manifested by the increase in structural and social resources, as well as the amplification of work-related challenges. The results also indicate that organizational support for innovation directly promotes knowledge sharing behavior and indirectly through job crafting. Furthermore, the findings reveal that these effects on job crafting and knowledge sharing are stronger among teleworkers compared to office workers.</p><!--/ Abstract__block --><h3>Research limitations/implications</h3><p>The study has limitations. Its cross-sectional design does not establish causality, potentially leading to common method variance. However, after implementing many procedural and performing statistical tests, common method variance was not significant in this research. Replicating the study longitudinally would be valuable. Additionally, considering personality traits and technology characteristics in job crafting behaviors would be beneficial. Lastly, the study focuses only on accountants and predates COVID-19, which may impact its findings and generalizability.</p><!--/ Abstract__block --><h3>Practical implications</h3><p>The study’s findings underscore the practical significance of supporting innovation and fostering job crafting to enhance knowledge sharing, particularly for remote workers. It highlights that the extent of employees’ engagement in job crafting depends on the level of innovation support provided in their workplace. To mitigate potential negative outcomes such as increased absenteeism, reduced productivity and retention challenges, organizations could benefit from
目的 学者们强调,缺乏对知识共享机制的解释研究,而知识共享似乎是复杂的,涉及许多变量。本研究的主要目的是探究组织对创新的支持对工作塑造行为和知识共享的直接影响。第二个目的是评估工作塑造在组织创新支持与知识共享之间的中介作用。设计/方法/途径基于一项涉及 193 名远程工作者和 191 名办公室工作人员的实证研究,采用结构方程建模法考察了组织创新支持通过工作制作行为对知识共享的直接和间接影响。使用 AMOS 软件中的多组方法对远程工作者和办公室工作人员进行了比较研究。研究结果表明,组织对创新的支持对工作制作活动有积极影响,具体表现为结构资源和社会资源的增加,以及工作相关挑战的放大。结果还表明,组织对创新的支持直接促进了知识共享行为,并通过工作制作间接促进了知识共享行为。此外,研究结果表明,与办公室工作人员相比,远程工作者对工作设计和知识共享的影响更大。它的横截面设计没有确定因果关系,可能导致共同方法的差异。不过,在进行了许多程序性测试和统计检验后,本研究中的共同方法变异并不显著。纵向复制研究将是非常有价值的。此外,考虑工作制作行为中的个性特征和技术特征也是有益的。最后,本研究仅关注会计师,并且早于 COVID-19,这可能会影响其研究结果和可推广性。实际意义本研究结果强调了支持创新和促进工作设计以加强知识共享的实际意义,尤其是对远程工作者而言。研究强调,员工参与工作设计的程度取决于工作场所提供的创新支持水平。为了减少潜在的负面影响,如缺勤率上升、生产率下降和留住人才方面的挑战,组织可以对主管进行培训,使其优先考虑并鼓励员工的工作设计和知识共享行为,尤其是在远程工作环境中。确保组织信息与管理者态度的一致性至关重要。如果没有工作制作的自主性或灵活性,组织创新支持的积极效果可能会受到限制。研究结果揭示了可能解释这种关系的三个心理和动机过程,尤其是在将远程工作者与办公室工作人员进行比较时,从而进一步推动了相关文献的研究。我们的研究结果表明,与上班族相比,组织对创新的支持对远程工作者的工作精心制作和知识共享的影响更大。这推进了资源保护理论,特别是资源收益的重要性,尤其是在员工需要资源的情况下,如远程办公。
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引用次数: 0
The persistence of labour market states in Australia 澳大利亚劳动力市场状态的持续性
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-19 DOI: 10.1108/ijm-09-2023-0501
Lixin Cai, Kostas Mavromaras

Purpose

The study investigates persistence of individuals' labour market activity with a focus on examining whether and to what extent there is genuine state dependence in six labour market states: not-in-labour-force, unemployment, self-employment, casual employment, fixed term contracts, and ongoing employment, and how the persistence and genuine state dependence of the labour market states change with education levels.

Design/methodology/approach

A dynamic multinomial logit model that accounts for observed and unobserved individual heterogeneity is estimated, using the first 19 waves of the Household, Income, and Labour Dynamics in Australia Survey.

Findings

While observed and unobserved individual heterogeneity plays an important role in the persistence of each of the labour market states examined, genuine state dependence is found to be present for all the states. It is also found that the persistence and genuine state dependence of unemployment is larger among those with a low education attainment than among those with higher education.

Practical implications

The existence of genuine state dependence of labour market states calls for early interventions to prevent people from losing jobs.

Originality/value

Earlier studies often focus on persistence of a particular labour market state such as unemployment, while this study examines the persistence simultaneously of six labour market states.

研究目的:本研究调查了个人劳动力市场活动的持续性,重点考察了非劳动力、失业、自营职业、临时就业、定期合同和持续就业这六种劳动力市场状态是否以及在多大程度上存在真正的状态依赖性,以及劳动力市场状态的持续性和真正的状态依赖性是如何随着教育水平的变化而变化的。研究结果虽然观察到的和未观察到的个人异质性在所研究的每种劳动力市场状态的持续性中都发挥了重要作用,但研究发现所有状态都存在真正的状态依赖性。研究还发现,教育程度低的人失业的持续性和真正的状态依赖性要大于教育程度高的人。原创性/价值早期的研究通常关注特定劳动力市场状态(如失业)的持续性,而本研究同时考察了六种劳动力市场状态的持续性。
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引用次数: 0
The informational effect of pay for individual performance on intrinsic motivation 个人绩效薪酬对内在激励的信息效应
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-16 DOI: 10.1108/ijm-07-2023-0406
Cristiana Rodrigues Vilaça, Teresa Proença, Mauro Carozzo-Todaro

Purpose

This research aims to test the role of the informational effect (IE) on the relationship between pay for individual performance (PFIP) and intrinsic motivation (IM). Special attention is also given to how the supervisor’s positive (PF) and negative feedback (NF) influence workers' perceptions of the informational content of PFIP.

Design/methodology/approach

We used a two-wave online survey among workers covered by a PFIP system and collected a total of 472 answers. To test our hypotheses, we adopted SPSS PROCESS macro Model 9.

Findings

The results suggest that IE fully mediates the positive impact of PFIP on IM, with this effect diminishing in the presence of NF, while PF shows no significant influence.

Practical implications

Organizations should invest in the development of mechanisms to mitigate perceptions of rewards as behaviour control mechanisms. Instead, PFIP should be perceived as a means to gain valuable insights into performance.

Originality/value

By using a research design allowing external validity in opposition to the widely used experimental one, we contribute to the debate about the relationship between extrinsic rewards and IM. Theoretical and practical implications in the workplace are also discussed.

目的本研究旨在检验信息效应(IE)对个人绩效薪酬(PFIP)和内在激励(IM)之间关系的作用。研究还特别关注了上司的积极反馈(PF)和消极反馈(NF)如何影响员工对 PFIP 信息内容的感知。为了检验我们的假设,我们采用了 SPSS PROCESS 宏模型 9。结果结果表明,IE 完全调节了 PFIP 对 IM 的积极影响,这种影响在 NF 存在时会减弱,而 PF 则没有显著影响。原创性/价值通过使用一种允许外部有效性的研究设计,而不是广泛使用的实验设计,我们为有关外在奖励与即时通讯之间关系的讨论做出了贡献。此外,我们还讨论了在工作场所的理论和实践意义。
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引用次数: 0
Flexicurity and employment inflows in the EU28 countries: a panel data analysis 欧盟 28 国的弹性保障和就业流入:面板数据分析
IF 4.4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-07-16 DOI: 10.1108/ijm-10-2022-0460
Marina Ferent-Pipas

Purpose

This paper examines the relationship between flexicurity and employment inflows in the EU28 countries over the 2007–2019 period. Flexicurity is defined as the mix of flexible contractual arrangements, social security systems, active labor market policies and lifelong learning strategies.

Design/methodology/approach

Using two-way fixed effects two-stage least squares, we estimate the employment inflows as a function of an equal-weighted flexicurity composite indicator and other labor market, economic and business environment characteristics. To ensure the robustness of results, in additional specifications, we test the sensitivity of the flexicurity’s coefficient to: (1) the change of instruments; (2) the removal of different non-core variables and (3) the consideration of recessionary periods European regions. In addition, we estimate regressions with separate flexicurity components and with differently constructed flexicurity indices.

Findings

In all the estimations, increased flexicurity efforts are positively related to employment inflows. Increased flexicurity efforts benefit Eastern European countries more than the Northern and Anglo-Saxon groups. Not only a synergistic policy action that uses an equal combination of the four pillars of flexicurity has a positive impact on the employment inflow rate. Strategies that give more weight to the formation of skills seem to favor the labor market reinsertion most.

Originality/value

To our knowledge, this is the first comprehensive study in the flexicurity–employment inflows literature since it: (1) follows all the European Union countries over more than a decade; (2) brings some tentative findings on the socio-cultural moderation of flexicurity’s impact on employment inflows and (3) explores different country-level flexicurity indices.

本文探讨了 2007-2019 年期间欧盟 28 国灵活保障与就业流入之间的关系。灵活保障被定义为灵活的合同安排、社会保障体系、积极的劳动力市场政策和终身学习战略的组合。设计/方法/途径我们采用双向固定效应两阶段最小二乘法,将就业流入量作为等权重灵活保障综合指标与其他劳动力市场、经济和商业环境特征的函数进行估计。为确保结果的稳健性,我们在额外的规格中检验了灵活保障系数对以下因素的敏感性:(1) 工具的改变;(2) 剔除不同的非核心变量;(3) 考虑欧洲地区的衰退期。此外,我们还利用单独的灵活保障组成部分和不同构建的灵活保障指数对回归进行了估计。与北欧和盎格鲁-撒克逊国家组相比,灵活保障力度的加大使东欧国家受益更多。并非只有将灵活保障的四大支柱同等结合使用的协同政策行动才会对就业流入率产生积极影响。据我们所知,这是灵活保障--就业流入文献中的第一项综合性研究,因为它:(1)对所有欧盟国家进行了十多年的跟踪研究;(2)就灵活保障对就业流入的影响在社会文化方面的调节作用得出了一些初步结论;(3)探讨了不同国家层面的灵活保障指数。
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引用次数: 0
期刊
International Journal of Manpower
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