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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。
{"title":"Unlocking the power of employee word-of-mouth to recruit young talent within university settings","authors":"Sofia Α. Panagiotidou, Dimitrios Mihail","doi":"10.1108/ijm-12-2023-0721","DOIUrl":"https://doi.org/10.1108/ijm-12-2023-0721","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using Partial Least Squares Structural Equation Modeling, we analyzed a sample of 687 employees from various industries in Greece.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>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.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2024-08-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141929767","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}
引用次数: 0
How do different forms of early employment instability affect future employment chances? A factorial survey experiment with employers 不同形式的早期就业不稳定如何影响未来的就业机会?以雇主为对象的因子调查实验
IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-13 DOI: 10.1108/ijm-06-2023-0320
Lulu P. Shi
PurposePeriodic economic instabilities and structural changes in the labour market have given rise to a variety of forms of job insecurity. This article compares the scarring effects of different forms of job insecurity on future employment chances, and how they vary across education groups.Design/methodology/approachUsing a sample of real vacancies and data collected in a vignette experiment with employers in Switzerland, a country with a strongly developed vocational education and training (VET) system, this article investigates how employers evaluate a period of unemployment, job hopping and work experience in deskilling jobs when hiring candidates.FindingsThe findings reveal that work in deskilling jobs is by far more scarring than unemployment or job hopping. The study also demonstrates that applicants with upper secondary vocational education are impacted the greatest by all three forms of job insecurity.Originality/valueThe study makes use of real vacancies. While experiments have the strength of high internal validity, most experimental studies in recruitment research rely on students as respondents. As this study works with real employers hiring for positions it benefits from high external validity.
目的周期性的经济不稳定和劳动力市场的结构性变化导致了各种形式的工作不稳定。设计/方法/途径在瑞士这个职业教育与培训(VET)体系非常发达的国家,本文通过对真实空缺职位的抽样调查和与雇主进行的小实验收集的数据,研究了雇主在招聘求职者时如何评价失业期、跳槽期和从事枯燥乏味工作的工作经验。研究还表明,受过高中职业教育的求职者受这三种形式的工作不安全感的影响最大。虽然实验具有较高的内部效度,但大多数招聘研究中的实验研究都依赖于学生作为受访者。由于本研究与招聘职位的真实雇主合作,因此具有较高的外部有效性。
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引用次数: 0
Informal employment and subjective well-being in urban China: do employment sector and working time flexibility matter? 中国城市非正规就业与主观幸福感:就业部门和工作时间灵活性是否重要?
IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-13 DOI: 10.1108/ijm-11-2022-0530
Muwen Wang
PurposeThis paper tests if there exists a subjective well-being gap between informal workers in the informal and formal sectors in urban China, and explores the mechanisms behind such differences.Design/methodology/approachThe author develops a simple theoretical model to analyze the effects of the employment sector and work time flexibility on workers' happiness and conducts a descriptive study to examine the relationship between employment type and subjective well-being using the China General Social Survey (CGSS) 2010, 2013, 2015 and 2017 datasets, a nationally representative sample.FindingsThe results show that only dependent informal work in the formal sector impairs workers' happiness, while the effect of independent informal work is not statistically significant. The potential mechanisms suggest that independent informal workers have higher working time flexibility and can work more hours to increase their earnings, which increases their subjective well-being. However, it is difficult for dependent informal workers to earn more by working more hours due to poor working time flexibility.Originality/valueThis study indicates that informal workers in the formal sector have lower subjective well-being in urban China and deserve more attention from policymakers. The author also suggests that increasing working time flexibility and encouraging self-employment can contribute to the welfare of informal workers.
目的 本文检验了中国城市非正规部门和正规部门的非正规工人之间是否存在主观幸福感差距,并探讨了这种差距背后的机制。作者建立了一个简单的理论模型来分析就业部门和工作时间灵活性对工人幸福感的影响,并利用具有全国代表性的样本--2010 年、2013 年、2015 年和 2017 年中国社会概览(CGSS)数据集进行了描述性研究,以检验就业类型与主观幸福感之间的关系。结果结果表明,只有正规部门中的依附性非正规工作会损害工人的幸福感,而独立的非正规工作的影响在统计上并不显著。潜在的机制表明,独立非正规工作者的工作时间灵活性较高,可以通过增加工作时间来提高收入,从而增加他们的主观幸福感。原创性/价值 本研究表明,中国城市正规部门的非正规工人主观幸福感较低,值得政策制定者给予更多关注。作者还建议,增加工作时间的灵活性和鼓励自营职业有助于提高非正规劳动者的福利。
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引用次数: 0
The influence of organizational commitment on employee green behavior: mediating role of work-related social media use 组织承诺对员工绿色行为的影响:与工作相关的社交媒体使用的中介作用
IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-13 DOI: 10.1108/ijm-10-2023-0624
Rahul Bodhi, S. Chaturvedi, Sonal Purohit
PurposeEmployee green behavior (EGB) is a type of pro-environment behavior at the workplace strategized by organizations to attain sustainable development goals. While organizations have prioritized eco-friendly practices to attain sustainability objectives, EGB has emerged as an essential area of research. Considering the need for sustained employee green behavior, it is important to understand what stimulates such behaviors in an organization. Therefore, we propose a theoretical model grounded in social exchange theory to assess the effect of organizational commitment on employee green behavior, work-related use of social media, social well-being and psychological well-being.Design/methodology/approachA questionnaire-based survey approach was used to collect data from 203 employees of Indian manufacturing and service industries. Partial least square structural equation modeling (PLS-SEM) analysis was applied to examine the proposed hypothesis.FindingsThe results revealed positive and significant effects of organizational commitment on psychological well-being, social well-being, work-related social media use and employee green behavior. Further, psychological well-being mediates the association between work-related social media use and employee green behavior.Originality/valueThis is one of the first studies to examine the effect of organizational commitment on employee green behavior to the best of our knowledge. Additionally, the findings empirically establish organizational commitment, work-related social media use and psychological well-being as antecedents to employee green behavior, thus offering novel insights and theoretically contributing to the employee green behavior, well-being and organizational literature.
目的员工绿色行为(EGB)是组织为实现可持续发展目标而制定的一种工作场所环保行为。在各组织为实现可持续发展目标而优先考虑生态友好型实践的同时,员工绿色行为已成为一个重要的研究领域。考虑到持续开展员工绿色行为的必要性,了解在组织中激发此类行为的因素非常重要。因此,我们提出了一个以社会交换理论为基础的理论模型,以评估组织承诺对员工绿色行为、与工作相关的社交媒体使用、社会福利和心理健康的影响。结果表明,组织承诺对心理健康、社会福利、工作相关社交媒体使用和员工绿色行为有积极而显著的影响。此外,心理幸福感在与工作相关的社交媒体使用和员工绿色行为之间起到了中介作用。此外,研究结果还通过实证研究确立了组织承诺、与工作相关的社交媒体使用和心理幸福感是员工绿色行为的前因,从而为员工绿色行为、幸福感和组织文献提供了新的见解和理论贡献。
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引用次数: 0
Informal employment and subjective well-being in urban China: do employment sector and working time flexibility matter? 中国城市非正规就业与主观幸福感:就业部门和工作时间灵活性是否重要?
IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-13 DOI: 10.1108/ijm-11-2022-0530
Muwen Wang
PurposeThis paper tests if there exists a subjective well-being gap between informal workers in the informal and formal sectors in urban China, and explores the mechanisms behind such differences.Design/methodology/approachThe author develops a simple theoretical model to analyze the effects of the employment sector and work time flexibility on workers' happiness and conducts a descriptive study to examine the relationship between employment type and subjective well-being using the China General Social Survey (CGSS) 2010, 2013, 2015 and 2017 datasets, a nationally representative sample.FindingsThe results show that only dependent informal work in the formal sector impairs workers' happiness, while the effect of independent informal work is not statistically significant. The potential mechanisms suggest that independent informal workers have higher working time flexibility and can work more hours to increase their earnings, which increases their subjective well-being. However, it is difficult for dependent informal workers to earn more by working more hours due to poor working time flexibility.Originality/valueThis study indicates that informal workers in the formal sector have lower subjective well-being in urban China and deserve more attention from policymakers. The author also suggests that increasing working time flexibility and encouraging self-employment can contribute to the welfare of informal workers.
目的 本文检验了中国城市非正规部门和正规部门的非正规工人之间是否存在主观幸福感差距,并探讨了这种差距背后的机制。作者建立了一个简单的理论模型来分析就业部门和工作时间灵活性对工人幸福感的影响,并利用具有全国代表性的样本--2010 年、2013 年、2015 年和 2017 年中国社会概览(CGSS)数据集进行了描述性研究,以检验就业类型与主观幸福感之间的关系。结果结果表明,只有正规部门中的依附性非正规工作会损害工人的幸福感,而独立的非正规工作的影响在统计上并不显著。潜在的机制表明,独立非正规工作者的工作时间灵活性较高,可以通过增加工作时间来提高收入,从而增加他们的主观幸福感。原创性/价值 本研究表明,中国城市正规部门中的非正规工人主观幸福感较低,值得政策制定者给予更多关注。作者还建议,增加工作时间的灵活性和鼓励自营职业有助于提高非正规劳动者的福利。
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引用次数: 0
How do different forms of early employment instability affect future employment chances? A factorial survey experiment with employers 不同形式的早期就业不稳定如何影响未来的就业机会?以雇主为对象的因子调查实验
IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-13 DOI: 10.1108/ijm-06-2023-0320
Lulu P. Shi
PurposePeriodic economic instabilities and structural changes in the labour market have given rise to a variety of forms of job insecurity. This article compares the scarring effects of different forms of job insecurity on future employment chances, and how they vary across education groups.Design/methodology/approachUsing a sample of real vacancies and data collected in a vignette experiment with employers in Switzerland, a country with a strongly developed vocational education and training (VET) system, this article investigates how employers evaluate a period of unemployment, job hopping and work experience in deskilling jobs when hiring candidates.FindingsThe findings reveal that work in deskilling jobs is by far more scarring than unemployment or job hopping. The study also demonstrates that applicants with upper secondary vocational education are impacted the greatest by all three forms of job insecurity.Originality/valueThe study makes use of real vacancies. While experiments have the strength of high internal validity, most experimental studies in recruitment research rely on students as respondents. As this study works with real employers hiring for positions it benefits from high external validity.
目的周期性的经济不稳定和劳动力市场的结构性变化导致了各种形式的工作不稳定。设计/方法/途径在瑞士这个职业教育与培训(VET)体系非常发达的国家,本文通过对真实空缺职位的抽样调查和与雇主进行的小实验收集的数据,研究了雇主在招聘求职者时如何评价失业期、跳槽期和从事枯燥乏味工作的工作经验。研究还表明,受过高中职业教育的求职者受这三种形式的工作不安全感的影响最大。虽然实验具有较高的内部效度,但大多数招聘研究中的实验研究都依赖于学生作为受访者。由于本研究与招聘职位的真实雇主合作,因此具有较高的外部有效性。
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引用次数: 0
The influence of organizational commitment on employee green behavior: mediating role of work-related social media use 组织承诺对员工绿色行为的影响:与工作相关的社交媒体使用的中介作用
IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Pub Date : 2024-08-13 DOI: 10.1108/ijm-10-2023-0624
Rahul Bodhi, S. Chaturvedi, Sonal Purohit
PurposeEmployee green behavior (EGB) is a type of pro-environment behavior at the workplace strategized by organizations to attain sustainable development goals. While organizations have prioritized eco-friendly practices to attain sustainability objectives, EGB has emerged as an essential area of research. Considering the need for sustained employee green behavior, it is important to understand what stimulates such behaviors in an organization. Therefore, we propose a theoretical model grounded in social exchange theory to assess the effect of organizational commitment on employee green behavior, work-related use of social media, social well-being and psychological well-being.Design/methodology/approachA questionnaire-based survey approach was used to collect data from 203 employees of Indian manufacturing and service industries. Partial least square structural equation modeling (PLS-SEM) analysis was applied to examine the proposed hypothesis.FindingsThe results revealed positive and significant effects of organizational commitment on psychological well-being, social well-being, work-related social media use and employee green behavior. Further, psychological well-being mediates the association between work-related social media use and employee green behavior.Originality/valueThis is one of the first studies to examine the effect of organizational commitment on employee green behavior to the best of our knowledge. Additionally, the findings empirically establish organizational commitment, work-related social media use and psychological well-being as antecedents to employee green behavior, thus offering novel insights and theoretically contributing to the employee green behavior, well-being and organizational literature.
目的员工绿色行为(EGB)是组织为实现可持续发展目标而制定的一种工作场所环保行为。在各组织为实现可持续发展目标而优先考虑生态友好型实践的同时,员工绿色行为已成为一个重要的研究领域。考虑到持续开展员工绿色行为的必要性,了解在组织中激发此类行为的因素非常重要。因此,我们提出了一个以社会交换理论为基础的理论模型,以评估组织承诺对员工绿色行为、与工作相关的社交媒体使用、社会福利和心理健康的影响。结果表明,组织承诺对心理健康、社会福利、工作相关社交媒体使用和员工绿色行为有积极而显著的影响。此外,心理幸福感在与工作相关的社交媒体使用和员工绿色行为之间起到了中介作用。此外,研究结果还通过实证研究确立了组织承诺、与工作相关的社交媒体使用和心理幸福感是员工绿色行为的前因,从而为员工绿色行为、幸福感和组织文献提供了新的见解和理论贡献。
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International Journal of Manpower
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