International Journal of Manpower最新文献_第6页

Labour shortages and employer preferences in retaining and recruiting older workers 劳动力短缺和雇主在保留和招聘老员工方面的偏好

IF 4.4 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-29 DOI: 10.1108/ijm-05-2023-0233

Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen, Jyri Liukko

Purpose

This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.

Design/methodology/approach

Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, N = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.

Findings

Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.

Originality/value

This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.

本文调查了当面临合格劳动力短缺时，雇主是否更有可能雇用年长的工人。此外，它还分析了在这种情况下，年龄刻板印象是否会影响雇主对四种就业选择的偏好:(1)支持工人继续工作到退休年龄，(2)鼓励工人继续工作到退休年龄，(3)招聘55岁以上的人，(4)(再)雇用已经退休的人。设计/方法/方法数据来自于2021年对芬兰雇主进行的一项调查(回复率= 66%，N = 1,442)。将因素分析应用于老年员工素质与普通员工素质的比较问题，区分了与经验相关的素质和与适应性相关的素质。估计了广义有序逻辑回归模型，以分析每个就业选择的偏好与经历招聘问题，工作场所年龄刻板印象以及它们之间的相互作用的关系。研究发现，经历招聘问题与招聘退休人员的偏好呈正相关。招聘困难的雇主更有可能支持员工工作到退休年龄，并招聘55岁以上的员工，但前提是他们对老年员工的经验相关素质有高于平均水平的正面看法。如果雇主对年长员工的适应能力有更积极的看法，那么面对招聘困难的雇主更有可能鼓励员工在退休年龄后继续工作。独创性/价值这项研究表明，即使在劳动力短缺和人口老龄化的情况下，工作场所对年龄的刻板印象仍然是雇主充分利用老年劳动力的潜在障碍。

{"title":"Labour shortages and employer preferences in retaining and recruiting older workers","authors":"Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen, Jyri Liukko","doi":"10.1108/ijm-05-2023-0233","DOIUrl":"https://doi.org/10.1108/ijm-05-2023-0233","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.</p>\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, <em>N</em> = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.</p>\u0000<h3>Findings</h3>\u0000<p>Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.</p>\u0000<h3>Originality/value</h3>\u0000<p>This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.</p>","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"13 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138530380","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

Focus section guest editorial: Methodological advances in HR research 焦点部分特约编辑：人力资源研究方法论的进步

IF 4.4 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-22 DOI: 10.1108/ijm-10-2023-715

Lin Xiu, Thomas Lange

引用次数: 0

Job satisfaction in Europe: a gender analysis 欧洲的工作满意度:一项性别分析

IF 4.4 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-20 DOI: 10.1108/ijm-11-2022-0524

Nunzia Nappo, Giuseppe Lubrano Lavadera

Purpose

The main aim of this study was to examine gender differences in job satisfaction in Europe.

Design/methodology/approach

For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented.

Findings

Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution.

Originality/value

This study expands the evidence on the determinants of job satisfaction in the European labour market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction.

目的本研究的主要目的是检查欧洲工作满意度的性别差异。设计/方法/方法对于实证分析，使用了来自第六次欧洲工作条件调查的数据。在多输入背景下进行无条件分位数回归后，采用主成分分析(PCA)聚合变量进行Oaxaca-Blinder分解。研究发现女性的工作满意度高于男性。在工作满意度分布中，女性的满意度明显高于男性。原创性/价值本研究通过应用一种最新形式的分解，投资于无条件分位数回归(UQR)，扩展了欧洲劳动力市场工作满意度决定因素的证据。据本研究所知，这是第一次采用无条件分位数回归后带有PCA聚集变量的Oaxaca-Blinder分解来研究工作满意度的性别差异。

{"title":"Job satisfaction in Europe: a gender analysis","authors":"Nunzia Nappo, Giuseppe Lubrano Lavadera","doi":"10.1108/ijm-11-2022-0524","DOIUrl":"https://doi.org/10.1108/ijm-11-2022-0524","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The main aim of this study was to examine gender differences in job satisfaction in Europe.</p>\u0000<h3>Design/methodology/approach</h3>\u0000<p>For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented.</p>\u0000<h3>Findings</h3>\u0000<p>Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution.</p>\u0000<h3>Originality/value</h3>\u0000<p>This study expands the evidence on the determinants of job satisfaction in the European labour market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction.</p>","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"214 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138530377","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

Future of work from everywhere: a systematic review 未来的工作无处不在:一个系统的审查

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-13 DOI: 10.1108/ijm-06-2022-0288

Urmila Jagadeeswari Itam, Uma Warrier

Purpose Teleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies and practices in the workplace is required owing to the COVID-19 pandemic accelerating current trends in work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research from 1990 to early 2023 to understand the transformation of the field. Design/methodology/approach The Web of Science database was used to conduct this review based on rigorous bibliometric and network analysis techniques. The prominence of the research studied using SPAR-4-SLR and a collection of bibliometric techniques on selected journal articles, reviews and early access articles. Performance and keyword co-occurrence analysis form the premise of cluster analysis. The content analysis of recently published papers revealed the driving and restraining forces that help define and operationalize the concept of WFE. Findings The major findings indicate that the five established and accelerated trends from cluster analysis are COVID-19 and the pandemic, telework(ing), remote working, work from home and well-being and productivity. Driving and restraining forces identified through content analysis include technological breakthroughs, work–life integration challenges, inequality in the distribution of jobs, gender, shifts in industry and sector preferences, upskilling and reskilling and many more have been published post-COVID in the restraining forces category of WFE. Practical implications A key contribution of this pioneering study of “work from everywhere” is the linking of the bibliometric trends of the past three decades to the influencing and restraining factors during the pandemic. This study illustrates how WFE could be perceived differently post-COVID, which is of great concern to practitioners and future researchers. Originality/value A wide range of publications on WFE and multiple synonyms can create confusion if a systematic and effective system does not classify and associate them. This study uses both bibliometric and scientometric analyses in the context of WFE using systematic literature review (SLR) methods.

在过去的几年里，远程办公、在家工作和灵活的工作方式越来越受欢迎。由于COVID-19大流行加速了目前“无处不在的工作”研究的趋势，因此需要改变工作场所的政策和做法。本文对1990年至2023年初的WFE研究进行了系统的文献综述，以了解该领域的转变。设计/方法/方法基于严格的文献计量学和网络分析技术，使用Web of Science数据库进行本综述。利用SPAR-4-SLR和一系列文献计量学技术对选定的期刊文章、评论和早期获取文章进行了研究。性能分析和关键词共现分析构成了聚类分析的前提。通过对近期发表论文的内容分析，揭示了WFE概念界定和实施的驱动因素和制约因素。主要发现表明，聚类分析得出的五个既定趋势和加速趋势是:COVID-19和大流行、远程办公、远程工作、在家工作以及福祉和生产力。通过内容分析确定的驱动力和制约因素包括技术突破、工作与生活融合的挑战、工作分配的不平等、性别、行业和部门偏好的变化、技能提升和再培训，以及在新冠肺炎疫情后在WFE的制约因素类别中发布的更多驱动力和制约因素。这项关于“来自各地的工作”的开创性研究的一个关键贡献是将过去三十年的文献计量趋势与大流行期间的影响和制约因素联系起来。这项研究说明了新冠肺炎后人们如何看待WFE，这是从业者和未来研究人员非常关注的问题。如果没有一个系统和有效的系统对它们进行分类和关联，那么WFE上大量的出版物和多个同义词可能会造成混淆。本研究采用文献计量学和科学计量学两种分析方法，采用系统文献综述(SLR)的方法。

{"title":"Future of work from everywhere: a systematic review","authors":"Urmila Jagadeeswari Itam, Uma Warrier","doi":"10.1108/ijm-06-2022-0288","DOIUrl":"https://doi.org/10.1108/ijm-06-2022-0288","url":null,"abstract":"Purpose Teleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies and practices in the workplace is required owing to the COVID-19 pandemic accelerating current trends in work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research from 1990 to early 2023 to understand the transformation of the field. Design/methodology/approach The Web of Science database was used to conduct this review based on rigorous bibliometric and network analysis techniques. The prominence of the research studied using SPAR-4-SLR and a collection of bibliometric techniques on selected journal articles, reviews and early access articles. Performance and keyword co-occurrence analysis form the premise of cluster analysis. The content analysis of recently published papers revealed the driving and restraining forces that help define and operationalize the concept of WFE. Findings The major findings indicate that the five established and accelerated trends from cluster analysis are COVID-19 and the pandemic, telework(ing), remote working, work from home and well-being and productivity. Driving and restraining forces identified through content analysis include technological breakthroughs, work–life integration challenges, inequality in the distribution of jobs, gender, shifts in industry and sector preferences, upskilling and reskilling and many more have been published post-COVID in the restraining forces category of WFE. Practical implications A key contribution of this pioneering study of “work from everywhere” is the linking of the bibliometric trends of the past three decades to the influencing and restraining factors during the pandemic. This study illustrates how WFE could be perceived differently post-COVID, which is of great concern to practitioners and future researchers. Originality/value A wide range of publications on WFE and multiple synonyms can create confusion if a systematic and effective system does not classify and associate them. This study uses both bibliometric and scientometric analyses in the context of WFE using systematic literature review (SLR) methods.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"54 27","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134992914","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

Mobile work, individual aspirations and job satisfaction in Europe 欧洲的流动工作、个人抱负和工作满意度

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-09 DOI: 10.1108/ijm-09-2022-0439

Ylenia Curzi, Barbara Pistoresi, Gaetano Francesco Coppeta

Purpose This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience. Design/methodology/approach Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset. Findings Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination. Originality/value This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.

本文通过探索这些工人的愿望如何通过适应他们所经历的工作特征与工作满意度相关联，回应了对移动工作进行更多研究的呼吁。基于抱负理论和关于移动工作的文献，本文研究了移动工作者如何形成抱负，以及这与他们对工作满意度的看法有何关系。实证分析使用了两层随机前沿分析和2015年欧洲工作条件调查数据集。流动工作者比他们所经历的工作条件更有抱负，报告的工作满意度比其他类型的工作者低。当他们经历自主权、自由裁量权、与绩效挂钩的薪酬计划、关系导向的领导时，他们会降低自己的愿望，而当他们经历工作强化和歧视时，他们会提高自己的愿望。原创性/价值本文为移动工作者的工作感知提供了新的见解，并通过强调研究个人愿望对推进对移动工作复杂动态的理解的重要性，丰富了现有的研究。

{"title":"Mobile work, individual aspirations and job satisfaction in Europe","authors":"Ylenia Curzi, Barbara Pistoresi, Gaetano Francesco Coppeta","doi":"10.1108/ijm-09-2022-0439","DOIUrl":"https://doi.org/10.1108/ijm-09-2022-0439","url":null,"abstract":"Purpose This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience. Design/methodology/approach Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset. Findings Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination. Originality/value This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" 20","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135192115","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

Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective 绿色人力资源管理实践作为提升员工环境成果的战略选择:情感事件理论视角

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-02 DOI: 10.1108/ijm-09-2022-0445

Rimsha Iqbal, Khurram Shahzad, Richa Chaudhary

Purpose Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach Time-lagged and multisource data were collected from employee–coworker dyads ( n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

目的运用情感事件理论(AET)，研究绿色人力资源管理实践如何通过和谐环境激情(HEP)的中介作用影响员工的环境承诺(EEC)和组织环境公民行为(OCBE)。设计/方法/方法从在制造公司工作的员工-同事二组(n = 231)中收集时滞和多源数据。采用偏最小二乘(PLS)结构方程建模(SEM)技术对数据进行分析。结果表明，GHRM实践对EEC和OCBE均有显著的预测作用。此外，HEP部分介导了GHRM实践与EEC和OCBE的关系。独创性/价值本研究通过AET的连贯理论视角，为GHRM实践与绿色员工成果之间的联系提供了新的见解。它强调实施GHRM实践作为一种战略选择有助于唤起员工的HEP，这是员工的环保态度和行为的重要决定因素。

{"title":"Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective","authors":"Rimsha Iqbal, Khurram Shahzad, Richa Chaudhary","doi":"10.1108/ijm-09-2022-0445","DOIUrl":"https://doi.org/10.1108/ijm-09-2022-0445","url":null,"abstract":"Purpose Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach Time-lagged and multisource data were collected from employee–coworker dyads ( n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"29 6","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135874137","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

The gender gap in voluntary turnover 自愿离职的性别差异

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-02 DOI: 10.1108/ijm-10-2022-0461

Benjamin Artz

Purpose The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions. Design/methodology/approach The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY). Findings After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders. Originality/value Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.

本研究的目的是衡量戒烟行为的性别差异，考虑它是否随着时间的推移而改变，并确定父母身份是否会影响戒烟决定的性别差异。设计/方法/方法定量研究的设计利用两个独立的美国数据来源来分析随着时间的推移，辞职的性别差异。使用当前人口调查(CPS)和全国青年纵向调查(NLSY)，两个独立的队列用Logit、普通最小二乘(OLS)和固定效应估计证实了研究结果。在控制了人口统计学和职业特征、个人和地理固定效应以及当地失业率后，研究发现自愿离职的性别差距随着时间的推移而缩小，父母身份对辞职行为的影响在性别之间趋于一致。女性挣得比男性少。一个常见的解释是，女性比男性更倾向于中断自己的职业生涯，通常是自愿的。然而，戒烟行为中这种性别差异的决定因素和趋势在文献中并没有得到太多的关注，包括父母的作用。

引用次数: 0

Effects of educational mismatch on wages across industry and occupations: sectoral comparison 教育不匹配对行业和职业工资的影响:部门比较

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-11-01 DOI: 10.1108/ijm-02-2022-0081

Elena Lasso-Dela-Vega, José Luis Sánchez-Ollero, Alejandro García-Pozo

Purpose This study conducts a comparative analysis of the impact of educational mismatch on Spanish wages. This paper aims to focus on the industrial, construction and service sectors at three levels of disaggregation: sector, occupation and gender. Design/methodology/approach The over-education, required education and under-education (ORU model), was applied to data from the 2018 Spanish Wages Structure Survey conducted by the Spanish National Statistics Institute. Findings The industrial sector is the one that best manages over-education by offering the highest returns to each year of over-education. It is also the sector that most values the education of women, particularly those in highly qualified positions. Originality/value This study compares the wage effects of educational mismatch in the service, industry and construction sectors. Previous literature has ignored the latter sectors in this field of study, but the results of the present study show that the industrial sectors significantly value and remunerates worker education. Therefore, it may be worthy to focus certain economic and social policies on this sector, to contribute to reducing gender wage gaps and gender employment discrimination in the economy.

目的本研究比较分析教育错配对西班牙工资的影响。本文的目的是把重点放在工业、建筑和服务部门的三个分类层次上:部门、职业和性别。过度教育、必要教育和教育不足(ORU模型)被应用于西班牙国家统计局进行的2018年西班牙工资结构调查的数据。工业部门是管理过度教育的最佳部门，每年的过度教育回报最高。它也是最重视妇女教育的部门，特别是那些担任高级职位的妇女。本研究比较服务业、工业及建造业的学历错配对工资的影响。以前的文献忽略了这一研究领域的后一个部门，但本研究的结果表明，工业部门显著重视和奖励工人教育。因此，可能值得将某些经济和社会政策的重点放在这一部门，以有助于减少经济中的性别工资差距和性别就业歧视。

{"title":"Effects of educational mismatch on wages across industry and occupations: sectoral comparison","authors":"Elena Lasso-Dela-Vega, José Luis Sánchez-Ollero, Alejandro García-Pozo","doi":"10.1108/ijm-02-2022-0081","DOIUrl":"https://doi.org/10.1108/ijm-02-2022-0081","url":null,"abstract":"Purpose This study conducts a comparative analysis of the impact of educational mismatch on Spanish wages. This paper aims to focus on the industrial, construction and service sectors at three levels of disaggregation: sector, occupation and gender. Design/methodology/approach The over-education, required education and under-education (ORU model), was applied to data from the 2018 Spanish Wages Structure Survey conducted by the Spanish National Statistics Institute. Findings The industrial sector is the one that best manages over-education by offering the highest returns to each year of over-education. It is also the sector that most values the education of women, particularly those in highly qualified positions. Originality/value This study compares the wage effects of educational mismatch in the service, industry and construction sectors. Previous literature has ignored the latter sectors in this field of study, but the results of the present study show that the industrial sectors significantly value and remunerates worker education. Therefore, it may be worthy to focus certain economic and social policies on this sector, to contribute to reducing gender wage gaps and gender employment discrimination in the economy.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"28 4","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135272599","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

Senior citizens' intrinsic and extrinsic work motivation 老年人的内在和外在工作动机

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-10-31 DOI: 10.1108/ijm-12-2022-0578

Dominique Anxo, Thomas Ericson

Purpose It is important to understand why some workers prolong their working life even though they are entitled to statutory pension benefits. This paper aims to investigate whether senior workers are motivated by external factors such as pay and social expectations (extrinsic motivation) or are primarily motivated by internal factors such as job satisfaction (intrinsic motivation). This is a central question for policymakers and social partners when it comes to the design of public pension systems and work organisation. Design/methodology/approach This study uses a combined longitudinal administrative data and an own-designed postal survey to ask individuals aged 65–76 years to describe their work motivation. Based on the answers, this study constructs an index of autonomous motivation (AM) where a value of zero implies only extrinsic motivation and a value of one implies only intrinsic motivation. The values between zero and one thus imply various grades of AM, where higher values signal motivation that is more autonomous and hence a higher degree of intrinsic work motivation. Findings The results of the statistical analysis show that the extent of intrinsic motivation is higher among senior workers who retired aged 65 years or older compared to those who retired at 65 years or younger. In addition, this study found that the degree of intrinsic work motivation among senior workers decreases when they face economic and financial constraints. It also found that intrinsic motivation is more prevalent among high-skilled workers. Research limitations/implications This study shows that individuals who continue to work after 65 are mostly motivated by the satisfaction they derive from their job. Job satisfaction is strongly related to skill level, job quality, job content and job autonomy. Results indicate that job quality and commitment to work are essential elements for motivating seniors to postpone retirement. Originality/value This study contributes to this literature by applying a multidisciplinary approach from organisational psychology and labour economics that considers the potential importance of intrinsic motivation to work after standard retirement age. The authors think that this approach enhances the understanding of the mechanisms behind the lengthening of working life. Finally, this study suggests a simple, but efficient way of empirically measuring the extent of intrinsic motivation among workers.

重要的是要理解为什么有些工人即使有权享受法定养老金福利，也要延长他们的工作年限。本文的目的是研究高级员工是受薪酬、社会期望等外部因素(外在动机)激励，还是主要受工作满意度等内部因素(内在动机)激励。这是政策制定者和社会合作伙伴在设计公共养老金制度和工作组织时面临的一个核心问题。设计/方法/方法本研究采用纵向管理数据和自行设计的邮政调查相结合的方法，要求65-76岁的个人描述他们的工作动机。基于这些答案，本研究构建了一个自主动机(AM)指标，其中值为0表示只有外在动机，值为1表示只有内在动机。因此，0和1之间的值意味着AM的不同等级，其中较高的值表明动机更自主，因此内在工作动机的程度更高。统计分析结果显示，65岁及以上退休高龄员工的内在激励程度高于65岁及以下退休高龄员工。此外，本研究发现，当面临经济和财务约束时，高级员工的内在工作动机程度会降低。研究还发现，内在动机在高技能工人中更为普遍。这项研究表明，65岁以后继续工作的人主要是受到从工作中获得满足感的激励。工作满意度与技能水平、工作质量、工作内容和工作自主性密切相关。结果表明，工作质量和工作投入是促使老年人推迟退休的重要因素。原创性/价值本研究通过应用组织心理学和劳动经济学的多学科方法，考虑了标准退休年龄后工作的内在动机的潜在重要性，为本文献做出了贡献。作者认为，这种方法增强了对延长工作寿命背后机制的理解。最后，本研究提出了一种简单而有效的方法来实证衡量员工内在动机的程度。

{"title":"Senior citizens' intrinsic and extrinsic work motivation","authors":"Dominique Anxo, Thomas Ericson","doi":"10.1108/ijm-12-2022-0578","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0578","url":null,"abstract":"Purpose It is important to understand why some workers prolong their working life even though they are entitled to statutory pension benefits. This paper aims to investigate whether senior workers are motivated by external factors such as pay and social expectations (extrinsic motivation) or are primarily motivated by internal factors such as job satisfaction (intrinsic motivation). This is a central question for policymakers and social partners when it comes to the design of public pension systems and work organisation. Design/methodology/approach This study uses a combined longitudinal administrative data and an own-designed postal survey to ask individuals aged 65–76 years to describe their work motivation. Based on the answers, this study constructs an index of autonomous motivation (AM) where a value of zero implies only extrinsic motivation and a value of one implies only intrinsic motivation. The values between zero and one thus imply various grades of AM, where higher values signal motivation that is more autonomous and hence a higher degree of intrinsic work motivation. Findings The results of the statistical analysis show that the extent of intrinsic motivation is higher among senior workers who retired aged 65 years or older compared to those who retired at 65 years or younger. In addition, this study found that the degree of intrinsic work motivation among senior workers decreases when they face economic and financial constraints. It also found that intrinsic motivation is more prevalent among high-skilled workers. Research limitations/implications This study shows that individuals who continue to work after 65 are mostly motivated by the satisfaction they derive from their job. Job satisfaction is strongly related to skill level, job quality, job content and job autonomy. Results indicate that job quality and commitment to work are essential elements for motivating seniors to postpone retirement. Originality/value This study contributes to this literature by applying a multidisciplinary approach from organisational psychology and labour economics that considers the potential importance of intrinsic motivation to work after standard retirement age. The authors think that this approach enhances the understanding of the mechanisms behind the lengthening of working life. Finally, this study suggests a simple, but efficient way of empirically measuring the extent of intrinsic motivation among workers.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"14 39","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135863555","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

The reassuring effect of firms' technological innovations on workers' job insecurity 企业技术创新对工人工作不安全感的安抚作用

3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower

Pub Date : 2023-10-30 DOI: 10.1108/ijm-02-2023-0072

Mauro Caselli, Andrea Fracasso, Arianna Marcolin, Sergio Scicchitano

Purpose This work analyses how the adoption of technological innovations correlates with workers' perceived levels of job insecurity, and what factors moderate such relationship. Design/methodology/approach The study makes use of the 2018 wave of the Participation, Labour, Unemployment Survey (PLUS) from Inapp. The richness of the survey and the representativeness of the underlying sample (including 13,837 employed workers) allow employing various empirical specifications where it is possible to control and moderate for many socio-demographic features of the worker, including her occupation and industry of employment, thereby accounting for various potential confounding factors. Findings The results of this ordered logit estimations show that workers' perception of job insecurity is affected by many subjective, firm-related and even macroeconomic factors. This study demonstrates that the adoption of technological innovations by companies is associated with lower levels of job insecurity perceived by their workers. In fact, the adoption of technological innovations by a company is perceived by surviving workers (those who remain in the same firm even after the introduction of such innovations) as a signal of the firm's health and its commitment to preserving the activity. Individual- and occupation-specific moderating factors play a limited role. Originality/value This study estimates how perceived job insecurity relates to the technological innovations adopted by the firms in which the interviewees are employed rather than analyzing their general concerns about job insecurity. In addition, this study identifies different types of innovations, such as product and process innovation, automation and other types of innovations.

本研究分析技术创新的采用与员工工作不安全感的感知水平之间的关系，以及哪些因素调节了这种关系。该研究利用了2018年Inapp的参与、劳动力、失业调查(PLUS)浪潮。调查的丰富性和潜在样本的代表性(包括13,837名受雇工人)允许采用各种经验规范，在这些规范中，可以控制和调节工人的许多社会人口特征，包括她的职业和就业行业，从而考虑到各种潜在的混杂因素。这一有序logit估计的结果表明，工人对工作不安全感的感知受到许多主观因素、企业相关因素甚至宏观经济因素的影响。本研究表明，公司采用技术创新与员工感受到的较低的工作不安全感有关。事实上，一家公司采用技术创新被幸存的工人(即使在引进这种创新后仍留在同一家公司的工人)视为公司健康状况和其保留该活动的承诺的信号。个体和职业的调节因素作用有限。原创性/价值本研究估计了感知的工作不安全感与受访者所在公司采用的技术创新之间的关系，而不是分析他们对工作不安全感的普遍担忧。此外，本研究还确定了不同类型的创新，如产品和工艺创新、自动化和其他类型的创新。

{"title":"The reassuring effect of firms' technological innovations on workers' job insecurity","authors":"Mauro Caselli, Andrea Fracasso, Arianna Marcolin, Sergio Scicchitano","doi":"10.1108/ijm-02-2023-0072","DOIUrl":"https://doi.org/10.1108/ijm-02-2023-0072","url":null,"abstract":"Purpose This work analyses how the adoption of technological innovations correlates with workers' perceived levels of job insecurity, and what factors moderate such relationship. Design/methodology/approach The study makes use of the 2018 wave of the Participation, Labour, Unemployment Survey (PLUS) from Inapp. The richness of the survey and the representativeness of the underlying sample (including 13,837 employed workers) allow employing various empirical specifications where it is possible to control and moderate for many socio-demographic features of the worker, including her occupation and industry of employment, thereby accounting for various potential confounding factors. Findings The results of this ordered logit estimations show that workers' perception of job insecurity is affected by many subjective, firm-related and even macroeconomic factors. This study demonstrates that the adoption of technological innovations by companies is associated with lower levels of job insecurity perceived by their workers. In fact, the adoption of technological innovations by a company is perceived by surviving workers (those who remain in the same firm even after the introduction of such innovations) as a signal of the firm's health and its commitment to preserving the activity. Individual- and occupation-specific moderating factors play a limited role. Originality/value This study estimates how perceived job insecurity relates to the technological innovations adopted by the firms in which the interviewees are employed rather than analyzing their general concerns about job insecurity. In addition, this study identifies different types of innovations, such as product and process innovation, automation and other types of innovations.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"4 4","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136017910","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