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Unraveling unemployment hysteresis in Nordic countries: a multifaceted analysis of age, gender and frequency differentials 解读北欧国家的失业滞后现象:对年龄、性别和频率差异的多方面分析
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-22 DOI: 10.1108/ijm-03-2023-0147
Veli Yılancı, Mustafa Kırca, Şeri̇f Canbay, Muhlis Selman Sağlam

Purpose

This study aims to test the unemployment hysteresis hypothesis for Nordic countries by considering age and gender differentials at various frequencies.

Design/methodology/approach

First, the authors test the linearity of the unemployment series and apply appropriate unit root tests based on the linearity test results. The authors use these tests for both original and wavelet-decomposed unemployment rates.

Findings

The authors' findings indicate that the results obtained from the original and decomposed series differ. While the authors find evidence of unemployment hysteresis in the six unemployment rates in the short run, they observe supportive results for hysteresis in the three unemployment rates in the long run.

Originality/value

The authors take into account different age and gender groups. Furthermore, the authors propose a testing strategy for unemployment hysteresis that considers the nonlinearity and structural breaks in unemployment rates. Finally, the authors determine whether the unemployment hysteresis is valid at various frequencies.

目的本研究旨在通过考虑不同频率下的年龄和性别差异,检验北欧国家的失业滞后假说。作者对原始失业率和小波分解后的失业率都进行了这些检验。研究结果作者的研究结果表明,原始失业率序列和分解后的失业率序列得出的结果有所不同。虽然作者在短期的六个失业率中发现了失业滞后的证据,但他们在长期的三个失业率中观察到了支持滞后的结果。此外,作者还提出了一种检验失业滞后的策略,该策略考虑了失业率的非线性和结构性断裂。最后,作者确定了失业滞后在不同频率下是否有效。
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引用次数: 0
Gender bias in university student mobility: a cohort analysis in Italy 大学生流动中的性别偏见:意大利的队列分析
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-19 DOI: 10.1108/ijm-02-2023-0101
Isabella Sulis, Barbara Barbieri, Luisa Salaris, Gabriella Melis, Mariano Porcu

Purpose

This paper aims to assess gender bias in Italian university student mobility controlling for the field of study. It uses data from the Italian National Student Archive (Anagrafe Nazionale degli Studenti – ANS) for the cohort of freshmen enrolled in the 2017 academic year. The macro-regional comparison unfolds across the following areas: North and Centre, Southern Italy and main Islands (Sicily and Sardinia).

Design/methodology/approach

The analysis is firstly carried out at the national level, and secondly, it focusses on macro-geographical areas. University mobility choices are thus investigated from a gender perspective, conditioning upon other theoretically relevant characteristics collected for the prospective first-year university student population enrolled in 2017. The authors analyse data in a regression setting (logit models) within the multilevel framework, which considers students at level 1 and the field of study at level 2. Gender differences in the propensity to be a mover – conditional upon the choice of the field of study – were captured by introducing random intercepts to account for clustering of students in fields of study and random slopes to allow the gender effect to differ among them.

Findings

Findings show that university student mobility in Italy leads evidence of gender bias. This has been detected using a multilevel random slope approach that allowed the authors to jointly estimate a slope parameter for gender within each field of study. Moreover, using a regression setting allowed the authors to control for heterogeneity in geographical, educational and socio-demographic characteristics across students. In line with previous empirical findings, the authors' data highlight the presence of a relevant mobility flow of university students from the South toward the North-Centre of Italy and lower mobility of female students compared to male students from the South and Islands.

Originality/value

To the best of the authors' knowledge, there are no studies in Italy, which investigate if families' investment in higher education in terms of selection of no-local universities are affected by gender bias and if geographical differences in this behaviour between macro-areas are in place. Thus, investigating students' choices in tertiary education allows the authors to shed light on the presence of gender bias in families' education strategies addressed to increase the endowment of students' assets for future job opportunities.

目的 本文旨在评估意大利大学生流动性中的性别偏见,并对学习领域进行控制。它使用了意大利国家学生档案(Anagrafe Nazionale degli Studenti - ANS)中关于 2017 学年入学的新生群体的数据。宏观地区比较在以下地区展开:设计/方法/途径首先在国家层面进行分析,其次重点关注宏观地理区域。因此,从性别角度对大学流动性选择进行了调查,并以针对 2017 年入学的未来一年级大学生群体收集的其他理论相关特征为条件。作者在多层次框架内通过回归设置(Logit 模型)分析了数据,该框架考虑了第一层次的学生和第二层次的学习领域。在选择学习领域的条件下,通过引入随机截距来考虑学生在学习领域中的聚类,以及引入随机斜率来考虑性别效应在学习领域中的差异,从而捕捉到成为流动者倾向的性别差异。研究结果研究结果表明,意大利的大学生流动性导致了性别偏见的证据。作者使用多层次随机斜率方法发现了这一现象,该方法允许作者共同估算每个学习领域内的性别斜率参数。此外,作者还利用回归设置控制了不同学生在地理、教育和社会人口特征方面的异质性。与之前的实证研究结果一致,作者的数据强调了大学生从南部向意大利中北部流动的相关性,以及与来自南部和岛屿的男生相比,女生流动性较低的情况。因此,通过调查学生对高等教育的选择,作者可以揭示家庭教育战略中是否存在性别偏见,以增加学生的资产,为未来的工作机会打下基础。
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引用次数: 0
Navigating repatriation: factors influencing turnover intentions of self-initiated repatriates in emerging economies 引导回国:影响新兴经济体自发回国人员离职意向的因素
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-14 DOI: 10.1108/ijm-03-2023-0122
Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet, Janice Jones

Purpose

The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the re-entry decisions and experiences of company-assigned (CA) repatriates, whilst studies on self-initiated expatriates (SIEs) that repatriate back to their home countries (i.e. self-initiated repatriates (SIRs)) are limited, particularly in emerging transition economies. This study develops and tests a model to explain the factors influencing professional SIRs' turnover intentions and how repatriation readjustment affects their intentions in Vietnam.

Design/methodology/approach

The data was collected from 445 Vietnamese professional SIRs who worked and/or studied for extended periods overseas and subsequently returned to Vietnam. Structural equation modelling (SEM) was used to analyse the data.

Findings

Results indicate that both work and life repatriation adjustment difficulties have significant positive effects on turnover intentions, whilst only repatriation life adjustment difficulties have an indirect effect via life dissatisfaction. Further, cultural distance positively influences repatriation adjustment difficulties and turnover intentions. SIRs' on-the-job and off-the-job embeddedness negatively moderate the influence of repatriation work and life adjustment difficulties on turnover intentions, respectively.

Originality/value

The study develops a theoretical model explaining how repatriation difficulties impact the turnover intentions of SIRs, considering contextual factors including cultural distance and embeddedness. The research highlights the importance of job embeddedness as a form of social and organisational support for SIRs in managing psychological challenges related to repatriation, which can help reduce turnover and retain highly skilled talent. Additionally, the study extends repatriation research on an under-researched subgroup of SIEs, SIRs, in an under-researched emerging transition economy context.

目的归国过程往往涉及具有挑战性和意想不到的重新适应问题,导致归国人员的高流失率。然而,研究主要集中在公司委派(CA)的归国人员的再入境决定和经历上,而对自行回国的外派人员(SIEs)(即自发归国人员(SIRs))的研究却很有限,尤其是在新兴转型经济体。本研究建立并检验了一个模型,以解释影响越南专业 SIR 离职意向的因素,以及回国重新适应如何影响他们的意向。研究结果表明,工作和生活上的回国适应困难对离职意向有显著的正向影响,而只有生活上的回国适应困难会通过生活不满意度产生间接影响。此外,文化距离对回国适应困难和离职意向也有积极影响。SIR的在职嵌入性和离职嵌入性分别负向调节了回国工作和生活适应困难对离职意向的影响。 原创性/价值 本研究建立了一个理论模型,解释了回国困难如何影响 SIR 的离职意向,并考虑了包括文化距离和嵌入性在内的背景因素。研究强调了工作嵌入性作为一种社会和组织支持形式,在管理与回国相关的心理挑战方面对 SIR 的重要性,这有助于降低离职率和留住高技能人才。此外,本研究还扩展了在新兴转型经济背景下对研究不足的 SIEs(SIRs)子群体的遣返研究。
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引用次数: 0
On working from home in European countries 关于在欧洲国家在家工作
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-06 DOI: 10.1108/ijm-02-2023-0080
Vahagn Jerbashian, Montserrat Vilalta-Bufí

Purpose

The authors analyzed the evolution of working from home (WFH) within industries in 12 European countries in the period 2008–2017 and studied its relationship with information and communication technologies (ICT).

Design/methodology/approach

The authors used data from the European Union Labour Force Survey (EU-LFS) to document the trends and levels of WFH within industries in 12 European countries. The authors further used the EU-KLEMS database and a difference-in-difference approach to study whether the fall in prices of ICT is associated with a higher share of employees who work from home in industries that depend more on ICT relative to industries that depend less.

Findings

The authors show that WFH has increased almost everywhere and that there is significant heterogeneity across industries. The authors provide evidence that the fall in prices of ICT is associated with a higher share of employees who work from home in industries that depend more on ICT relative to industries that depend less. This result also holds within age, gender and occupation groups. While the authors find no significant differences among gender and occupation groups, the positive association between the fall in ICT prices and WFH increases with age.

Originality/value

This paper has two main contributions: First, it reports that WFH has increased in European countries in the period 2008–2017. Second, it provides new explorations about the relationship between ICT and WFH by using the price variation of ICT.

目的分析2008-2017年12个欧洲国家的行业内在家工作(WFH)的演变,并研究其与信息通信技术(ICT)的关系。设计/方法/方法作者使用来自欧盟劳动力调查(EU-LFS)的数据来记录12个欧洲国家各行业的工作岗位的趋势和水平。作者进一步使用EU-KLEMS数据库和差异中的差异方法来研究信息通信技术价格的下降是否与依赖信息通信技术的行业中在家工作的员工比例较高有关。研究结果表明,WFH几乎在所有地方都有所增加,而且各行业之间存在显著的异质性。作者提供的证据表明,与依赖信息通信技术较少的行业相比,依赖信息通信技术的行业中在家办公的员工比例更高,这与信息通信技术价格的下降有关。这一结果也适用于年龄、性别和职业群体。虽然作者发现性别和职业群体之间没有显著差异,但ICT价格下降与WFH之间的正相关关系随着年龄的增长而增加。本文有两个主要贡献:首先,它报告了2008-2017年期间欧洲国家的WFH有所增加。其次,利用信息通信技术的价格变化,对信息通信技术与WFH的关系进行了新的探索。
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引用次数: 0
From zero to Hero: effect of gender diversity on corporate social performance in Brazil 从零到英雄:性别多样性对巴西企业社会绩效的影响
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-05 DOI: 10.1108/ijm-06-2023-0347
Alan Bandeira Pinheiro, Nágela Bianca do Prado, Ana Julia Batistella, Cintia De Melo de Albuquerque Ribeiro, Sady Mazzioni

Purpose

The purpose of this study is to examine the effect of board gender diversity on corporate social performance (CSP) in Brazilian companies.

Design/methodology/approach

This research collected available information on the CSP, financial performance and governance of Brazilian companies for five years (2016–2020). The dependent variable of this study is CSP (workforce, human rights, community and respect for the product). The independent variable is gender diversity. The authors control financial performance, the presence of a social responsibility committee and the industry sector. The data were analyzed using the dynamic panel data system, which is the generalized method of moments (GMM) estimator.

Findings

This empirical investigation confirmed the hypothesis that the female presence on boards has a positive effect on the CSP of Brazilian companies. The findings of this study are consistent with previous studies. The authors' results suggest that women are more socially aware and exhibit more social corporate behavior.

Practical implications

Supplementing financial reports with nonfinancial information draws the attention of regulators and shareholders. Companies can also create human resources policies for appointing women to senior management positions and a succession plan that values the talent that women bring to companies.

Originality/value

A critical mass of women on the board can provide an effective balance, considering the diversity of backgrounds and experiences between men and women. Just one woman on the board can mean representation and resistance, but with a critical amount, female directors can have a voice and help formulate strategies aimed at CSP.

本研究的目的是检验董事会性别多样性对巴西公司社会绩效(CSP)的影响。设计/方法/方法本研究收集了巴西公司五年(2016-2020)的CSP、财务绩效和治理方面的现有信息。本研究的因变量为CSP(劳动力、人权、社区和对产品的尊重)。自变量是性别多样性。作者控制着财务业绩、社会责任委员会的存在和行业部门。采用广义矩量估计法(GMM)动态面板数据系统对数据进行分析。本实证研究证实了巴西公司董事会女性成员对CSP有积极影响的假设。本研究的结果与以往的研究结果一致。作者的研究结果表明,女性更有社会意识,表现出更多的社会团体行为。在财务报告中补充非财务信息引起了监管机构和股东的关注。公司还可以制定人力资源政策,任命女性担任高级管理职位,并制定继任计划,重视女性为公司带来的才能。考虑到男性和女性背景和经验的多样性,董事会中女性的数量达到一定数量可以提供有效的平衡。董事会中只有一名女性可能意味着代表权和阻力,但有了足够的女性董事,女性董事就可以有发言权,并帮助制定针对CSP的战略。
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引用次数: 0
Analysis of gender wage gap and the Nigerian labour market: a new empirical evidence 性别工资差距与尼日利亚劳动力市场分析:一个新的经验证据
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-05 DOI: 10.1108/ijm-11-2022-0549
Anthony Orji, Emmanuel O. Nwosu

Purpose

This study investigated the gender wage gap in Nigeria by analysing two waves of household surveys (in 2003–2004 and 2018–2019) in order to understand the dynamics or polarisation of the labour market in Nigeria in terms of the gender wage gap over time.

Design/methodology/approach

The study applied an extension of Oaxaca–Blinder decomposition that relies on the re-centred influence function (RIF) regressions to analyse the gender wage gap at all points along the wage distribution.

Findings

The results unambiguously show that there is a significant gender wage gap in Nigeria at all points along the wage distribution, such that for the two surveys used and after nearly two decades, men still earn more than women. That is, the log wage difference between males and females is statistically significant at all points between the 10th and the 90th quantiles. In 2003–2004 period, the authors found that most of the wage difference was significantly accounted for by the wage structure effect, whilst the composition effect was negative and only significant at the bottom of the wage distribution. Since the 2018–2019 period, the authors found that there has been a visible change such that most of the gender wage gap is now accounted for by the composition effect at all points along the wage distribution. Another interesting finding is that there has been a general decline in the gender wage gap along the entire wage distribution, such that inequality was higher in 2003–2004 than in 2018–2019. This decline is bigger at the top than at the bottom of the wage distribution. The authors also found that, contrary to some of the studies on the wage gap, the raw gaps for the two surveys appear to show inverted U-shape, but the gap has fallen quickly since the 2018–2019 period. Thus, the authors found strong evidence of a “sticky floor” compared to a “glass ceiling” effect in both periods, and this becomes more pronounced over time. In terms of the contributions of individual covariates on gender pay gap in Nigeria, the authors found that urban residence, unionisation, education and occupation variables exhibit major influence. However, the effects of covariates on the composition and wage structure components of the wage gap have changed over time.

Practical implications

The major policy implication of these findings is that to address the gender wage gap in Nigeria, policy should focus more on how labour is rewarded and improving human capital for women.

Originality/value

This study is a novel paper in Nigeria that has investigated the gender wage gap in Nigeria by extending the focus of literature in three ways. First, the authors applied an extension of Oaxaca–Blinder decomposition that relies on the RIF regressions to analyse the gender wage gap at all points along the wage distrib

本研究通过分析两波家庭调查(2003-2004年和2018-2019年)来调查尼日利亚的性别工资差距,以了解尼日利亚劳动力市场在性别工资差距方面的动态或两极分化。设计/方法/方法本研究采用了瓦哈卡-布林德分解的扩展,该分解依赖于重新集中的影响函数(RIF)回归来分析工资分布中所有点上的性别工资差距。研究结果明确表明,尼日利亚在工资分配的各个方面都存在着显著的性别工资差距,因此,在使用的两次调查中,在近20年后,男性的收入仍然高于女性。也就是说,在第10到90分位数之间的所有点上,男女工资的对数差异在统计上都是显著的。在2003-2004年期间,作者发现工资结构效应显著地解释了大部分工资差异,而构成效应为负,仅在工资分布的底部显著。作者发现,自2018-2019年期间以来,出现了一个明显的变化,即性别工资差距的大部分现在都是由工资分布中所有点的构成效应来解释的。另一个有趣的发现是,在整个工资分配中,性别工资差距普遍缩小,2003-2004年的不平等程度高于2018-2019年。这种下降在工资分配的顶部比底部更大。作者还发现,与一些关于工资差距的研究相反,这两项调查的原始差距似乎呈倒u形,但自2018-2019年以来,差距迅速缩小。因此,作者发现了强有力的证据,证明在这两个时期都存在“粘地板”效应,而不是“玻璃天花板”效应,而且随着时间的推移,这种效应变得更加明显。就单个协变量对尼日利亚性别工资差距的贡献而言,作者发现城市居住、工会组织、教育和职业变量表现出主要影响。然而,随着时间的推移,协变量对工资差距的组成和工资结构成分的影响发生了变化。这些研究结果的主要政策含义是,要解决尼日利亚的性别工资差距问题,政策应更多地关注如何奖励劳动力和改善妇女的人力资本。原创性/价值本研究是尼日利亚的一篇新颖的论文,通过三种方式扩展文学的重点,调查了尼日利亚的性别工资差距。首先,作者应用了瓦哈卡-布林德分解的扩展,该分解依赖于RIF回归来分析工资分布中所有点的性别工资差距。其次,作者使用样本选择偏差来解释参与工资就业的非随机性。第三,作者对两波家庭调查(2003/2004年和2018/2019年)进行了类似的分析,以了解尼日利亚劳动力市场随着时间的推移在性别工资差距方面的动态或两极分化。
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引用次数: 0
HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation 基于组织分析成熟度的人力资源管理采用:考察制度理论、资源基础观和创新扩散的作用
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-04 DOI: 10.1108/ijm-10-2022-0496
Despoina Ioakeimidou, Dimitrios Chatzoudes, Symeon Symeonidis, Prodromos Chatzoglou

Purpose

This study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory, Resource-Based View and Diffusion of Innovation) in adopting Human Resource Analytics (HRA).

Design/methodology/approach

A new conceptual framework (research model) is developed based on previous research and coherent theoretical arguments. Its factors are classified using the Technology–Organization–Environment (TOE) framework. Research hypotheses are tested using primary data collected from 152 managers of Greek organizations. Empirical data are analyzed using the “Structural Equation Modelling” (SEM) technique.

Findings

The technological and organizational context proved extremely important in enhancing Organizational Analytics Maturity (OAM) and HRA adoption, while the environmental context did not. Relative advantage and top management support were found to significantly impact the adoption of HRA, while Information Technology (IT) infrastructure, human resource capabilities and top management support are crucial for increasing OAM. Overall, the latter is the most important factor in enhancing HRA adoption.

Originality/value

This study contributes to the limited published research on HRA adoption while at the same time it can be used as a guideline for future research. The novel findings offer insights into the factors impacting OAM and HRA adoption.

本研究旨在发展并检验一个原始的概念框架,以考察从制度理论、资源基础观和创新扩散理论中借鉴的各种因素在采用人力资源分析(HRA)中的作用。设计/方法/方法一个新的概念框架(研究模型)是基于先前的研究和连贯的理论论据。使用技术-组织-环境(TOE)框架对其因素进行分类。研究假设使用从希腊组织的152名管理人员收集的原始数据进行检验。利用“结构方程建模”(SEM)技术对经验数据进行分析。技术和组织背景被证明在提高组织分析成熟度(OAM)和HRA采用方面极其重要,而环境背景则不然。研究发现,相对优势和高层管理人员的支持显著影响人力资源管理的采用,而信息技术(IT)基础设施、人力资源能力和高层管理人员的支持对提高OAM至关重要。总的来说,后者是促进人力资源管理法采用的最重要因素。原创性/价值本研究既弥补了已发表的有限的HRA采用研究的不足,又可为今后的研究提供指导。这些新发现为影响OAM和HRA采用的因素提供了见解。
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引用次数: 0
The impact of the US–China trade war on Taiwanese firms' R&D investment and outward investment to technologically advanced countries 中美贸易战对台湾企业研发投资及向技术先进国家对外投资的影响
IF 4.4 3区 管理学 Q1 Business, Management and Accounting Pub Date : 2023-12-01 DOI: 10.1108/ijm-02-2023-0073
Y. Lai, Santanu Sarkar
Purpose The purpose of this paper is to understand the impending relationship between the impact of the US–China trade war on Taiwanese firms' spending on R&D and their offshore investment in technologically advanced countries (TAC), the authors examined if changes in these firms' R&D ratios and the growing presence of skilled workers in Taiwan's labour market during the trade war have affected their offshore investments in TAC.Design/methodology/approach Using a model built on pooled cross-sectional time-series data from 2012–2019, the authors examined whether a change in R&D ratios of domestic firms in Taiwan and the growing presence of skilled workers in Taiwan's labour market have affected the offshore investment by these firms during the trade war. Using data from the Manpower Utilisation Survey, the authors applied differences–in–differences–in–differences and differences–in–differences–in–differences–in–differences estimation methods and found that the trade war indeed gave a boost to Taiwan's job market, particularly for skilled workers.Findings From the estimation results, the authors noticed a rise in employment opportunities alongside a decline in the earnings of skilled workers in industries where more firms have spent on R&D as well as invested in offshore operations. However, firms in Taiwan that had not heavily spent on R&D from industries where investment in foreign operations was otherwise high have also attracted skilled workers during the trade war.Practical implicationsAn in-depth analysis of the impact of the trade war on domestic firms' spending on R&D and their investment in offshore operations in TAC should be helpful to policymakers interested in understanding the effects of the trade war and subsequent changes in firms' spending on R&D on labour market outcomes. If changes in the R&D ratios and a steady supply of skilled workers influenced the outflow of Foreign Direct Investment (FDI) to TAC, this insight could be helpful for those devising policies and measures to curb the impact of the trade war on domestic spending on R&D.Originality/value The study findings not only provide broad lessons to policymakers in Taiwan, but the country case study can guide growing economies that are equally careful while perceiving trade war as a significant deterrent to domestic R&D spending and the outflow of FDI.
本文的目的是了解中美贸易战对台湾企业研发支出的影响与他们在技术先进国家(TAC)的离岸投资之间即将发生的关系,作者研究了这些公司的研发比例的变化以及台湾劳动力市场中熟练工人的增加是否影响了他们在TAC的离岸投资。设计/方法/方法作者利用2012-2019年的汇总横截面时间序列数据建立模型,研究了台湾国内企业研发比例的变化和台湾劳动力市场中技术工人的增加是否影响了这些企业在贸易战期间的海外投资。利用人力利用调查的数据,作者运用差异中差异和差异中差异的估计方法,发现贸易战确实促进了台湾的就业市场,特别是对熟练工人而言。从估计结果中,作者注意到,在更多公司投入研发和投资离岸业务的行业,就业机会增加,技术工人的收入下降。然而,在贸易战期间,台湾的企业在海外业务投资很高的行业中,没有大量投入研发,也吸引了技术工人。深入分析贸易战对国内企业研发支出及其在TAC的离岸业务投资的影响,应该有助于决策者了解贸易战和企业研发支出的后续变化对劳动力市场结果的影响。如果研发比例的变化和技术工人的稳定供应影响了外国直接投资(FDI)流向TAC,那么这一见解可能有助于制定政策和措施,以遏制贸易战对国内研发支出的影响。研究结果不仅为台湾的政策制定者提供了广泛的经验教训,而且国家案例研究可以指导同样谨慎的增长经济体,同时将贸易战视为国内研发支出和外国直接投资流出的重大阻碍。
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引用次数: 0
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 Business, Management and Accounting 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。
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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 Business, Management and Accounting Pub Date : 2023-11-22 DOI: 10.1108/ijm-10-2023-715
Lin Xiu, Thomas Lange
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引用次数: 0
期刊
International Journal of Manpower
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