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International Journal of Manpower
Number of Followers: 2  
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 0143-7720 - ISSN (Online) 1758-6577
This journal is no longer being updated because:
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  • Determinants of building consistent human resources management systems
    • Pages: 354 - 377
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 354-377, June 2018.
      Purpose While previous human resources management (HRM) studies have focused on human resources (HR) practices to explain the strategic HRM-performance link, organizational communication is studied as a key HRM process and an alternative perspective explains the factors influencing communication implementation and subsequently internal HRM system consistency. The paper aims to discuss these issues. Design/methodology/approach HR decision makers’ human capital is examined as a determinant of communication implementation by applying the partial least squares approach to a sample of 120 Spanish HR managers. Findings The results confirm the relevance of HR decision makers’ cognitive skills, showing that communication of HRM strategy does not appear to require a particular cognitive approach but rather a balance of creative and rational skills. Additionally, the findings suggest that appropriate communication implementation improves the internal consistency of the HRM system by creating coherent HR messages about the implemented practices. Originality/value This study presents three main contributions: analyzing conditions that promote more appropriate communication implementation; providing a process perspective instead of the traditional content focus to explain HRM, and deepening the ways in which communication affects the internal consistency of the HRM system.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:52:10Z
      DOI: 10.1108/IJM-06-2016-0140
      Issue No: Vol. 39, No. 3 (2018)
  • Occupational segregation and wage differences: the case of Poland
    • Pages: 378 - 397
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 378-397, June 2018.
      Purpose The purpose of this paper is to analyse the relation between occupational segregation and the gender wage differences using data on three-digit occupational level of classification. The authors examine whether a statistically significant relation between the share of men in employment and the size of the unexplained part of the gender wage gap exists. Design/methodology/approach Traditional Oaxaca (1973) – Blinder (1973) decomposition is performed to examine the differences in the gender wage gaps among minor occupational groups. Two types of reweighted decomposition – based on the parametric estimate of the propensity score and non-parametric proposition presented by Barsky et al. (2002) – are used as the robustness check. The analysis is based on individual data available from Poland. Findings The results indicate no strong relation between occupational segregation and the size of unexplained differences in wages. The unexplained wage differences are the smallest in strongly female-dominated and mixed occupations; the highest are observed in male-dominated occupations. However, they are probably to a large extent the result of other, difficult to include in the econometric model, factors rather than the effects of wage discrimination: differences in the psychophysical conditions of men and women, cultural background, tradition or habits. The failure to take them into account may result in over-interpreting the unexplained parts as gender discrimination. Research limitations/implications The highest accuracy of the estimated gender wage gap is obtained for the occupational groups with a similar proportion of men and women in employment. In other male- or female-dominated groups, the size of the estimated gender wage gaps depends on the estimation method used. Practical implications The results suggest that decreasing the degree of segregation of men and women in different occupations could reduce the wage differences between them, as the wage discrimination in gender balanced occupations is the smallest. Originality/value To the best of the authors’ knowledge, this study is one of the few conducted at such a disaggregated level of occupations, and one of few studies focused on Central and Eastern European countries and the first one for Poland.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:51:54Z
      DOI: 10.1108/IJM-07-2016-0141
      Issue No: Vol. 39, No. 3 (2018)
  • Valuation of employment decision criteria
    • Pages: 398 - 413
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 398-413, June 2018.
      Purpose The purpose of this paper is to expand our understanding of the decisions on labour supply, with particular attention given to the role of conditions of a contract between an employer and an employee. In the paper the value, from the employee’s perspective, of different characteristics of an employment contract are assessed. Design/methodology/approach Discrete choice experiment methodology is applied to evaluate employment attributes. Using data from a dedicated survey of students and graduates of social sciences in Poland, parameters of the employment-related utility function are estimated with a multinomial logit model and random parameter logistic regression. Due to the opt-out alternative in the design, reservation wages for different types of contracts are calculated. Findings The paper suggests that development conditions and psychological aspects of work are extremely important for employees’ decisions and their reservation wages. Research limitations/implications Due to limitations related to data generation process, generalisation of the results to the whole population is not possible. Practical implications The results of the study may help to develop tools of contract optimisation and remuneration systems. Such tools might lead to improvements in the efficiency of contracts in the labour market by simultaneously reducing employment costs and increasing workers’ utility. Originality/value The analysis of preferences and reservation wages contributes to our understanding of the observed wage differentials. It also helps to understand some apparent paradoxes of the labour supply behaviour, which are impossible to explain within the traditional approach to wage modelling.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:51:50Z
      DOI: 10.1108/IJM-09-2016-0165
      Issue No: Vol. 39, No. 3 (2018)
  • Brazilian managers’ ageism: a multiplex perspective
    • Pages: 414 - 433
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 414-433, June 2018.
      Purpose The purpose of this paper is to explore the Brazilian managers’ attitudes toward older workers, and how those attitudes explain HRM decisions in hypothetical scenarios. Design/methodology/approach Brazilian managers (n=201) reported their attitudes toward older workers and their decisions in scenarios involving an older vs a younger applicant/worker. Findings In spite of expressing positive attitudes toward older workers, a significant number of managers chose a younger one even when the older worker is described as more productive. To build a better understanding of how attitudes predict decisions, it is necessary to identify attitudinal profiles and the interplay between attitudinal dimensions, rather than simply studying each dimension separately. Attitudinal profiling also shows that some managers discriminate against younger workers, a finding, that is, ignored when (only) regressions are taken into account. The managers’ attitudes and behavioral intentions relate with their age. Evidence does not support the double jeopardy effect against older women workers. Research limitations/implications The sample is small. The scenarios cover a reduced number of HRM decisions. The data about attitudes and decisions were collected simultaneously from a single source. The findings may be influenced by idiosyncrasies of the context. Future studies should also consider real situations, not hypothetical ones. Practical implications Efforts must be made (e.g. via training and development) to raise managers’ awareness about the consequences of ageism in organizations. Originality/value Empirical studies about managers’ perceptions/attitudes toward older workers are scarce. Studies in the Brazilian context are even scarcer.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:51:58Z
      DOI: 10.1108/IJM-09-2016-0167
      Issue No: Vol. 39, No. 3 (2018)
  • Linking leadership practices to performance of the US federal agencies
    • Pages: 434 - 454
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 434-454, June 2018.
      Purpose The mechanism by which leadership influences organizational performance has largely been unexplained. This study intends to fill this gap. This study identified the six specific leadership practices: promoting inter-unit collaboration, managing diversity, providing performance feedback, ensuring goal directedness, developing employees, and resource provision. This study also identified a number of generic functions of leadership, that is, promoting cooperation, clarifying employees’ roles, and improving skills in organization. Then the mediating effects of the three generic functions were tested in order to link the specific leadership practices to organizational performance. The paper aims to discuss these issues. Design/methodology/approach Structural equation modeling was used for analyzing the data from the 2014 Federal Employee Viewpoint Survey to investigate the mediating model. Findings The effects of the six specific leadership practices on organizational performance were mediated by the three generic leadership functions. Originality/value The result of this study delineated the linking paths between leadership practices and organizational performance which has largely remained as a black box. Moreover, since the specific leadership practices are categorized by the generic functions that are instrumental for organizational performance, it provides theoretical and empirical grounds for managerial prescriptions for improving organizational performance.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:52:03Z
      DOI: 10.1108/IJM-09-2016-0168
      Issue No: Vol. 39, No. 3 (2018)
  • Minimum wages effects on low-skilled workers in less developed regions of
    • Pages: 455 - 467
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 455-467, June 2018.
      Purpose The purpose of this paper is to estimate the causal effect of minimum wages on the employment of low-skilled workers in less developed regions of China. Design/methodology/approach Based on data from the China Health and Nutrition Survey, a double-difference (DD) methodology is used to compare the employment of low-skilled individuals before and after a minimum wage increase in their provinces with a comparison group of individuals in provinces that did not have a minimum wage increase. Also, a triple-difference methodology (DDD) is used that also includes an additional control group of highly educated workers as a within-province internal comparison group that should not be affected by a minimum wage increase. Findings No evidence of an adverse employment effect is found in any of the 36 different estimates, consistent with recent US evidence that uses a similar DD methodology. Research limitations/implications The data are not national representative; rather heavily weighted towards the less developed Central, Western and parts of the Eastern Regions of China. This may partially explain the absence of the theoretically expected adverse employment effect. Other related reasons are discussed, including: lack of enforcement in those less developed regions; a large presence of state-owned enterprises in the regions where employment security clause remains intact; the relatively less developed labour markets in the regions including where employers may behave in a monopsony fashion in their labour markets; shock effects; and cost offsets from reduced fringe benefits and increases in the pace of work. This paper was unable to disentangle the separate effect of these possible factors. Originality/value This is one of the few studies on minimum wages in China to focus on low-skilled workers in less developed regions, to use individuals as the unit of observation rather than aggregates, and to provide causal estimates based on DD and DDD methodologies.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:51:53Z
      DOI: 10.1108/IJM-10-2016-0189
      Issue No: Vol. 39, No. 3 (2018)
  • Authoritarian leadership supervisor support and workers’ compulsory
           citizenship behavior
    • Pages: 468 - 485
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 468-485, June 2018.
      Purpose Drawing on uncertainty management theory, the purpose of this paper is to propose that experiencing the authoritarian leadership (AL) will weaken followers’ self-efficacy, which induces their compulsory citizenship behaviors (CCBs), defined as workers’ unwilling prosocial behaviors in helping colleagues. Design/methodology/approach Survey/regression: data collected from Taiwanese workers supports the proposal. Findings The results not only support the proposal but also show that supervisor support will exacerbate the negative effect of AL with workers’ self-efficacy. Further, workers’ political skill will attenuate the above relationship. Originality/value This study complements scholarly knowledge about how AL, supervisor support, and political skill together influence workers’ self-efficacy, which then induces CCBs. The findings also remind supervisors not to offer support while at the same time demonstrating an AL style.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:52:06Z
      DOI: 10.1108/IJM-10-2016-0191
      Issue No: Vol. 39, No. 3 (2018)
  • The contrary effects of intrinsic and extrinsic motivations on burnout and
           turnover intention in the public sector
    • Pages: 486 - 500
      Abstract: International Journal of Manpower, Volume 39, Issue 3, Page 486-500, June 2018.
      Purpose Based on motivation theories, such as self-determination theory, the purpose of this paper is to examine whether intrinsic and extrinsic motivations significantly influence burnout and turnover intention in the public sector. Furthermore, the authors assessed the mediating effect of organizational citizenship behavior (OCB) and public service motivation (PSM) on the relationship between intrinsic/extrinsic motivation and burnout/turnover intention. Design/methodology/approach Based on a survey of 203 public employees from local governments in South Korea, this study conducted ordinary least squares regression analysis to investigate the relationships among intrinsic/extrinsic motivation, OCB, PSM, and burnout/turnover intention. Findings The authors found that intrinsic motivation had a significantly negative effect on both burnout and turnover intention. Extrinsic motivation had a significantly positive effect only on burnout. Lastly, OCB and PSM had a mediating effect on the relationships between intrinsic motivation and burnout. Originality/value These results provide some insights into the effects of job motivation on burnout and turnover intention in the public sector. Particularly, this research highlights the importance of intrinsic motivation, OCB, and PSM in decreasing burnout and the importance of intrinsic motivation in decreasing turnover intention of public employees.
      Citation: International Journal of Manpower
      PubDate: 2018-05-15T08:52:22Z
      DOI: 10.1108/IJM-03-2017-0053
      Issue No: Vol. 39, No. 3 (2018)
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