Subjects -> BUSINESS AND ECONOMICS (Total: 3570 journals)
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BUSINESS AND ECONOMICS (1248 journals)            First | 1 2 3 4 5 6 7 | Last

Showing 401 - 600 of 1566 Journals sorted alphabetically
Hak İş Uluslararası Emek ve Toplum Dergisi     Open Access  
Handbook of Environmental Economics     Full-text available via subscription   (Followers: 2)
Harput Araştırmaları Dergisi     Open Access  
Harvard Business Review     Full-text available via subscription   (Followers: 828)
Harvard Deusto Business Research     Open Access   (Followers: 6)
Hatyai Academic Journal     Open Access  
Health Economics, Policy and Law     Hybrid Journal   (Followers: 26)
High Frequency     Hybrid Journal  
Historical Materialism     Hybrid Journal   (Followers: 14)
History of Retailing and Consumption     Hybrid Journal   (Followers: 1)
HMD Praxis der Wirtschaftsinformatik     Hybrid Journal  
HOLISTICA ? Journal of Business and Public Administration     Open Access  
Homo Oeconomicus     Hybrid Journal   (Followers: 1)
Horizontes Empresariales     Open Access  
Human Resource Development Review     Hybrid Journal   (Followers: 27)
Humanistic Management Journal     Hybrid Journal  
Humanities and Social Sciences Communications     Open Access   (Followers: 4)
IBT Journal of Business Studies     Open Access  
iBusiness     Open Access   (Followers: 2)
ICSES Transactions on Image Processing and Pattern Recognition     Full-text available via subscription  
IdeAs. Idées d'Amérique     Open Access  
Identity     Hybrid Journal   (Followers: 9)
Ids Research Reports     Hybrid Journal  
Ids Working Papers     Hybrid Journal  
IEEE Industrial Electronics Magazine     Full-text available via subscription   (Followers: 123)
IIM Kozhikode Society & Management Review     Hybrid Journal   (Followers: 1)
IISE Transactions on Healthcare Systems Engineering     Hybrid Journal   (Followers: 2)
IJIBE (International Journal of Islamic Business Ethics)     Open Access  
IMA Journal of Management Mathematics     Hybrid Journal   (Followers: 1)
Indian Journal of Human Development     Hybrid Journal  
Indikator : Jurnal Ilmiah Manajemen & Bisnis     Open Access  
Indonesian Journal of Sustainability Accounting and Management     Open Access  
Industrial and Commercial Training     Hybrid Journal   (Followers: 2)
Industrial and Corporate Change     Hybrid Journal   (Followers: 12)
Industrial Law Journal     Hybrid Journal   (Followers: 29)
Industrial Relations Journal     Hybrid Journal   (Followers: 25)
Industry and Higher Education     Full-text available via subscription   (Followers: 10)
Industry and Innovation     Hybrid Journal   (Followers: 10)
Information and Organization     Hybrid Journal   (Followers: 31)
Information Economics and Policy     Hybrid Journal   (Followers: 5)
Information Systems Management     Hybrid Journal   (Followers: 10)
Information Systems Management and Innovation     Open Access   (Followers: 2)
Information Technology for Development     Hybrid Journal   (Followers: 10)
Informs Journal on Applied Analytics:     Full-text available via subscription   (Followers: 15)
INMR - Innovation & Management Review     Open Access  
INNOTEC Gestión     Open Access   (Followers: 1)
Innovar     Open Access  
Innovation Policy and the Economy     Full-text available via subscription   (Followers: 7)
Inquietud Empresarial     Open Access  
Insights into Regional Development     Open Access   (Followers: 3)
Integrated Journal of Business and Economics     Open Access  
Intereconomics     Hybrid Journal   (Followers: 1)
Interfases     Open Access  
International Advances in Economic Research     Hybrid Journal   (Followers: 6)
International Area Studies Review     Hybrid Journal   (Followers: 4)
International Business & Economics Research Journal     Open Access   (Followers: 8)
International Business Research     Open Access   (Followers: 6)
International Entrepreneurship Review     Full-text available via subscription  
International Finance     Hybrid Journal   (Followers: 26)
International Humanities and Applied Science Journal     Open Access  
International Journal for Academic Development     Hybrid Journal   (Followers: 13)
International Journal of Academic Research in Business, Arts & Science     Open Access  
International Journal of Accounting & Finance Review     Open Access  
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Advanced Statistics and IT&C for Economics and Life Sciences     Open Access  
International Journal of Advertising     Full-text available via subscription   (Followers: 22)
International Journal of Applied Business     Open Access   (Followers: 1)
International Journal of Applied Business and Information Systems     Open Access  
International Journal of Applied Decision Sciences     Hybrid Journal   (Followers: 1)
International Journal of Auditing     Hybrid Journal   (Followers: 4)
International Journal of Bank Marketing     Hybrid Journal   (Followers: 4)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 14)
International Journal of Behavioral Development     Hybrid Journal   (Followers: 5)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 9)
International Journal of Business Administration     Open Access   (Followers: 6)
International Journal of Business and Data Analytics     Hybrid Journal   (Followers: 2)
International Journal of Business and Globalisation     Hybrid Journal   (Followers: 3)
International Journal of Business and Management     Open Access   (Followers: 13)
International Journal of Business and Social Research     Open Access   (Followers: 4)
International Journal of Business Communication     Hybrid Journal   (Followers: 10)
International Journal of Business Competition and Growth     Hybrid Journal   (Followers: 3)
International Journal of Business Environment     Hybrid Journal   (Followers: 3)
International Journal of Business Excellence     Hybrid Journal   (Followers: 4)
International Journal of Business Information Systems     Hybrid Journal   (Followers: 14)
International Journal of Business Innovation and Research     Hybrid Journal   (Followers: 11)
International Journal of Business Performance and Supply Chain Modelling     Hybrid Journal   (Followers: 8)
International Journal of Business Reflections     Open Access   (Followers: 2)
International Journal of Business Science and Applied Management     Open Access   (Followers: 1)
International Journal of Business, Humanities, Education and Social Sciences     Open Access   (Followers: 1)
International Journal of Community Development and Management Studies (IJCDMS)     Open Access  
International Journal of Competitiveness     Hybrid Journal   (Followers: 1)
International Journal of Computational Economics and Econometrics     Hybrid Journal   (Followers: 6)
International Journal of Corporate Social Responsibility     Open Access   (Followers: 1)
International Journal of Corporate Strategy and Social Responsibility     Hybrid Journal   (Followers: 4)
International Journal of Critical Infrastructures     Hybrid Journal   (Followers: 2)
International Journal of Cross Cultural Management     Hybrid Journal   (Followers: 7)
International Journal of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 19)
International Journal of Data Analysis Techniques and Strategies     Hybrid Journal   (Followers: 17)
International Journal of Decision Support System Technology     Full-text available via subscription   (Followers: 1)
International Journal of Diplomacy and Economy     Hybrid Journal   (Followers: 7)
International Journal of E-Entrepreneurship and Innovation     Full-text available via subscription   (Followers: 6)
International Journal of East Asian Studies     Open Access   (Followers: 2)
International Journal of Econometrics and Financial Management     Open Access   (Followers: 4)
International Journal of Economic Policy in Emerging Economies     Hybrid Journal   (Followers: 4)
International Journal of Economic Practices and Theories     Open Access   (Followers: 5)
International Journal of Economics and Business Research     Hybrid Journal   (Followers: 4)
International Journal of Economics, Management and Accounting     Open Access   (Followers: 1)
International Journal of Electronic Business     Hybrid Journal   (Followers: 2)
International Journal of Electronic Commerce     Full-text available via subscription   (Followers: 10)
International Journal of Electronic Democracy     Hybrid Journal   (Followers: 1)
International Journal of Electronic Finance     Hybrid Journal   (Followers: 5)
International Journal of Emerging Markets     Hybrid Journal   (Followers: 3)
International Journal of Employment Studies     Full-text available via subscription   (Followers: 8)
International Journal of Enterprise Information Systems     Full-text available via subscription  
International Journal of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 7)
International Journal of Entrepreneurial Knowledge     Open Access   (Followers: 2)
International Journal of Entrepreneurship and Innovation     Full-text available via subscription   (Followers: 13)
International Journal of Environment and Sustainable Development     Hybrid Journal   (Followers: 17)
International Journal of Environment, Workplace and Employment     Hybrid Journal   (Followers: 7)
International Journal of Exergy     Hybrid Journal   (Followers: 2)
International Journal of Finance & Economics     Hybrid Journal   (Followers: 33)
International Journal of Financial Studies     Open Access   (Followers: 4)
International Journal of Forecasting     Hybrid Journal   (Followers: 35)
International Journal of Foresight and Innovation Policy     Hybrid Journal   (Followers: 6)
International Journal of Gender and Entrepreneurship     Hybrid Journal   (Followers: 5)
International Journal of Global Business and Competitiveness     Hybrid Journal  
International Journal of Globalisation and Small Business     Hybrid Journal   (Followers: 13)
International Journal of Green Economics     Hybrid Journal   (Followers: 6)
International Journal of Happiness and Development     Hybrid Journal   (Followers: 6)
International Journal of Industrial Organization     Hybrid Journal   (Followers: 29)
International Journal of Information and Decision Sciences     Hybrid Journal   (Followers: 10)
International Journal of Information Quality     Hybrid Journal   (Followers: 3)
International Journal of Information Systems for Crisis Response and Management     Full-text available via subscription   (Followers: 3)
International Journal of Information Technologies and Systems Approach     Full-text available via subscription  
International Journal of Innovation     Open Access   (Followers: 4)
International Journal of Innovation and Regional Development     Hybrid Journal   (Followers: 8)
International Journal of Innovation and Sustainable Development     Hybrid Journal   (Followers: 8)
International Journal of Innovation in the Digital Economy     Full-text available via subscription   (Followers: 5)
International Journal of Innovation Science     Hybrid Journal   (Followers: 9)
International Journal of Innovation Studies     Open Access   (Followers: 1)
International Journal of Innovative Technologies in Economy     Open Access  
International Journal of Intelligent Enterprise     Hybrid Journal   (Followers: 1)
International Journal of Intelligent Information and Database Systems     Hybrid Journal   (Followers: 3)
International Journal of Intercultural Relations     Hybrid Journal   (Followers: 16)
International Journal of Islamic Business and Economics     Open Access   (Followers: 1)
International Journal of Islamic Economics and Finance Studies     Open Access   (Followers: 3)
International Journal of IT/Business Alignment and Governance     Full-text available via subscription  
International Journal of Logistics Research and Applications : A Leading Journal of Supply Chain Management     Hybrid Journal   (Followers: 16)
International Journal of Management and Economics     Open Access   (Followers: 2)
International Journal of Management and Social Sciences     Full-text available via subscription   (Followers: 5)
International Journal of Management Economics and Business     Open Access   (Followers: 1)
International Journal of Management Education     Hybrid Journal   (Followers: 11)
International Journal of Management Innovation Systems     Open Access  
International Journal of Management, Economics and Social Sciences     Open Access   (Followers: 7)
International Journal of Managerial Finance     Hybrid Journal   (Followers: 4)
International Journal of Manpower     Hybrid Journal   (Followers: 3)
International Journal of Markets and Business Systems     Hybrid Journal  
International Journal of Mass Customisation     Hybrid Journal  
International Journal of Monetary Economics and Finance     Hybrid Journal   (Followers: 9)
International Journal of Multicriteria Decision Making     Hybrid Journal   (Followers: 8)
International Journal of Multinational Corporation Strategy     Hybrid Journal  
International Journal of Operational Research     Hybrid Journal   (Followers: 3)
International Journal of Organisational Behaviour     Full-text available via subscription   (Followers: 3)
International Journal of Organisational Design and Engineering     Hybrid Journal   (Followers: 3)
International Journal of Organizational Analysis     Hybrid Journal   (Followers: 4)
International Journal of Organizational and Collective Intelligence     Hybrid Journal   (Followers: 1)
International Journal of Pluralism and Economics Education     Hybrid Journal  
International Journal of Process Systems Engineering     Hybrid Journal   (Followers: 1)
International Journal of Qualitative Research in Services     Hybrid Journal   (Followers: 3)
International Journal of Research in Business and Social Science     Open Access   (Followers: 3)
International Journal of Research, Innovation and Commercialisation     Hybrid Journal  
International Journal of Selection and Assessment     Hybrid Journal   (Followers: 9)
International Journal of Servant-Leadership     Full-text available via subscription   (Followers: 2)
International Journal of Six Sigma and Competitive Advantage     Hybrid Journal   (Followers: 4)
International Journal of Social and Organizational Dynamics in IT     Full-text available via subscription   (Followers: 1)
International Journal of Social Economics     Hybrid Journal   (Followers: 7)
International Journal of Statistics & Economics     Full-text available via subscription   (Followers: 6)
International Journal of Strategic Business Alliances     Hybrid Journal   (Followers: 1)
International Journal of Strategic Decision Sciences     Full-text available via subscription   (Followers: 2)
International Journal of Strategic Information Technology and Applications     Full-text available via subscription   (Followers: 1)
International Journal of Strategic Property Management     Open Access   (Followers: 3)
International Journal of Stress Management     Full-text available via subscription   (Followers: 6)
International Journal of Supply Chain and Operations Resilience     Hybrid Journal   (Followers: 3)
International Journal of Sustainable Economy     Hybrid Journal   (Followers: 1)
International Journal of Synergy and Research     Open Access  
International Journal of System Dynamics Applications     Full-text available via subscription  
International Journal of Systems Science : Operations & Logistics     Hybrid Journal  
International Journal of Technoentrepreneurship     Hybrid Journal   (Followers: 1)
International Journal of Technology and Globalisation     Hybrid Journal   (Followers: 3)
International Journal of Technology Diffusion     Full-text available via subscription   (Followers: 1)
International Journal of the Economics of Business     Hybrid Journal   (Followers: 1)
International Journal of Training and Development     Hybrid Journal   (Followers: 11)
International Journal of Transitions and Innovation Systems     Hybrid Journal   (Followers: 1)
International Journal of Work Organisation and Emotion     Hybrid Journal   (Followers: 5)
International Letters of Social and Humanistic Sciences     Open Access  
International Research Journal of Management Science     Open Access   (Followers: 1)
International Review of Economics & Finance     Hybrid Journal   (Followers: 28)
International Review of Finance     Hybrid Journal   (Followers: 9)
International Scientific and Vocational Studies Journal     Open Access  
InternexT - Revista Eletrônica de Negócios Internacionais da ESPM     Open Access  

  First | 1 2 3 4 5 6 7 | Last

Similar Journals
Journal Cover
International Journal of Manpower
Journal Prestige (SJR): 0.365
Citation Impact (citeScore): 1
Number of Followers: 3  
 
Hybrid Journal Hybrid journal   * Containing 5 Open Access Open Access article(s) in this issue *
ISSN (Print) 0143-7720 - ISSN (Online) 1758-6577
Published by Emerald Homepage  [360 journals]
  • High-performance work system and knowledge hoarding: the mediating role
           of competitive climate and the moderating role of high-performance work
           system psychological contract breach

    • Free pre-print version: Loading...

      Authors: Phuong Tran Huy
      Abstract: High-performance work system (HPWS) has been verified as a promoter of both organizational and individual outcomes. However, this research takes the conflicting view of HPWS to examine the impact of HPWS perception on knowledge hoarding. In addition, competitive climate is proposed to mediate the relationship while HPWS psychological contract breach is hypothesized to moderate the HPWS-knowledge hoarding linkage. A quantitative research design is adopted with data collected from 367 MBA and PhD students in Vietnam. Partial least square structural equation modeling is used to test the hypotheses. The perception of HPWS increase knowledge hoarding with competitive climate acting as a partial mediator. HPWS psychological contract breach intensifies the relationship. The research provides additional evidences to support the dark-side view of HPWS on employees' outcomes. The adoption and implementation of HPWS should be clearly announced to reduce perceptions of mismatch between expectation and reality. This study is among the first to investigate the association between HPWS and knowledge hoarding. In addition, the mediating role of competitive climate represents a novelty in HPWS research. Finally, the concept of HPWS psychological contract breach has been introduced to the literature.
      Citation: International Journal of Manpower
      PubDate: 2022-05-19
      DOI: 10.1108/IJM-06-2021-0331
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Disentangling employees' passion and work-related outcomes through the
           lens of cross-cultural examination: a two-wave empirical study

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      Authors: Khalid Mehmood , Fauzia Jabeen , Khadija Ibrahim Salim Al Hammadi , Asma Al Hammadi , Yaser Iftikhar , Moza Tahnoon AlNahyan
      Abstract: Drawing on the self-determination theory, this cross-cultural study aims to examine the associations between the dualistic framework of work passion and work outcomes (job satisfaction, job engagement and workaholism). Using data from a time-lagged design with two-waves, service organizations employees of the UAE (n = 150) and Canada (n = 154) participated in the study. Hierarchical regression analysis is used to analyze the associations among the variables. The study results support the harmonious and obsessive passion relationships with the identified work outcomes. In both the UAE and Canada, harmonious and obsessive passion predicted all three hypothesized work outcomes (workaholism, job satisfaction and job engagement). The study also acknowledged various culture-specific work passion effects. The study encompasses the dichotomy of the work passion paradigm to compare between East and West. The examination of the work passion results offers a precise method to examine in what manner the two types of passion is linked to different work outcomes. Harmonious and obsessive passion is associated with negative (workaholism) and positive (job satisfaction and job engagement) outcomes. Accordingly, the findings strengthen the conceptual outline of the passion construct. Moreover, the research highlighted the importance of enriching the organization's environment with passionate human capital. This study shall help the decision-makers to formulate the suitable strategies to imbibe passion within the work culture. This study contributes to the literature by being the first to compare the influence of harmonious and obsessive passion on work outcomes between the East and West cultures. Also, in this study, we draw upon the self-determination theory to investigate how work passion affects employees' work outcomes in a cross-cultural setting.
      Citation: International Journal of Manpower
      PubDate: 2022-05-18
      DOI: 10.1108/IJM-11-2020-0532
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The effects of minimum wages over the business cycle: the Great
           Recession

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      Authors: Oudom Hean , Nanxin Deng
      Abstract: This paper examines disemployment effects of minimum wages during the period 2002–2010. The authors employ the discontinuity design. The authors find that minimum wages had a significant negative impact on teen employment before the Great Recession. During the Great Recession, the disemployment effects of minimum wages were insignificant. The finding is consistent with the evolution of firms’ market power during the business cycle. The authors attempt to reconcile the debate about the effects of minimum wages on US employment.
      Citation: International Journal of Manpower
      PubDate: 2022-05-13
      DOI: 10.1108/IJM-07-2021-0402
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Sometimes it works: the effect of a reform of the short vocational track
           on school-to-work transition

         This is an Open Access Article Open Access Article

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      Authors: Simona Lorena Comi , Mara Grasseni , Federica Origo
      Abstract: The purpose of this paper is to use the two-way fixed effect (TWFE) methodology to estimate the impact of the reform, exploiting its staggered implementation across regions. The analysis is restricted to graduates from the short vocational track before and after the reform. This paper studies the impact on the length of school-to-work transition of a reform that extended from two to three years the short vocational track in Italy in the early 2000s. The study finds that the reform had a positive impact and reduced school-to-work transition by around five months (a 24% reduction). Moreover, the new short vocational track proved to be extremely effective for migrants and females, whose school-to-work transition was reduced by 1.4 years and 0.9 years, respectively. In implementing the new short vocational track, some regions adopted a quasi-market organization in which private training institutions competed with public schools. This model proved to be more effective in shortening school-to-work transitions, in particular for migrants. This study makes an important contribution to the literature on the labor-market effect of vocational education by showing that lengthening the short vocational track, and changing the overall content of curricula, can speed up school-to-work transition.
      Citation: International Journal of Manpower
      PubDate: 2022-04-28
      DOI: 10.1108/IJM-06-2021-0391
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Evaluating hiring incentives: evidence from Italian firms

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      Authors: Irene Brunetti , Enrica Maria Martino , Andrea Ricci
      Abstract: This paper analyses the effect of a particular Active Labour Market Policy, the hiring incentives, on firms hiring policies. The effects of a programme on firms' behaviour have in fact rarely been evaluated. The analysis is based on micro-data drawn from Rilevazione su Imprese Lavoro (RIL), conducted by Inapp in 2010, 2015 and 2018 on a representative sample of limited liability and partnership firms. The authors apply a policy evaluation framework to investigate the impact of the use of incentives in the short run. The authors infer the counterfactual policy scenario thanks to a survey question that asks about firms' behaviour in the absence of the incentives. The authors also control for firms' unobserved heterogeneity, including firm's fixed effects, and endogeneity issues, estimating a differences-in-differences model that exploit the longitudinal component of the RIL survey. The authors find that the use of at least one incentive scheme in 2017 is associated with an increase in the share of newly hired of about 0.07 percentage point in the short run. Moreover, hiring incentives have a small positive relationship with the share of both young workers and temporary contracts. Finally, these results are robust to endogeneity issues. The analysis provides an updated evaluation of the effectiveness of hiring incentives in Italy by focusing on firms' behaviour rather than on the evolution of individual employment. It identifies the impact by using a rich set of econometric methods as well as counterfactual analysis.
      Citation: International Journal of Manpower
      PubDate: 2022-04-27
      DOI: 10.1108/IJM-06-2021-0360
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Research trends in human resource management. A text-mining-based
           literature review

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      Authors: Katarzyna Piwowar-Sulej , Sławomir Wawak , Małgorzata Tyrańska , Małgorzata Zakrzewska , Szymon Jarosz , Mariusz Sołtysik
      Abstract: The purpose of the study was to detect trends in human resource management (HRM) research presented in journals during the 2000–2020 timeframe. The research question is: How are the interests of researchers changing in the field of HRM and which topics have gained popularity in recent years' The approach adopted in this study was designed to overcome all the limitations specific to the systematic literature reviews and bibliometric studies presented in the Introduction. The full texts of papers were analyzed. The text-mining tools detected first clusters and then trends, moreover, which limited the impact of a researcher's bias. The approach applied is consistent with the general rules of systematic literature reviews. The article makes a threefold contribution to academic knowledge. First, it uses modern methodology to gather and synthesize HRM research topics. The proposed approach was designed to allow early detection of nascent, non-obvious trends in research, which will help researchers address topics of high value for both theory and practice. Second, the results of our study highlight shifts in focus in HRM over the past 19 years. Third, the article suggests further directions of research. In this study, the approach designed to overcome the limitations of using systematic literature review was presented. The analysis was done on the basis of the full text of the articles and the categories were discovered directly from the articles rather than predetermined. The study's findings may, however, potentially be limited by the following issues. First, the eligibility criteria included only papers indexed in the Scopus and WoS database and excluded conference proceedings, book chapters, and non-English papers. Second, only full-text articles were included in the study, which could narrow down the research area. As a consequence, important information regarding the research presented in the excluded documents is potentially lost. Third, most of the papers in our database were published in the International Journal of Human Resource Management, and therefore such trends as “challenges for international HRM” can be considered significant (long-lasting). Another – the fourth – limitation of the study is the lack of estimation of the proportion between searches in HRM journals and articles published in other journals. Future research may overcome the above-presented limitations. Although the authors used valuable techniques such as TF-IDF and HDBSCAN, the fifth limitation is that, after trends were discovered, it was necessary to evaluate and interpret them. That could have induced researchers' bias even if – as in this study – researchers from different areas of experience were involved. Finally, this study covers the 2000–2020 timeframe. Since HRM is a rapidly developing field, in a few years from now academics will probably begin to move into exciting new research areas. As a consequence, it might be worthwhile conducting similar analyses to those presented in this study and compare their results. The present study provides an analysis of HRM journals with the aim of establishing trends in HRM research. It makes contributions to the field by providing a more comprehensive and objective review than analyses resulting from systematic literature reviews. It fills the gap in literature studies on HRM with a novel research approach – a methodology based on full-text mining and a big data toolset. As a consequence, this study can be considered as providing an adequate reflection of all the articles published in journals strictly devoted to HRM issues and which may serve as an important source of reference for both researchers and practitioners. This study can help them identify the core journals focused on HRM research as well as topics which are of particular interest and importance.
      Citation: International Journal of Manpower
      PubDate: 2022-04-26
      DOI: 10.1108/IJM-03-2021-0183
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Expatriate adjustment and subsidiary performance:
           a motivation-hygiene perspective

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      Authors: Sihong Wu , Di Fan , Anaiya Jeetendra Dabasia
      Abstract: Drawing on Herzberg's motivation-hygiene perspective, this study examines the factors affecting expatriate adjustment and the relationship between expatriate adjustment and subsidiary performance of emerging market multinational enterprises (EMNEs). Using structural equation modeling, this study tests a proposed conceptual model based on a matched dataset collected from 38 EMNEs. The findings reveal that perceived organizational support (POS) and family adjustment are positively associated with expatriate adjustment, while remuneration and job burnout have no significant relationships with expatriate adjustment. In addition, expatriate adjustment is positively associated with the foreign subsidiary performance of EMNEs. This study contributes to expatriate adjustment research in the EMNE context by distinguishing motivators and hygiene factors in affecting the expatriates' attitudes toward international assignments. Empirical evidence of expatriate adjustment-subsidiary performance relationship also enriches the authors’ knowledge of EMNEs' expatriation practices.
      Citation: International Journal of Manpower
      PubDate: 2022-04-26
      DOI: 10.1108/IJM-04-2020-0154
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • University to work transition: a literature review

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      Authors: Filomena Izzo , Stefania Mele , Mario Mustilli
      Abstract: This article aims to describe the role universities should play in student to work transition. An objective bibliometric analysis is conducted and supported by qualitative assessments based on authors’ study of relevant papers. Two themes emerge from the analysis: the first on the university's role in students' learning, skills and fits, in the transition process; the second on the university's role in engagement, motivation and support students in university-to-work transition. From the analysis, no indications emerge on how universities could contribute to student-to-work transition in the context of Agenda 2030 for Sustainable Development objectives. Furthermore, training students for the future is not an easy assignment in a fast-changing ecosystem. How can higher education prepare students to face future challenges if we only have partial and incomplete perceptions about possible futures' This vexes many policymakers, organisational leaders and educators. Finally, it could be an interesting next step to repeat the Bibliometrix research using subfield keywords to analyse revealed gaps. The study shows that the topic analysed is complex from the managerial, political and social points of view. The issues addressed by studies in UWT so far, concern various aspects: development of student identity, student engagement, fit between higher education and labour market, student motivation, student emotions and learning approaches. The university-to-work transition theme has become a work in progress effort and will most likely continue for the foreseeable future. Since research into university-to-work transition is fragmented, a comprehensive view of this theme seems necessary. Given the importance of the subject, this study will endeavour to fill this gap with an overall and organic perspective of the issue. This is one of the first attempts to grasp this research stream, which, over time, has paved the way to the intersection between “university-to-work transition” in business, management and educational fields.
      Citation: International Journal of Manpower
      PubDate: 2022-04-25
      DOI: 10.1108/IJM-07-2021-0398
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Exploring how social capital and self-esteem shape career success among
           women in a patriarchal African society: the case of Nigeria

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      Authors: Benedict Ogbemudia Imhanrenialena , Ogohi Daniel Cross , Wilson Ebhotemhen , Benjamin Ibe Chukwu , Ejike Sebastian Oforkansi
      Abstract: The purpose of this research is to investigate how bridging and bonding social capital relate to career success among career women in a patriarchal African society. Further, the intervening role of self-esteem in the association between social capital and career success was examined. Structured questionnaire was used to collect data from 488 Nigerian career women in management cadres in both private and public sectors. Partial least squares structural equation modeling was applied in testing the proposed hypotheses. The outcomes show that bridging social capital has a significant positive relationship with subjective and objective career success. Conversely, bonding social capital has no significant positive relationship with subjective and objective career success. Further analyses show that self-esteem only partially mediates the association between bridging social capital and career success while an insignificant intervening effect of self-esteem on the association between bonding social capital and career success was found. The findings suggest the need for organisations to stimulate a friendly work environment that has a zero-tolerance culture for workplace discrimination against women. This will enable the women to relate with people in the workplace irrespective of gender or cadre to generate more bridging social capital to achieve greater career success. The study extends social capital and career success research to career women in a patriarchal African context as a response to the call for context-specific career research in non-western countries particularly Africa. Second, the study provides empirical evidence that African career woman with bridging social capital can achieve career success irrespective of their self-esteem level amid patriarchal discrimination.
      Citation: International Journal of Manpower
      PubDate: 2022-04-25
      DOI: 10.1108/IJM-07-2021-0410
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Young entrepreneurs and skills mismatch in school-to-work transition:
           empirical evidence from innovation processes managed in Italian NTBFs

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      Authors: Diego Matricano
      Abstract: Diversity in entrepreneurship has become a noteworthy topic of research since consistent differences – and few similarities, if any – exist among entrepreneurial profiles. The present paper aims to compare different entrepreneurial profiles managing innovation processes in new technology-based firms (NTBFs). In particular, attention is focussed on young entrepreneurs who are in a critical phase of their lifelong learning, the school-to-work transition. Statistical elaborations are based on data retrieved from Italian Ministry of Economic Development in January 2021 and carried out through stochastic frontier analyses. Respectively, 1,699 young entrepreneurs, 1,079 female entrepreneurs, 205 ethnic entrepreneurs and 8,224 stereotyped entrepreneurs are considered. Factors affecting the performance of innovation processes managed in NTBFs are the same for stereotyped and female entrepreneurs, but they consistently differ for young and ethnic entrepreneurs. Achieved results are not in the position to offer a complete analysis of the phenomenon but – hopefully – can corroborate a very interesting and up-to-date research path that merits further development. In particular, young entrepreneurs disclose an unexpected skills mismatch that should be investigated in-depth. Most contributions offer a narrow view of entrepreneurial profiles since they focus on one profile per time. The present paper, instead, considers four entrepreneurial profiles and compares them. Moreover, young entrepreneurs reveal an unexpected skills mismatch that underlines the relevance of specific activities of on-the-job training and apprenticeships in order to try to overcome it and improve the results achievable by young entrepreneurs.
      Citation: International Journal of Manpower
      PubDate: 2022-04-15
      DOI: 10.1108/IJM-09-2021-0547
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Active political engagement, political patronage and local labour markets
           – The example of Shkoder

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      Authors: Elvisa Drishti , Bresena Kopliku , Drini Imami
      Abstract: This paper aims to contribute to the understanding of the effects of active political engagement in port-of-entry jobs and employment pathways for graduate students in a post-communist context which is characterized by clientelism. The data are derived from a structured survey of a small local labour market where political clientelism is pronounced due to the strong network ties. Controlling for both demand and supply factors, the authors identify a profile for those who are more prone to engage politically in exchange for public sector jobs, which are in turn vulnerable to regime changes. The authors use data from a sample of 191 students that records month-to-month employment states for three consecutive years (2012–2014). The method attempts to replicate an experimental design with repeated measures before and after the June 2013 government elections. The data is analysed using sequence analysis with optimal matching and difference-in-difference methods. The analysis provides evidence of links between political engagement and selection onto different employment pathways under conditions of political clientelism. The pathways themselves are also shown to be differentially impacted by the 2013 election (positively or negatively). Together, these results are supportive of claims that jobs in Albania, particularly those in the public sector, are linked to the short-term presence of vote-buying. This is shown to be the case even for this sample of educated members of the labour force (i.e. university graduates). The analysis also finds evidence of accumulative disadvantages over time, in relation to subjective perceptions of life satisfaction, migration intentions, employability and success in life, as a result of active political engagement. The study uses a unique data set and a novel methodological approach, sequence analysis. Occupational history calendars were used to capture quantitative information recording detailed work histories. To the best of the authors’ knowledge, this innovative method has not been used before to measure the temporal effects of political engagement on employment pathways.
      Citation: International Journal of Manpower
      PubDate: 2022-04-04
      DOI: 10.1108/IJM-06-2021-0362
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Achieve a better shape of life: how entrepreneurship gears up
           life-time well-being

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      Authors: Jinyi Zhou , Jong Gyu Park , Yawen Li
      Abstract: An anomaly of entrepreneurship literature was that, despite serious efforts required to manage a business, few studies had investigated entrepreneurs' health conditions at the end of their careers. This study investigated whether one's entrepreneurship in a lifetime enhanced their health after a career plateau. The authors tested the main effect and mediating effects of entrepreneurs' life habits and self-esteem, respectively, using two longitudinal representative examples with 8,984 and 12,686 participants. Results indicated that entrepreneurship significantly improved individuals' general lifetime health condition. Moreover, life habits (e.g. vigorous activities or sports, light activities, drinking habits and diet habits) and self-esteem significantly mediated the relationship between entrepreneurship and lifetime health. Entrepreneurs tended to have better health due to healthier life habits and higher self-esteem than salaried employees. In this paper, the authors also discussed theoretical and practical implications. The authors proposed and found that, to counter the harsh requirements of entrepreneurial actions, entrepreneurs need to seek personal physical and psychological resources, and these resources can benefit their health even after decades.
      Citation: International Journal of Manpower
      PubDate: 2022-03-23
      DOI: 10.1108/IJM-04-2021-0215
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The impact of age-specific minimum wages on youth employment and
           education: a regression discontinuity analysis

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      Authors: Meltem Dayioglu , Müşerref Küçükbayrak , Semih Tumen
      Abstract: Using a regression discontinuity design in tandem with a difference-in-discontinuities analysis, the study finds that increasing the minimum wage reduces the employment probability of young males by 2.5–3.1 percentage points. The authors exploit an age-specific minimum wage rule – which sets a lower minimum wage for workers of age 15 than the adult minimum wage paid to workers of age 16 and above – and its abolition to estimate the causal effect of a minimum wage increase on youth employment and education in Turkey. The authors also document that, initially, the minimum wage increase does not lead to a major change in high school enrollment, while the likelihood of transitioning into “neither in employment nor in education and training” (NEET) category notably increases. However, in the medium term, the NEET effect is transitory; school enrollment increases over time and absorbs the negative employment effect. The authors argue that policy effects have mostly been driven by demand-side forces rather than the supply side.
      Citation: International Journal of Manpower
      PubDate: 2022-03-21
      DOI: 10.1108/IJM-02-2021-0079
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Impact of labour unrest and skilled workforce in host country on inflow of
           foreign direct investment – a case of Taiwan, ROC

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      Authors: Yu-Cheng Lai , Santanu Sarkar
      Abstract: In this paper, the authors examined the changes in labour unrest and labour quality brought by high labour standards over a considerable period in Taiwan. Then, the authors studied the role of these changes in predicting the inflow of foreign direct investment (IFDI) in the country. To test the role, the authors measured the differences in effects of the two changes on wages, working hours and employment opportunities of skilled female and skilled male workers in FDI-intensive and non-intensive industries. Using a model built on pooled cross-sectional time-series data from 1999 to 2012, the authors measured the effect of changes in labour unrest and the presence of skilled workers on the net inflow of FDI. Using data from the Manpower Utilisation Survey (MUS), the authors applied differences–in–Differences-in--ddifferences- (DDD) and differences–in–Differences-in-ddifferences-in--differences- (DDDD) estimation methods to test the effect of changes in labour unrest and labour quality on three labour market outcomes, namely wages, working hours and job opportunities of skilled workforce. Increasing labour unrest affected the employment opportunities of almost every unemployed person seeking skilled jobs in Taiwan. When the authors compared the adverse effect of high labour standards on employment opportunities and working hours, the authors found women looking for skilled jobs in foreign-owned firms to be the worst affected. Besides, foreign firms paid different wages to skilled educated men than what foreign firms' domestic counterparts paid to skilled educated men employed in Taiwanese firms. An in-depth analysis of changes in labour unrest and presence of skilled workers because of high labour standards and the extent to which such changes helped the nation to attract FDI should be useful to policymakers interested in understanding the impact of legislative measures and policy reforms on labour market outcomes across industry types, which matter to foreign investors. If changes in labour unrest and labour quality influenced the inflow of FDI more to firms in one set of industries than the others, the same should have a bearing on revamping of future enactment and enforcement in Taiwan. Current study findings would not only provide broad lessons to policymakers in Taiwan but findings of the authors' country case study should be able to guide growing economies that are equally careful whilst raising the labour standards as most fear that high labour standards can deter inflow of FDI because of increasing labour cost.
      Citation: International Journal of Manpower
      PubDate: 2022-03-17
      DOI: 10.1108/IJM-10-2020-0458
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Overeducation wage penalty among Ph.D. holders: an unconditional quantile
           regression analysis on Italian data

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      Authors: Giuseppe Lucio Gaeta , Giuseppe Lubrano Lavadera , Francesco Pastore
      Abstract: The wage effect of job–education vertical mismatch (i.e. overeducation) has only recently been investigated in the case of Ph.D. holders. The existing contributions rely on ordinary least squares (OLS) estimates that allow measuring the average effect of being mismatched at the mean of the conditional wage distribution. The authors implement a recentered influence function (RIF) to estimate the overeducation gap along the entire hourly wage distribution and compare Ph.D. holders who are overeducated with those who are not on a specific sample of Ph.D. holders in different fields of study and European Research Council (ERC) categories. Moreover, the authors compare the overeducation gap between graduates working in the academic and non-academic sector. The results reveal that overeducation hits the wages of those Ph.D. holders who are employed in the academic sector and in non-research and development (R&D) jobs outside of the academic sector, while no penalty exists among those who carry out R&D activities outside the academia. The size of the penalty is higher among those who are in the mid-top of the wage distribution and hold a Social Science and Humanities specialization. Two policies could reduce the probability of overeducation: (a) a reallocation of Ph.D. grants from low to high demand fields of study and (b) the diffusion of industrial over academic Ph.Ds. This paper observes the heterogeneity of the overeducation penalty along the wage distribution and according to Ph.D. holders' study field and sector of employment (academic/non-academic).
      Citation: International Journal of Manpower
      PubDate: 2022-03-15
      DOI: 10.1108/IJM-02-2021-0100
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Do labour hoarding practices stimulate training investments' Evidence
           from the Italian Great Recession

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      Authors: Giulio Pedrini
      Abstract: This paper investigates the relationship between labour hoarding practices and training investments during severe economic downturns focusing on the case of Italy during the Great Recession. Data come from the 2010 Italian wave of Continuing Vocational Training Survey (CVTS). Econometric estimates plug a proxy of labour hoarding into the probability function that firms provide either off-the-job or on-the-job training. A bivariate selectivity probit model is also used for robustness sake. Results show that labour hoarding should not be considered as an enhancer of training investments when considered as a standing-alone practice in presence of severe and deep economic downturn. However, labour hoarding does not penalize off-the-job training investments if it occurs in an innovative firm or in a firm that perceive specific skill requirements in the workforce during the recessionary period. The paper contributes to the debate on the role of labour hoarding during severe recessions by showing that it cannot be functional to re-oriented firms’ investments aimed at upskilling their workforce. It is only compatible with new training courses that accompany the workforce across a technological transition. Policy implications deals with the suitability of job retention schemes or state-financed furlough during recessions, as occurred during the coronavirus disease 2019 (COVID-19) pandemic.
      Citation: International Journal of Manpower
      PubDate: 2022-03-14
      DOI: 10.1108/IJM-08-2021-0507
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • A human resources analytics and machine-learning examination of turnover:
           implications for theory and practice

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      Authors: Dan Avrahami , Dana Pessach , Gonen Singer , Hila Chalutz Ben-Gal
      Abstract: What do antecedents of turnover tell us when examined using human resources (HR) analytics and machine-learning tools, and what are the respective theoretical and practical implications' Although the turnover literature is expansive, empirical evidence on turnover antecedents studied using data science tools remains limited. To help reinvigorate research in this field, the authors propose a novel examination of turnover antecedents—competencies, commitment, trust and cultural values—using big data tools to develop a granular, case-dependent measure of turnover. Using archival data from 700,000 employees of a large organization collected over a period of ten years, the authors find that turnover is generally associated with varying levels of these antecedents. However, in more fine-grained analysis, their relation to turnover is contingent upon role, person and cultural background. The authors discuss the implications on turnover and strategic HR research and the potential of Artificial Intelligence and machine-learning methods in the design and implementation of managerial and HR planning initiatives.
      Citation: International Journal of Manpower
      PubDate: 2022-03-11
      DOI: 10.1108/IJM-12-2020-0548
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • How does training boost employees' intention to implement environmental
           activities' An empirical study in Vietnam

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      Authors: Nhat Tan Pham , Charbel Jose Chiappetta Jabbour , Muhammad Usman , Moazzam Ali , Hoang-Long Phan
      Abstract: Drawing on the conservation of resources theory, this study aims to apply a mixed-method to enrich the literature by investigating interrelationships among training, environmental triggers (environmental knowledge, awareness and concern) and employees' intention to carry out environmental activities. This research applied a mixed-method carried out in Vietnam. By using the time-lagged data, Study 1 (quantitative research) was employed to test hypotheses. With Study 2 (qualitative research), four in-depth interviews were conducted to gain insight into a few unexpected findings from Study 1. Study 1 indicates that environmental training is critical to directly boost not only the three environmental triggers but also employees' intention to engage in environmental activities. The findings further point out that environmental concern and awareness mediate the relationship between environmental training and employees' intention to engage in environmental activities. Unexpectedly, connections from environmental concern and awareness to employees' intentions were not moderated by environmental knowledge. The findings of Study 2 shed light on the role of environmental knowledge. Based on the conservation of resources and social exchange theories, the research contributes to the existing literature by providing a better understanding of how environmental training stimulates employees' intention to implement environmental activities. The findings may be helpful for managers to encourage employees to contribute to organizations' green objectives.
      Citation: International Journal of Manpower
      PubDate: 2022-03-03
      DOI: 10.1108/IJM-04-2021-0238
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Productivity and job reallocation: evidence from the Indian manufacturing

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      Authors: Diti Goswami
      Abstract: This study aims to examine the association between productivity growth and job reallocation in terms of job creation and job destruction. It also finds this productivity employment relationship for heterogeneous labor market institutions of the Indian states. The paper uses longitudinal data of the Annual Survey of Industries of Indian manufacturing from 2009–2010 to 2015–2016 and employs fixed-effect multinomial logistic regression. The paper finds a mixed result of total factor productivity (TFP) increase on employment. An increase in TFP is positively associated with employment by reducing the probability of destroying jobs, while adversely associated with employment by reducing the probability of creating jobs. The negative association of the increase in TFP on employment is more in the Indian states with strict labor regulations. The relationship between TFP and employment can be endogenous. TFP is calculated as output changes that are not explained by inputs, capital and labor. So, job creation/destruction may affect TFP by changing the composition of employment and/or returns on labor/capital. In addition, this study is only restricted to Indian organized manufacturing. The results from this study help deeply understand the Indian labor market. In particular, it provides valuable insights into the “jobless growth” in Indian manufacturing and the recent changes in labor laws. The findings from this study provide useful information to enhance the robust growth of productive jobs and efficient reallocation of labor. Unlike most papers, which analyzed the relationship between productivity growth and net employment changes, the present paper finds the relationship between improvement in productivity and job reallocation in terms of simultaneous creation of new jobs and destruction of existing jobs. In addition, the paper links this relationship with the existing heterogeneous labor laws of the Indian states.
      Citation: International Journal of Manpower
      PubDate: 2022-03-01
      DOI: 10.1108/IJM-07-2020-0345
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Desired and obtained work values across 37 countries: a psychology of
           working theory perspective

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      Authors: Lisa E. Baranik , Natalie Wright , Rachel W. Smith
      Abstract: Many contemporary career theories emphasize the role of individual agency and choice, a perspective that may not be relevant for the careers of underprivileged groups around the world. The psychology of working theory notes this disconnect and highlights the role that contextual variables play in the careers of marginalized, disadvantaged groups of employees. The goal of this paper was to identify factors that impact employees' careers by examining the relationship between desired work values and obtained work values. The data utilized in this study were from the International Social Survey Programme (ISSP) Work Orientations IV survey. Across 37 countries, 27,527 individuals were surveyed and multilevel moderation analyses were employed. Using psychology of working theory as a theoretical framework, the authors identify the contextual factors that enable employees to secure their desired work values. Employees living in countries with higher levels of the Human Development Index have an easier time securing their desired intrinsic work values. Gender was not a statistically significant moderator. The authors’ findings indicate that, for many employees, careers are influenced by larger socioeconomic factors, showing that individuals have a more difficult time shaping their own careers in some contexts.
      Citation: International Journal of Manpower
      PubDate: 2022-02-17
      DOI: 10.1108/IJM-12-2020-0555
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Green HRM: pathway towards environmental sustainability using AHP and FAHP
           in a nascent parsimony

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      Authors: Aaisha Khatoon , Nawab Ali Khan , Farhana Parvin , Mohammad Salman Wahid , Mohd Tariq Jamal , Saad Azhar
      Abstract: The objective of the work is to have an insight into the degree of the contemporary concept of greening the organization through human resource management (HRM) and to attempt to bridge the gap toward environmental awareness, as well as to observe the dimensions of green HRM (GHRM) practices and its impression toward environmental sustainability by using analytical hierarchy process (AHP) and FAHP. The research was carried out in two phases; multi-method was employed. The first phase mainly includes a systematic review to convene comprehensive knowledge of widespread GHRM practices to leverage environmental sustainability. In the second phase, the AHP and fuzzy AHP (FAHP) were employed to examine the influence of the respective dimension of GHRM practices toward environmental sustainability. This study emphasizes the status of GHRM practices such as green recruitment and green selection, green performance management, green training and development, green compensation and rewards, green welfare aspects as a way to aid environmental issues. The findings suggest that these initiatives help to leverage environmental sustainability. Further, this paper reveals that green compensation and rewards have the highest impact on leveraging environmental sustainability. However, this study also emphasizes the comparative study of GHRM dimensions through AHP and FAHP. As existing studies reveal, there is least research carried on this field of study and no study was conducted using AHP and FAHP in this field. Thus, this study reveals the necessity to discover the degree of concern toward GHRM practices in context to India.
      Citation: International Journal of Manpower
      PubDate: 2022-02-10
      DOI: 10.1108/IJM-04-2020-0164
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The effect of social network sites usage on absenteeism and labor
           outcomes: longitudinal evidence

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      Authors: Jie Chen
      Abstract: The purpose of this paper is multifold. First, it is to investigate the relationship between social network sites (SNSs) usage and youth's school absenteeism. Second, it is to identify causal relationship between SNSs usage and absenteeism. Third, it is to explore whether SNSs usage causally affects youth's study–work choice after leaving high school. In addition to SNSs usage in general, abnormal SNSs usage is further discussed. The Longitudinal Study of Australian Children (LSAC) data are utilised. Lagged variable analysis is used to alleviate reverse causality. Instrumental variable approach and the Lewbel method are used to identify causality. Random effects panel data approach (without and with IVs) is additionally applied to increase efficiency and account for individual-specific effects. Random effects approach allowing for within and between effects is applied, enabling us to control for fixed effects. The primary instrument is a dummy indicating whether a youth more often communicates with close friend electronically or face-to-face. Using SNSs leads to significantly higher probability of a teenager being late for school, skipping class and having trouble not following school rules. The effect is more consistent regarding abnormal SNSs usage, compared to SNSs usage in general. Additionally, SNSs usage decreases the probability of a youth studying after 18 years old, even after controlling for absenteeism. The findings in this paper highlight the importance of preventing youth (e.g. via enabling children-safe mode or setting up maximum daily access time) from overusing SNSs. With the transition to hybrid (mixing remote and face-to-face) learning during and after COVID-19, online interactions are becoming inevitable in students' learning. The findings in this paper indicate that usage, especially abnormal usage, of SNSs increases the probability of absenteeism call for attention from stakeholders including teachers, parents and youth themselves. This paper provides the first causal and longitudinal evidence linking SNSs usage to absenteeism and youth labor outcomes.
      Citation: International Journal of Manpower
      PubDate: 2022-02-01
      DOI: 10.1108/IJM-06-2021-0338
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Youth labor market vulnerabilities: evidence from Egypt, Jordan and
           Tunisia

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      Authors: Shireen Alazzawi , Vladimir Hlasny
      Abstract: The purpose of this paper is to investigate the prevalence and drivers of employment vulnerability among youth in Egypt, Jordan and Tunisia, and their propensity to transition to better jobs over time. The analysis is based on longitudinal data from Labor Market Panel Surveys spanning 6–20 years. The authors use transition matrices to examine the prevalence of transitions between labor market statuses for the same individuals over time, distinguishing between youth and non-youth, and men and women, as well as multinomial logistic regressions that control for individual and family background, including previous labor market status, family wealth and parental education. The paper finds that youth in all three countries were disadvantaged in terms of labor market outcomes with most young men in particular ending up in vulnerable jobs while women of all ages were most likely to exit the labor market all together, unless they had formal jobs. Moreover, youth who started out in the labor market in a vulnerable job were unlikely to move to a better-quality job over time. Family wealth, parental education and father's occupation were found to be important determinants of labor market outcomes and vulnerability, even after a long period of work experience. The paper finds that wealth effects, parental education and occupation effects follow workers throughout their careers, implying low equality of opportunity and inter-generational and lifetime mobility. The findings indicate worsening labor market outcomes over time, heavily influenced by family background. High levels of vulnerable employment persistence, regardless of skill and experience, reinforce the importance of initial labor market outcome on the quality of lifetime employment prospects.
      Citation: International Journal of Manpower
      PubDate: 2022-01-26
      DOI: 10.1108/IJM-04-2021-0239
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Informal employment and wages in Poland

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      Authors: Jacek Liwiński
      Abstract: This paper tries to identify the wage gap between informal and formal workers and tests for the two-tier structure of the informal labour market in Poland. The author employs the propensity score matching (PSM) technique and use data from the Polish Labour Force Survey (LFS) for the period 2009–2017 to estimate the wage gap between informal and formal workers, both at the means and along the wage distribution. The author uses two definitions of informal employment: (1) employment without a written agreement and (2) employment while officially registered as unemployed at a labour office. In order to reduce the bias resulting from the non-random selection of individuals into informal employment, he uses a rich set of control variables representing several individual characteristics. After controlling for observed heterogeneity, the author finds that on average informal workers earn less than formal workers, both in terms of monthly earnings and hourly wage. This result is not sensitive to the definition of informal employment used and is stable over the analysed time period (2009–2017). However, the wage penalty to informal employment is substantially higher for individuals at the bottom of the wage distribution, which supports the hypothesis of the two-tier structure of the informal labour market in Poland. The main contribution of this study is that it identifies the two-tier structure of the informal labour market in Poland: informal workers in the first quartile of the wage distribution and those above the first quartile appear to be in two partially different segments of the labour market.
      Citation: International Journal of Manpower
      PubDate: 2022-01-25
      DOI: 10.1108/IJM-03-2021-0196
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The duration of the school-to-work transition in Italy and in other
           European countries: a flexible baseline hazard interpretation

         This is an Open Access Article Open Access Article

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      Authors: Francesco Pastore , Claudio Quintano , Antonella Rocca
      Abstract: The Italian school-to-work transition (STWT) is astonishingly slow and long in comparison to the other EU countries. We analyze its determinants comparing the Italian case with Austria, Poland and the UK. The analysis is based on a Cox survival model with proportional hazard. The smoothed hazard estimates allow us to identify the nonlinear path of the hazard function. The authors reckon that the actual length of the transition to a stable job is around 30 months in Italy. Conversely, it is less than one year in the other countries. Women are particularly penalized, despite being on average more educated than men. Tertiary or vocational education at high secondary school strongly increases the hazard rate to a regular job. The smoothed hazard estimates suggest positive duration dependence at the beginning of the transition and slightly negative thereafter. Stimulating economic growth and investing in education and training are important pre-conditions for shortening the transition. Despite the duration of the STWT is one of the most important indicators to measure the efficiency of the STWT, it is not easy to measure. The authors build on their previous research work on this topic, but relaxing the assumption of a monotonic hazard rate and using the flexible baseline hazard approach to test for the existence of nonlinear duration dependence. Furthermore, they extend the analysis by including student-workers who attended a vocational path of education, in order to detect its effectiveness in allowing young people finding a job sooner.
      Citation: International Journal of Manpower
      PubDate: 2022-01-21
      DOI: 10.1108/IJM-03-2021-0135
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • How and when high-involvement work practices influence employee innovative
           behavior

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      Authors: Zhining Wang , Tao Cui , Shaohan Cai , Shuang Ren
      Abstract: Based on social information processing (SIP) theory, this study explores the cross-level effect of high-involvement work practices (HIWPs) on employee innovative behavior by studying the mediating role of self-reflection/rumination and the moderating role of transactive memory system (TMS). This study collects data from 452 employees and their direct supervisors in 94 work units, and tests a cross-level moderated mediation model using multilevel path analysis. The results suggest that HIWPs significantly contribute to employee innovative behavior. Both self-reflection and self-rumination mediate the above relationship. TMS not only positively moderates the relationship between HIWPs and self-reflection, but also reinforces the linkage of HIWPs. →self-reflection→employee innovative behavior. Furthermore, TMS negatively moderates the relationship between HIWPs and self-rumination, and attenuates the mediating effect of self-rumination. The study suggests that enterprises should invest more in promoting HIWPs and TMS in the workplace. Furthermore, managers should provide employees training programs to enhance their self-reflection, as well as lower self-rumination, in order to facilitate employee innovative behavior. This research identifies self-reflection and self-rumination as key mediators that link HIWPs to employee innovative behavior and reveals the moderating role of TMS in the process.
      Citation: International Journal of Manpower
      PubDate: 2022-01-21
      DOI: 10.1108/IJM-11-2020-0531
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Attitudes of employees in green companies regarding CSR communication

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      Authors: Helen LaVan , Ivana Zilic , Sahana Basappa
      Abstract: The purpose of this study is to discern how the Best Green companies, as identified by Newsweek, communicate about green jobs within their companies. Content analysis using NVivo software on 23 corporate social responsibility (CSR) reports containing 398,000 words and Glassdoor crowdsourced data were analyzed. Descriptive statistics and logistic regression enabled the discernment of relationships. Several models were developed to predict how communication patterns (employee-centered, production or company centered and society centered) are associated with several Glassdoor ratings: The models developed by logistic regression accurately predicted the following: Glassdoor ratings: Overall 65.2%, Benefits 71.4%, Attitudes towards Chief Executive Officer (CEO) 65.2% and Recommend To A Friend 78.3%. It supports communicating about green jobs in CSR reports and suggests other avenues for communicating, including PR, press releases and career pages of company websites. The hypotheses that were empirically verified include the relationship between employees-centered terms (in the CSR reports) and employee attitudes (Glassdoor measures) and return on assets (ROA) (company financials). These practices have manpower impacts, including recruitment and retention. The study's methodology allows for replication since it used publicly available CSR reports, ROA of public companies and crowdsourcing data from Glassdoor ratings. It has implications for public policy in that understanding the nature of green jobs will improve outcomes for public training programs.
      Citation: International Journal of Manpower
      PubDate: 2022-01-21
      DOI: 10.1108/IJM-11-2020-0542
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Psychological mechanism linking green human resource management to green
           behavior

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      Authors: Jing Ye , Xufan Zhang , Lulu Zhou , Decai Wang , Feng Tian
      Abstract: The purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees. Based on the AMO framework, the authors used three-wave survey data from 399 newcomers and 103 superiors in China. This study uses the bootstrapping approach with Mplus 7.0. The analysis shows the direct effect of GHRM on the in-role and extra-role green behavior of new employees as well as the mediating effects between perceived insider status and perceived external prestige. This study expands research on GHRM to the in-role and extra-role green behavior of new employees. This paper also enhances the understanding of green behaviors inside and outside the roles of new employees and provides scientific implications for the green development of organizations.
      Citation: International Journal of Manpower
      PubDate: 2022-01-18
      DOI: 10.1108/IJM-11-2020-0508
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Antecedent and employee well-being outcomes of perceived benefits schemes:
           a two-wave study

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      Authors: Qijie Xiao , Fang Lee Cooke , Felix Mavondo , Greg J. Bamber
      Abstract: The purpose of the research is to examine the antecedent and employee well-being outcomes of employees' perceptions of benefits schemes. Data were collected using both paper-based and web-based questionnaires over two time points (one month apart). The sample included 281 participants in eight companies in China. Structural equation modelling was employed to investigate the relationship between Chinese traditionality, perceived benefits schemes, job involvement and emotional exhaustion. Chinese traditionality is an antecedent of employees' perceptions of benefits schemes. Perceived benefits schemes are negatively associated with emotional exhaustion. Moreover, job involvement mediates the relationship between perceived benefits schemes and emotional exhaustion. The data were collected in eight manufacturing companies in China, which may raise concerns about the generalisability of findings across industries, nations and cultures. Larger, more representative and cross-contextual samples are needed for future research to test the results further. Managers should anticipate that employees with different cultural values may develop dissimilar perceptions of the same benefits schemes. Hence, managers need to communicate the benefits schemes to distinct employee groups in different ways. Based on the conservation of resources model, this research offers theoretical insights into the mechanisms through which perceived benefits schemes influence employee health well-being. In addition, this research tests an antecedent of perceived benefits schemes.
      Citation: International Journal of Manpower
      PubDate: 2022-01-14
      DOI: 10.1108/IJM-08-2020-0374
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The emotional and social side of analytics professionals: an exploratory
           study of the behavioral profile of data scientists and data analysts

         This is an Open Access Article Open Access Article

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      Authors: Sara Bonesso , Fabrizio Gerli , Elena Bruni
      Abstract: Analytics technologies are profoundly changing the way in which organizations generate economic and social value from data. Consequently, the professional roles of data scientists and data analysts are in high demand in the labor market. Although the technical competencies expected for these roles are well known, their behavioral competencies have not been thoroughly investigated. Drawing on the competency-based theoretical framework, this study aims to address this gap, providing evidence of the emotional, social and cognitive competencies that data scientists and data analysts most frequently demonstrate when they effectively perform their jobs, and identifying those competencies that distinguish them. This study is exploratory in nature and adopts the competency-based methodology through the analysis of in-depth behavioral event interviews collected from a sample of 24 Italian data scientists and data analysts. The findings empirically enrich the extant literature on the intangible dimensions of human capital that are relevant in analytics roles. Specifically, the results show that, in comparison to data analysts, data scientists more frequently use certain competencies related to self-awareness, teamwork, networking, flexibility, system thinking and lateral thinking. The study was conducted in a small sample and in a specific geographical area, and this may reduce the analytic generalizability of the findings. The skills shortages that characterize these roles need to be addressed in a way that also considers the intangible dimensions of human capital. Educational institutions can design better curricula for entry-level data scientists and analysts who encompass the development of behavioral competencies. Organizations can effectively orient the recruitment and the training processes toward the most relevant competencies for those analytics roles. This exploratory study advances our understanding of the competencies required by professionals who mostly contribute to the performance of data science teams. This article proposes a competency framework that can be adopted to assess a broader portfolio of the behaviors of big data professionals.
      Citation: International Journal of Manpower
      PubDate: 2022-01-06
      DOI: 10.1108/IJM-07-2020-0342
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Guest editorial: Human resource development in the digital age: recent
           issues and future research directions

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      Authors: Surajit Bag , Lincoln C. Wood
      Abstract: Guest editorial: Human resource development in the digital age: recent issues and future research directions
      Citation: International Journal of Manpower
      PubDate: 2022-05-24
      DOI: 10.1108/IJM-05-2022-561
      Issue No: Vol. 43 , No. 2 (2022)
       
  • Analysing the impact of sustainable human resource management practices
           and industry 4.0 technologies adoption on employability skills

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      Authors: Manu Sharma , Sunil Luthra , Sudhanshu Joshi , Anil Kumar
      Abstract: The study aims to examine the influence of Sustainable Human Resource Management (SHRM) practices and Industry 4.0 Technologies (I4Te) adoption on the Employability Skills (ES) of the employees. The study has undertaken four major SHRM practices – Training (TR), Flexibility (FL), Employee Participation (EP) and Employee Empowerment (EE) to measure its impact on the ES along with I4Te. A survey approach method was designed on the identified constructs from existing literature based on SHRM, I4Te and ES. The survey resulted into 198 valid responses. The study used confirmatory factor analysis (CFA) and structural equation modelling (SEM) using SPSS 25.0 and AMOS 25.0 for constructs validation and hypothesis testing. The current study reveals that all the four SHRM practices (TR, FL, EP and EE) along with I4Te directly influence ES in the organisation. The I4Te along with the SHRM practices may bring enhancement in the skills and competencies of the employees that is the requirement of future organisations. Considering the results, the SHRM practices aligned with I4Te may directly influence the employee's ES including core skills, IT skills and personal attributes. The SHRM practices in the organisation will enhance the opportunities for the employees and bring long-term association with the employees. For the development of the economy and the individual, the SHRM practices need to conduct themselves in more socially responsible ways along with the I4Te to enhance the ES of the employees. The individual development will bring sustainable behavioural changes in the employees. There has been no research conducted on exploring SHRM, I4Te and ES together. This is the pioneer in the HRM fields that explores the interrelationships and influence amongst the five constructs undertaken in the study.
      Citation: International Journal of Manpower
      PubDate: 2022-04-14
      DOI: 10.1108/IJM-02-2021-0085
      Issue No: Vol. 43 , No. 2 (2022)
       
  • The role of big data and predictive analytics in the employee retention: a
           resource-based view

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      Authors: Rupali Singh , Pooja Sharma , Cyril Foropon , H.M. Belal
      Abstract: The authors have attempted to understand how big data and predictive analytics (BDPA) can help retain employees in the organization. This study is grounded in the positivism philosophy. The authors have used a resource-based view (RBV) to develop their research hypotheses. The authors tested their research hypotheses using primary data gathered using a single-informant questionnaire. The authors obtained 254 usable responses. The authors performed the assumptions test, performed confirmatory factor analysis (CFA) to test the validity of the proposed theoretical model, and further tested their research hypotheses using hierarchical regression analysis. The statistical result suggests that the various human resource management strategies play a significant role in improving retention under the mediating effect of the BDPA. The authors have grounded their study in the positivism philosophy. Moreover, the authors tested their hypotheses using single-informant cross-sectional data. Hence, the authors cannot ignore the effects of the common method bias on their research findings. Moreover, the research findings are based on a particular setting. Thus, the authors caution the readers that their findings must be examined in the light of their study limitations. The study provided empirical findings based on survey data. Hence, the authors provide numerous guidelines to the practitioners that how the organization can invest in creating BDPA that helps analyze complex data to extract meaningful and relevant information. This information related to employee turnaround may guide top management to reduce the dissatisfaction level among the employees working in high-stress environments resulting from a high degree of uncertainty. The study helps understand the complex factors that affect the morale of the employee. In the high-paced environment, the employees are often exposed to various negative forces that affect their morale which further affect their productivity. Due to lack of awareness and adequate information, most of the employees and their issues are not dealt with effectively and efficiently by their line managers. Thus, the BDPA can help tackle the most complex problem of society in a significant way. This study offers some useful contributions to the literature which attempts to unfold the complex nexus between human resource management, information management and strategy. The study contributes to the BDPA literature and how it helps in the retention of employees is one of the areas which still remains elusive to the academic community. Moreover, the managers are still skeptical about the application of BDPA in understanding human-related issues due to a lack of understanding of how and to what extent the employee-related information can be stored and processed. This study’s findings further open the new avenues of research that need to be tackled.
      Citation: International Journal of Manpower
      PubDate: 2022-02-02
      DOI: 10.1108/IJM-03-2021-0197
      Issue No: Vol. 43 , No. 2 (2022)
       
  • Human resource development 4.0 (HRD 4.0) in the apparel industry of
           Bangladesh: a theoretical framework and future research directions

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      Authors: Shafiqul Alam , Pavitra Dhamija
      Abstract: The transition from Industry 3.0 to the fourth industrial revolution was a big jump that created a vacuum in many developing countries. Drawing upon institutional theory and resource-based view theory, the current study proposes a theoretical model linking the institutional pressures and resources (workforce skills) in context to the apparel industry of Bangladesh. This study adopts a qualitative approach involving 20 semi-structured interviews, followed by thematic analysis using NVivo 12 software. The researchers impose both deductive and inductive thematic analysis to generate themes. The data analysis involves various stages applying the phenomenological approaches. Institutional pressures (coercive) positively influences the workforce skills (technical and managerial) in the fourth industrial revolution in Bangladesh apparel manufacturing industry; institutional pressures (normative) is positively related to the workforce skills (technical and managerial) in 4IR in Bangladesh apparel manufacturing industry; institutional pressures (mimetic) has shown a positive association with the workforce skills (technical and managerial) in 4IR in Bangladesh apparel manufacturing industry; workforce skills (technical and managerial) are positively influencing the development of human resource capabilities in fourth industrial revolution in Bangladesh apparel manufacturing industry. This paper is the first of its kind to offer a thematic analysis on human resource development 4.0 in the apparel industry of Bangladesh. The study provides an understanding of the role of institutional pressure on workforce skill development and the adoption of 4IR technology.
      Citation: International Journal of Manpower
      PubDate: 2022-01-05
      DOI: 10.1108/IJM-06-2021-0372
      Issue No: Vol. 43 , No. 2 (2022)
       
  • A study of artificial intelligence on employee performance and work
           engagement: the moderating role of change leadership

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      Authors: Dewie Tri Wijayati , Zainur Rahman , A’rasy Fahrullah , Muhammad Fajar Wahyudi Rahman , Ika Diyah Candra Arifah , Achmad Kautsar
      Abstract: This paper aims to explore employee perceptions of companies engaged in services and banking of the role of change leadership on the application of artificial intelligence (AI) that will impact the performance and work engagement in conditions that are experiencing rapid changes. This study has used a quantitative research approach, and data analysis uses an approach structural equation modeling (SEM) supported by program computer software AMOS 22.0. A total of 357 respondents were involved in this study, but only 254 were qualified. In this study, the respondent is an employee of companies engaged in the services and banking sector in the East Java, Indonesia region. The results reveal that AI has a significant positive effect on employee performance and work engagement. Change leadership positively moderates the influence of AI on employee performance and work engagement. The development of this model has a novelty by including the moderating variable of the role of change leadership because, in conditions that are experiencing rapid changes, the role of leaders is essential. After all, leaders are decision-makers in the organization. The development of this concept focuses on studies of companies engaged in services and banking. Employee performance is an essential determinant in the organization because it will improve organizational performance. In addition, the application of AI in organizations will experience turmoil, so that the critical role of leaders is needed to achieve success with employee work engagement.
      Citation: International Journal of Manpower
      PubDate: 2022-01-04
      DOI: 10.1108/IJM-07-2021-0423
      Issue No: Vol. 43 , No. 2 (2022)
       
  • Employability of job applicants in skilful jobs: commonality in employer
           and employee perspectives

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      Authors: Abdullah Murrar , Madan Batra , Veronica Paz , Bara Asfour , Marouane Balmakhtar
      Abstract: The purpose of this research is to explore the employer and employee perspectives about the employability skills of skilful jobs. The research is conducted in a developing country (Palestine) which has a high percentage of university graduates, high unemployment rate and intense job competition. This paper defines skilful jobs as those that require employees who have attended a college or university and have completed a two-year diploma or a four-year degree. This research integrates the components of discussion with local experts in the skilled labour market, primary data from employers (N = 415) and primary data from employees (N = 880). Binary logistic regression is used to measure the relationship between the dependent variable (likelihood of hire or not hire) and independent variables (job applicants' hard and soft skills). The results from both employer and employee data revealed that the previous work experience, computer skills, professional certifications and high grade point average have significant impact on hiring and recruitment in the skilful jobs. In addition to these, the employers seek applicants who have communication skills. However, the employees consider personal relationship with employers to be a highly significant factor in accepting job offers. To increase their likelihood of obtaining a skilful job, and then sustaining it, the job seekers should hone their soft skills and acquire professional certifications. The universities should adapt their curriculum to match these skills and move their focus from disciplinary knowledge to competencies. The public policy makers should design awareness and capacity building programmes that will facilitate the recent graduates' integration into the labour market. The empirical model in this study shows that previous work experience is the most important recruitment factor for employers – accordingly, creating internships and apprenticeship opportunities would be its clear policy implication. The study contributes to the literature by providing a parsimonious employability model of skilful jobs, which fits as much as possible the perspectives of the employers and employees about the employability skills in a developing country.
      Citation: International Journal of Manpower
      PubDate: 2021-12-31
      DOI: 10.1108/IJM-10-2020-0454
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Voluntary part-time and mandatory full-time telecommuting: a comparative
           longitudinal analysis of the impact of managerial, work and individual
           characteristics on job performance

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      Authors: Mohd Tariq Jamal , Imran Anwar , Nawab Ali Khan
      Abstract: Based on self-determination theory (SDT), the present study aims to assess the effect of managerial (manager trust and support), work (job autonomy) and individual (intrinsic motivation) characteristics on job performance of telecommuters in a pre- and post-coronavirus disease 2019 (COVID-19) outbreak period and is further studied longitudinally after six months of continued mandatory telecommuting. Data were collected from information technology (IT) sector employees in three phases and model fitness, reliability and validity of the data for all three phases were assessed through CFA models, while the hypotheses were tested through path analysis. Perceived manager trust and support increases job performance and the effect strengthens with an increase in telecommuting extent. Job autonomy had similar effects with the exception that employees did not enjoy autonomy when mandatory telecommuting arrangement was initially introduced. Lastly, intrinsic motivation fades away as employees continue to work permanently from their homes. Permanent full-time telecommuting is expected to continue for the unforeseeable future; the present study suggests that while ensuring increased trust, support and job autonomy to employees, managers must also ensure that employees do not feel professionally isolated and attempt to keep individuals intrinsically motivated. The authors assess the effect of managerial (manager trust and support), work (job autonomy) and individual (intrinsic motivation) characteristics on job performance under three different types of telecommuting arrangements (voluntary part-time, mandatory full-time and continued mandatory full-time) by collecting data in three different time frames from the same individuals.
      Citation: International Journal of Manpower
      PubDate: 2021-12-28
      DOI: 10.1108/IJM-05-2021-0281
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • COVID-19 impact on job losses in Portugal: who are the hardest-hit'

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      Authors: Ana Sofia Lopes , Pedro Carreira
      Abstract: The COVID-19 pandemic caused job losses to rise dramatically. Herein, the purpose of the article is to identify which personal and job characteristics make individuals more vulnerable or more resilient to COVID-19 unemployment in Portugal and thus to help policymakers, organizations and individuals themselves, in creating mechanisms to avoid unemployment within this new context. Using extensive personal and job-related data on the complete population of newly unemployed in Portugal over several months after the emergence of the COVID-19 pandemic, a logit model is estimated to identify the characteristics that make workers more resilient or more vulnerable to COVID-19 unemployment, in comparison with the pre-crisis period. The COVID-19 crisis is shown to be disruptive by changing the unemployment structure, increasing socioeconomic inequalities and weakening traditional mechanisms of employment protection. Additionally, the authors identify a higher vulnerability of low-skilled individuals and of those in occupations with low working-from-home feasibility and/or from non-essential sectors (particularly tourism). Policy indications are given aiming to protect the most vulnerable individuals, sectors and regions in Portugal, in this new and unprecedented context. A seven-month period following the emergence of the pandemic is considered, which allows investigating both the immediate and the medium-term effects of the COVID-19 crisis on job losses. Additionally, by matching data from three different sources, an extensive set of multilevel variables is considered, some of them new in the literature.
      Citation: International Journal of Manpower
      PubDate: 2021-12-27
      DOI: 10.1108/IJM-06-2021-0384
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Home, work or both' The role of paradox mindset in a remote work
           environment during the COVID-19 pandemic

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      Authors: Ronit Nadiv
      Abstract: Why did some individuals have relatively little trouble balancing work and home demands during the COVID-19 lockdown, while others felt overwhelmed' Although ample studies have recently been generated regarding COVID-19 employment challenges, this question has not yet received sufficient scholarly attention. This research integrates work–home conflict theories with the paradox-mindset framework, in order to suggest a new theoretical approach for understanding individual differences in addressing work–home conflict. During the first two weeks of the COVID-19 epidemic in Israel, the author gathered 117 completed questionnaires from their colleagues in the Israeli higher-education system, who were working remotely and teaching online during the lockdown imposed to control the epidemic. Based on a path-model analysis, the author examined whether their experiences of strain and tension in the work domain might be indirectly and positively associated with workplace outcomes via positive associations between these experiences and paradox mindset, as well as negative associations between paradox mindset and work-to-home conflict (WTH) and home-to-work (HTW) conflict. The study findings highlight the beneficial effect of paradox mindset on the experience of work–home conflict and its outcomes. Although working remotely has great potential to increase the strain and tension experienced by employees, applying a paradox mindset reduces the experience of work–home conflict and is positively associated with certain work outcomes. This research integrates work–home conflict theories with the paradox-mindset framework. The beneficial effects of a paradox mindset on the experience of work–home conflict and its outcomes are highlighted.
      Citation: International Journal of Manpower
      PubDate: 2021-12-21
      DOI: 10.1108/IJM-01-2021-0012
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Chinese entrepreneurs and workers at the crossroad: the role of social
           networks in ethnic industrial clusters in Italy

         This is an Open Access Article Open Access Article

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      Authors: Mario Biggeri , Lisa Braito , Annalisa Caloffi , Huanhuai Zhou
      Abstract: This paper aims to analyse the evolution of Chinese industrial ethnic clusters in Italy, by focusing on the role of social networks and the processes behind the phenomenon of Chinese worker exploitation and entrepreneur “self-exploitation”. The case study is a sub-cluster of micro and small enterprises owned by Chinese entrepreneurs within the leather industrial district of Florence, Italy. This research adopts the following mixed methods: a small-scale survey to capture the characteristics of the sub-cluster and a social network analysis to describe cluster evolution, complemented by life-course interviews conducted with key informants and entrepreneurs. Migrant social capital and social networks play a central role in the evolution of the case study sub-cluster. Social networks play a supportive role in migration, job creation, entrepreneurship formation and the creation of business opportunities. Simultaneously, they enhance the phenomenon of worker exploitation and entrepreneur self-exploitation. Furthermore, the more the business community grows, the more the economic performance of ethnic enterprises depends on agglomeration forces produced by the cluster. The findings suggest a series of potential policies to upgrade the ethnic enterprises' capacities, to increase their formality and inclusion in the Italian social and economic systems and sub-cluster. To the authors’ knowledge, this paper is the first attempt to examine the evolution of social networks in relation to the phenomenon of Chinese worker exploitation and entrepreneur self-exploitation in an ethnic industrial sub-cluster.
      Citation: International Journal of Manpower
      PubDate: 2021-12-21
      DOI: 10.1108/IJM-04-2021-0232
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Management innovation: the influence of institutional pressures and the
           impact on competitive advantage

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      Authors: Salha Alshumrani , Kevin Baird , Rahat Munir
      Abstract: Drawing on DiMaggio and Powell's (1983) perspective of institutional theory, this study examines the influence of institutional pressures on the adoption of management innovation and the subsequent impact of management innovation on competitive advantage. Data were obtained from 156 middle-level managers in Australia using a survey questionnaire, with data analysed using structural equation modelling. The results show that internal coercive pressures and normative pressures are positively associated with both dimensions of management innovation (i.e. practices and techniques). However, external coercive pressures were found to negatively influence management innovation techniques, and no association was found between mimetic pressures with either dimension of management innovation. Finally, both dimensions of management innovation were found to exhibit a positive influence on competitive advantage. The findings provide organisations with an insight into the institutional factors that affect their ability to introduce new management practices and techniques (i.e. management innovation) and the role of management innovation in enhancing competitive advantage.
      Citation: International Journal of Manpower
      PubDate: 2021-12-21
      DOI: 10.1108/IJM-05-2021-0291
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The wage effects of overeducation across overall wage distribution on
           university graduates: incidence, heterogeneity and comparison

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      Authors: Hongye Sun , Giseung Kim
      Abstract: This study aims to investigate the extent to which overeducation imposes wage effects on university graduates, taking into account the individual heterogeneity due to skills and innate ability. Using Graduates Occupation and Mobility Survey (GOMS) 2019 and Korea Dictionary of Occupations (KDOT) 2019, the overeducated and adequately educated graduates are differentiated by the job analysis (JA) measure. To unveil the masked results, the unconditional quantile regression (UQR) accompanying skills and field of study mismatches is adopted to explore the wage effects of overeducation across the overall wage distribution. Empirical evidence shows that the incidence of overeducation is high; however, overeducated graduates only suffer a 6.5% wage loss relative to their adequately matched peers. The findings indicate that regardless of being derived from either overskilled or field of study mismatch, genuine overeducation impose a higher wage penalty at all percentiles relative to the apparent overeducation. Meanwhile, high-ability men suffer lower-wage penalties than their low-ability peers, whereas the inverted “U” pattern is exhibited for women. The theoretical hypotheses differ depending on the estimated results by gender. Each measure of educational mismatch has been criticized for its insurmountable shortcoming. The recent graduates are likely to overstate the job requires of skills. This paper contributes to the insufficient evidence on the multiple aspects of wage effects of overeducation by providing new and rigorous examinations and by focusing on the country experiencing rapid economic growth, industrial upgrading and educational expansion.
      Citation: International Journal of Manpower
      PubDate: 2021-12-14
      DOI: 10.1108/IJM-03-2021-0181
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Drop-out, stop-out or prolong' The effect of COVID-19 on
           students' choices

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      Authors: Dasa Farcnik , Polona Domadenik Muren , Valentina Franca
      Abstract: The aim of the paper is to identify the causal effect of the COVID-19 induced crisis on students' decisions about their educational plans. The authors hypothesise that students adjusted their decisions by delaying graduation, dropping out or change the field of education because of increased uncertainty about future employment and monetary returns. The empirical approach is based on a survey done during the first wave of COVID-19 in Slovenia. The probability of dropping out, prolonging or stop-out is designed by applying probit and probit with insturmental variables empirical model. Primary orientation towards work increases the probability of dropping out and financial constraints increase the probability of prolonging studies. The same holds after accounting for endogeneity. However, the authors do not find that poor job expectations due to COVID-19 affect students' decisions to prolong, drop-out or stop-out. The authors also find that the primary orientation toward work or study explains the differences in the probability of each outcome that is not influenced by enrolment in a particular field of study. The results cannot be read as an objective prediction of the impact of the COVID-19 crisis on college failures. However, the study provides insight into how students' expectations change their intentions to prolong, drop-out, or stop-out during periods of high uncertainty. The extent, to which measured intentions are realised, however, is uncertain. Understanding the response diversity and motives behind students' study decisions represents extremely valuable insights for economic policy. Mapped apprehensions, augmented by heterogeneity in personal and financial characteristics, are relevant for policymakers. In terms of future research, it would be interesting to analyse what changes occurred over a five-year period, specifically which field of study was most affected by students' adjusted plans due to the pandemic. Students have always been a special group in the labour market. After the initial shock of closing activities, studying online and the drastic decrease in student work due to COVID-19, the decision was made in spring 2020 to continue on the chosen path or not. This paper provides insight into the changing decision students made about their educational plans. This paper is one of the first to highlight the implications of COVID-19 for the adaptation of student plans in the transition from school-to work in Europe. It departs from the classical literature of college failures, as specific macroeconomic conditions influence students to reconsider their educational decisions. Moreover, the paper also contributes to the rapidly growing literature on the impact of the COVID-19 pandemic on household-level labour market outcomes, particularly with respect to job search and labour supply decisions in general.
      Citation: International Journal of Manpower
      PubDate: 2021-12-14
      DOI: 10.1108/IJM-06-2021-0353
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Returns to formal and informal vocational education and training in India

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      Authors: Shweta Bahl , Vasavi Bhatt , Ajay Sharma
      Abstract: In the process of school-to-work transition, the role of general education and vocational education and training (VET) remains quite central. Based on the human capital theory, we estimate whether investment in VET brings additional returns for workers across the age cohorts. The focus of our study being the labour market in India, the data from the Periodic Labour Force Survey 2018–19, conducted by the National Statistical Office, has been used for analysis. We have applied the ordinary least square method with sample selection correction, the quasi-experimental technique of propensity score matching and heteroskedasticity based instrumental variable approach to estimate the returns with respect to no VET, formal VET and informal VET. Our study shows that workers with formal VET earn higher wages than workers with no VET or informal VET. The study finds that workers with informal VET do not earn higher wages than workers with no VET. Moreover, from the age cohort analysis, we have deduced that wage advantage of workers with formal VET persists across all age cohorts and, in fact, accentuates with an increase in age. We have estimated that VET being complemented with basic general education fetches higher returns in the labour market, especially when provided through formal channels. Moreover, to the best of our knowledge, in the case of developing countries where informal VET is widely provided, this is one of the first studies that captures the return to informal VET. Lastly, complementing the existing studies on the developed countries, we have estimated the returns to VET over the life cycle of the workers.
      Citation: International Journal of Manpower
      PubDate: 2021-12-10
      DOI: 10.1108/IJM-04-2021-0211
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Green HRM promotes higher education sustainability:
           a mediated-moderated analysis

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      Authors: Zuhair Abbas , Shagufta Sarwar , Mohsin Abdur Rehman , Roman Zámečník , Muhammad Shoaib
      Abstract: In the contemporary world, where sustainability at higher education is at the forefront, the ever-changing business ecosystem nurtures a new drift towards economic, environmental and social performance. This study aims to measure the impact of green human resource management (GHRM) practices on sustainability in the higher education of a developing country context through a theoretical aspect of Resource-Based View (RBV). This study adopted a quantitative approach to propose and test a model based on predictors of sustainability. The survey approach received 190 responses from employees (faculty and non-faculty members) working as a full-time in the 40 higher education institutions (HEIs) of Pakistan. The structural and measurement model was calculated using SmartPLS. The results show that “green training and development” (GTD) and “top management commitment towards greening workforce (TMCGW)” have a positive relationship with sustainability while green recruitment and selection (GRS) was not supported by sustainability. The mediating effect of TMCGW plays a crucial role between GTD and sustainability. Also, this study contributes through the moderating interaction effect of Gender between GTD and sustainability. Overall the GHRM practices promote employee green behavior and sustainability. The proposed research model in the current study is a substantial gap in the literature and exploring this connection requires new theoretical frameworks. To bridge this literature gap, this study examined the role of GHRM on sustainability at micro-level (employee perspective) through a theoretical aspect of RBV in the developing country higher education context of Pakistan. Importantly, this study enhances the understanding of the emerging global wave of green mobility and highlights the impact of GHRM practices on sustainability through perception of academic professionals.
      Citation: International Journal of Manpower
      PubDate: 2021-12-07
      DOI: 10.1108/IJM-04-2020-0171
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Unemployment and its scarring effect on wages in Germany: evidence from
           linked employer-employee data

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      Authors: Oskar Jost
      Abstract: Assess and compare scarring effects of unemployment in Germany to other countries and to consider firm heterogeneity. The author uses linked employer-employee data to analyze the effect of unemployment and its duration on future wages in Germany. Using administrative data on workers and firms in Germany and considering registered and unregistered unemployment episodes, the results show long-lasting wage losses caused by unemployment incidences. Furthermore, the estimations indicate that unemployment duration as well as selectivity into firms paying lower wages is of particular relevance for the explanation of wage penalties of re-employed workers. Unemployment causes massive and persistent wage declines in the future, which depend on the unemployment duration. Furthermore, reduced options of unemployed workers and selectivity in firms contribute to a large part of unemployment scarring. Findings are relevant for current debates on unemployment and can help design measures to avoid huge costs of unemployment. This paper analyses long-term unemployment scarring by considering not only unemployment duration but also selectivity in firms and its effect on the scarring effect.
      Citation: International Journal of Manpower
      PubDate: 2021-12-01
      DOI: 10.1108/IJM-02-2021-0065
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Community norms and corporate philanthropy: the moderating role of women
           on board of directors

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      Authors: Xin Wang , Zhe Zhang , Ming Jia
      Abstract: This study examines how community norms, such as religious atmosphere and economic pressures, affect corporate philanthropic giving. Grounded in upper echelon theory, the authors further focus on how the women on board of directors (BODs) play an important role in the relationship between community norms and corporate philanthropic giving. This study utilizes a two-stage Heckman selection model to control the sample-selection bias. The final sample includes 8,566 observations for the first stage and 5,575 observations for the second stage. Then, by using a sample of Chinese listed firms in 2010–2014, this study establishes a strong and robust support for the hypotheses. This study finds that religious atmosphere is significantly and positively associated with corporate philanthropic giving, whereas the relationship between economic pressure and corporate philanthropy is negative. Furthermore, women on BODs not only strengthen the relationship between religious atmosphere and corporate philanthropic giving but also strengthen the relationship between economic pressure and corporate philanthropic giving. First, the authors contribute to community literature by developing a subdivided perspective. The authors provide the first attempt to empirically investigate the hidden association between the two perspectives of community (religious atmosphere and economic pressure) and corporate philanthropic giving. Second, the authors contribute to the literature on corporate philanthropy by expanding the antecedents of corporate philanthropic giving to communities where firms are headquartered. Third, by capturing the multiple identities of women, the authors enrich the study of the influence of minority groups on corporate decision-making. The authors find that gender diversity on BODs strengthen the influence of community norms on corporate philanthropic giving.
      Citation: International Journal of Manpower
      PubDate: 2021-11-22
      DOI: 10.1108/IJM-03-2020-0118
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Identifying the factors of internal green marketing: a scale development
           and psychometric evaluation approach

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      Authors: Ishtiaq Hussain Qureshi , Danish Mehraj
      Abstract: The purpose of this paper is to perform a psychometric evaluation of the internal green marketing (IGM) scale in the context of consumer, industrial and service industry from a developing economy. Drawing on IGM theory, this study validates the measurement scales to operationalize IGM as green internal communication (GIC), green skill development (GSD) and green rewards (GRs). The sample was drawn from the consumer, industrial and service industries in Jammu and Kashmir, India, using a random sampling method. Data were collected from consumer, industrial and service industries in two phases through a self-administrated questionnaire-based survey. In total, 137 managers responded during the first phase, and 368 managers responded during the second phase. During the first phase, exploratory factor analysis (EFA) was conducted to uncover the underlying dimensions of IGM, and during the second phase, data were analyzed to test the validity of the IGM scale through confirmatory factor analysis (CFA). EFA suggested a three-dimension scale (green internal communication (GIC), green skill development (GSD), and green rewards (GR)) which was confirmed by CFA. The findings of the study demonstrate that IGM is a valid and reliable scale to capture the individual-level perception of the employees with respect to the green internal marketing of an organization. This paper is expected to provide valuable insights into the area of internal green marketing (IGM) about an industry that can be of immense help to domestic and international marketers in formulating human resource (HR)/marketing strategies. Further, it provides a wide-ranging scale that can act as a base for future research studies that aim to explore internal green marketing (IGM) in different organizational settings. IGM is embedded in three underlying elements as GIC, GSD and GRs. It is suitable to the practitioner and researchers to operationalize IGM as a second-order construct in future studies.
      Citation: International Journal of Manpower
      PubDate: 2021-11-22
      DOI: 10.1108/IJM-06-2020-0276
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The labour market impact of COVID-19: early evidence for a sample of
           enterprises from Southern Europe

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      Authors: Allan Webster , Sangeeta Khorana , Francesco Pastore
      Abstract: The choice of Southern Europe is partly based on the observation that the sample includes a number of countries whose economies faced more severe difficulties than elsewhere in Europe. Economically they were less able to absorb the economic shock posed by COVID-19. It is also partly based on the characteristics of the pandemic. A number of countries in the sample were amongst the earliest in Europe to be hit by the pandemic and a several were harder hit in terms of both morbidity and mortality. This study uses evidence from World Bank enterprise surveys of a sample of firms from six countries in Southern Europe. It examines the early evidence of the effects of COVID-19 on labour markets. The economic consequences potentially cover a wide range of issues. The focus of this study is on firm level evidence of the effect on labour. The evidence and the analysis are provided at a time when the pandemic is still in progress. The authors use both traditional regression analysis and IPWRA to assess the joint effect of loans versus government support on, firstly, the change in sales revenues and, secondly, the number of weeks that the firm would expect to survive with no sales revenues. The study suggests that, despite efforts to support firms and hoard labour, there is a prospect of a significant number of firm closures with a consequent loss of employment. Temporary firm closures also represent a substantial loss of labour weeks. These are partly related to a significant number of workers subject to furloughs. The empirical findings suggest that COVID-19 cases and deaths have directly affected firm sales but government containment measures, particularly closures, have more strongly affected firms. Losses of sales were unsurprisingly related to losses of employment. Remote working has contributed to sustaining employment but online business has not affected most sectors. The future progress of COVID-19 and government containment measures is uncertain, and the full economic consequences will probably continue to emerge after the end of the pandemic. The full extent of the impact on labour will probably not be the first of these. There are obvious advantages in seeking to learn lessons from the early stages of the pandemic but there are also obvious constraints. The full economic consequences will take longer to emerge than the pandemic itself and the full consequences for employment will take longer to be evident than many other economic effects. Both temporary closures and furloughs impose costs that will be borne by firms, workers and government. The effects of COVID-19 on firms differ across sectors. Adverse effects tend to be higher in hospitality, non-essential retail and travel. That many firms lack the capacity to survive further temporary closures of a similar duration to those in the earlier stages emphasises that the support provided in the near future is of critical importance to control employment losses through permanent firm closures. A long-term perspective suggests neither permanent closure nor laying off workers may be the best response to a temporary crisis in demand. A stakeholder model of the firm would often suggest that it is not an optimal for the point of view of workers or the wider economy either. Both imply a preference for labour hoarding. The most affected are sectors with a high proportion of female workers and, in consequence, most of the countries in the sample exhibit an early decline of the already lower than average share of women in employment. The data used have been recently released and this is the first analysis using the data to look at the consequence on firms employment decisions during the Pandemic. The case of Southern Europe is much understudied, though one of the most dramatic as to the consequences of the pandemic. From a methodological point of view, the authors use not only traditional regression analysis, but also the matching approach to identify the effect of different policy options on labour demand by firms.
      Citation: International Journal of Manpower
      PubDate: 2021-11-02
      DOI: 10.1108/IJM-04-2021-0222
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • A data set of comparable estimates of the private rate of return to
           schooling in the world, 1970–2014

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      Authors: Claudio E. Montenegro , Harry Anthony Patrinos
      Abstract: Young people experience lower employment, income and participation rates, as well as higher unemployment, compared to adults. Theory predicts that people respond to labor market information. For more than 50 years, researchers have reported on the patterns of estimated returns to schooling across economies, but the estimates are usually based on compilations of studies that may not be strictly comparable. The authors create a dataset of comparable estimates of the returns to education. The data set on private returns to education includes estimates for 142 economies from 1970 to 2014 using 853 harmonized household surveys. This effort holds the constant definition of the dependent variable, the set of controls, sample definition and the estimation method for all surveys. The authors estimate an average private rate of return to schooling of 10%. This provides a reasonable estimate of the returns to education and should be useful for a variety of empirical work, including critical information for youth. This is the first attempt to bring together surveys from so many countries to create a global data set on the returns to education.
      Citation: International Journal of Manpower
      PubDate: 2021-10-27
      DOI: 10.1108/IJM-03-2021-0184
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Female directors’ monitoring and earnings quality: the moderating effect
           of political connections and family ownership

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      Authors: Chwee Ming Tee , Jeyapalan Kasipillai
      Abstract: This study aims to examine whether the monitoring effectiveness of female directors in corporate boards is moderated by political connections and family ownership. This study employs a Malaysian dataset of listed firms from 2005 to 2015. The ordinary least squares model (OLS) is used to test all the research questions. The authors find that female directors' monitoring is associated with higher earnings quality. This implies effective monitoring by female board directors. However, the monitoring effectiveness by female directors is attenuated by political connections; consistent with the argument that politically connected firms (PCFs) are plagued by severe agency problems. On the other hand, the association between female directors and higher earnings quality is strengthened by family ownership, indicating less severe type 1 agency problem. This study is the first to show that the monitoring capability of female board directors is significantly influenced by a country's institutional setting. Although prior studies find that higher proportion of female directors is associated with higher earnings quality; the findings suggest that institutional setting such as political connections (family ownership) attenuate (strengthen) the monitoring effectiveness of female directors in the corporate board.
      Citation: International Journal of Manpower
      PubDate: 2021-10-21
      DOI: 10.1108/IJM-02-2021-0101
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Enhancing virtual team performance via high-quality interpersonal
           relationships: effects of authentic leadership

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      Authors: Yinxuan Zhang , Ruonan Zhao , Xuan Yu
      Abstract: Based on path–goal theory and social learning theory, this research is aimed at investigating how authentic leadership can influence team performance in virtual teams, specifically the mechanisms through the mediator of high-quality interpersonal relationships and the moderator of task interdependence. The valid data of this research were collected from 90 virtual teams including 388 team members and their 90 leaders with a time-lag in China, and then the data were mainly analyzed by the hierarchical multiple regression and bootstrapping method to test the hypotheses. The research results reveal that authentic leadership can positively influence virtual team performance. High-quality interpersonal relationships mediate the relationship between authentic leadership and virtual team performance. Furthermore, the indirect relationship between authentic leadership and virtual team performance via high-quality interpersonal relationships is moderated by task interdependence. Team performance as an important kind of team effectiveness is crucial to the virtual team's advantage and success. This research enriches the knowledge on the relationship between authentic leadership and virtual team performance, which contributes to the virtual leadership effectiveness and virtual team management.
      Citation: International Journal of Manpower
      PubDate: 2021-10-20
      DOI: 10.1108/IJM-08-2020-0378
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Impact of trade openness, human capital, public expenditure and
           institutional performance on unemployment: evidence from OIC countries

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      Authors: Sajid Ali , Zulkornain Yusop , Shivee Ranjanee Kaliappan , Lee Chin , Muhammad Saeed Meo
      Abstract: This study examines the impact of trade openness, human capital, public expenditure and institutional performance on unemployment in various income groups of Organization of Islamic Cooperation (OIC) countries. Traditional panel data methodologies neglect the issue of cross-sectional dependence and provide ambiguous outcomes. A novel approach, “dynamic common correlated effects (DCCE)”, is utilized in this study to tackle with aforementioned issue. Pooled mean group (PMG) estimation is also applied to verify the robustness of the findings. The long-run estimates show that trade openness has a significant and negative relationship with the unemployment rate in overall and lower-income OIC economies and a positive correlation with unemployment in higher-income OIC countries. Public expenditure is negatively and significantly correlated with unemployment in higher-income and overall OIC economies. Moreover, human capital reduces unemployment in higher-income and overall OIC countries while increases unemployment in lower-income OIC economies. The research tends to endorse the argument for continuous trade openness policy along with efficient use of public expenditure and improved institutional performance to reduce unemployment in OIC countries. The DCCE approach in this research considers heterogeneity and cross-sectional dependence between cross-sectional units and thus gives robust outcomes.
      Citation: International Journal of Manpower
      PubDate: 2021-10-20
      DOI: 10.1108/IJM-10-2020-0488
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Gender pay gap in explaining female entrepreneurship – industry
           perspective of selected European countries

         This is an Open Access Article Open Access Article

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      Authors: Aleksandra Gaweł , Katarzyna Mroczek-Dąbrowska
      Abstract: Although several theoretical concepts imply different determinants of female entrepreneurship, the literature lacks a consensus on their significance. The aim of this paper is to verify how industry specificity influences the gender pay gap and its relation to female entrepreneurship. The authors distinguish industries based on the gender equality level, measured jointly by two factors: pay gap level and female participation rate. The study has been conducted among 22 European countries with relatively similar institutional backgrounds. The authors carry out the analysis based on the panel regression models, which enable the authors to verify two predefined research questions. The results of panel regression models indicate that industry specificity plays a significant role in the relation between the pay gap and female entrepreneurship. Generally, it can be concluded that gender pay gap as a measure of gender inequality is dependent on the industry specificity. The dependence is especially visible in the breakdown of male- and female-dominated industries. The findings are consistent with the assumption that the gender pay gap is a discriminatory factor for women willing to become entrepreneurs in certain industries. The findings of the study may constitute a vital tool in planning to overcome it.
      Citation: International Journal of Manpower
      PubDate: 2021-10-20
      DOI: 10.1108/IJM-12-2020-0554
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Improving the school-to-work transition for young people by closing the
           digital divide: evidence from the EU regions

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      Authors: Monica Raileanu Szeles , Mihaela Simionescu
      Abstract: The paper aims to provide comparative empirical evidence on young people neither in employment nor in education and training (NEET-youth) under the influence of the digital divide, education and sectoral growth across the EU regions, with a focus on the transition patterns followed over time by EU regions in bridging the digital divide and their specific implications on school-to-work transition (STWT). Firstly, five variables on Internet usage activities are aggregated into an index of E-skills. Secondly, linear dynamic panel data regression models are used to explain the influence of various factors on regional rates of NEET-youth, with or without grouping regions upon the digital divide in relative terms. Advanced digital literary skills are found to have a stronger effect on the STWT than the basic ones. The growth of employment in specific economic activities like “Information and Communication” enhances STWT, but only when considering regional differences in the digital divide and E-skills as well. However, the negative effect of deprivation and low educational attainments on STWT is offset by a low level of the regional digital divide. In addition, more R&D expenditure in higher education is necessary to compensate for the effect of the digital divide on the STWT. On brief, the policy implications are twofold. Firstly, regions will need to focus more on reducing the digital divide, because it will not only generate positive effects for STWT but will also enhance the positive impact of education and sectoral growth on STWT and even compensate for their low progress. Secondly, in the context of the EU single market, to better address the situation of young people, regions should monitor the relative progress in bridging the digital divide and improving E-skills, with respect to the other EU regions. Improving the relative position on the EU map of E-skills increases the effectiveness of regional policies targeting the STWT. The originality of the paper lies in the regional approach to the relationship between STWT and the digital divide, which allows us to derive new policy measures for the EU regions. Other innovative contributions rely on the identification of (1) transition patterns that region follow over time in improving STWT while bridging the digital divide and (2) policy measures addressing the NEETs in the context of the regional digital divide.
      Citation: International Journal of Manpower
      PubDate: 2021-10-15
      DOI: 10.1108/IJM-03-2021-0190
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Transformational leadership and employees' helping and innovative
           behaviors: contextual influences of organizational justice

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      Authors: Jae Young Lim , Kuk-Kyoung Moon
      Abstract: This article explores whether transformational leadership (TFL) influences individuals' extra-role behaviors, specifically helping and innovative behaviors. More importantly, it focuses on whether TFL's influence on employees' helping and innovative behaviors is contingent upon two subdimensions of organizational justice (OJ): distributive justice (DJ) and procedural justice (PJ). The authors relied on the 2017 Korean Public Employee Viewpoint Survey conducted by the Korea Institute of Public Administration (KIPA), which is based on stratified, two-stage cluster sampling. Because the dependent variables for the empirical models were summed averages, the authors used OLS as a statistical method. The regression was performed using Stata 14. The results revealed that TFL was positively associated with both helping and innovative behaviors. When moderated by DJ, TFL has a positive impact only on helping behavior. However, when moderated by PJ, TFL has a positive influence on both behaviors. TFL was measured using four items. While the measure reflects four dimensions of TFL, its construct validity may be subject to criticism. Relying on a one-year cross-sectional dataset means that this study's findings might not be fully generalizable to all public sector environments across different cultures. This article's findings on how TFL is contextualized under different OJ contexts will help advance understanding of how it works in contemporary public organizations. Despite the importance of OJ as a vital heuristic that reshapes employees' perceptions of their organizations, few studies have focused on how it can moderate the relationship between TFL and employees' extra-role behaviors. By investigating such moderating effects, this study advances the scholarly understanding of boundary conditions that affect TFL and its effectiveness in organizational settings. It utilizes a South Korean survey, which brings an international perspective to this understanding.
      Citation: International Journal of Manpower
      PubDate: 2021-09-27
      DOI: 10.1108/IJM-02-2020-0044
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The impact of exporting on women's employment

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      Authors: Begum Dikilitas , Burcu Fazlioglu , Basak Dalgic
      Abstract: This paper aims to examine the effect of exports on women's employment rate for Turkish manufacturing firms over a recent period of 2003–2015. The authors establish treatment models and use propensity score matching (PSM) techniques together with difference-in-difference methodology. The results of the study indicate that starting to export increases women’s employment rate for manufacturing firms. Gains in female employment rates are observed for the firms operating in low and medium low technology intensive sectors, low-wage sectors as well as laborlabor-intensive goods exporting sectors. The authors complement previous literature by utilizing a rich harmonized firm-level dataset that covers a large number of firms and a recent time period. The authors distinguish between several sub-samples of firms according to technology intensity of the sector in which they operate, wage level and factor intensity of exports and investigate whether or not women gain from trade in terms of employment opportunities.
      Citation: International Journal of Manpower
      PubDate: 2021-09-23
      DOI: 10.1108/IJM-08-2020-0362
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Green human resource management and green organizational citizenship
           behavior: do green culture and green values matter'

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      Authors: Lai Wan Hooi , Min-Shi Liu , Joe J.J. Lin
      Abstract: Drawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator. Valid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis. The results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture–G-OCB relationship is significant. The originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.
      Citation: International Journal of Manpower
      PubDate: 2021-09-22
      DOI: 10.1108/IJM-05-2020-0247
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Preliminary development and validation of the perceived strengths-based
           human resource system scale

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      Authors: He Ding , Enhai Yu , Shenghua Xu
      Abstract: The purpose of the current article was to propose the strengths-based human resource (HR) system construct as well as develop and validate the perceived strengths-based HR system scale by using three independent studies. Study 1 mainly adopted exploratory factor analysis to test whether fifteen items proposed by the authors can represent the perceived strengths-based HR system construct. The aim of Study 2 was to examine the discriminant validity and criteria validity of the fifteen-item perceived strengths-based HR system scale and reliability of this scale. By structural equation modeling analysis, Study 3 primarily tested the incremental predictive validity of the perceived strengths-based HR system for employee performance (i.e. task performance and innovative behavior) after controlling for the perceived high-performance work system (HPWS) and perceived high-commitment work system (HCWS). Study 1 showed that initial fifteen items of the perceived strengths-based HR system appropriately are loaded on one factor and exhibit a good reliability. Study 2 found that there is good discriminant validity between the perceived strengths-based HR system, perceived organizational support, perceived supervisory career support, and work engagement, and the perceived strengths-based HR system exhibits better convergent validity and criteria validity. Study 3 demonstrated that the perceived strengths-based HR system could significantly predict employee performance (i.e. task performance and innovative behavior) even after controlling for perceived HPWS and HCWS. The current article contributes to advancing HR theory and research and provides a valuable tool for future empirical research on the strengths-based HR system.
      Citation: International Journal of Manpower
      PubDate: 2021-09-22
      DOI: 10.1108/IJM-10-2020-0466
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Pathway toward environmental sustainability: mediating role of corporate
           social responsibility in green human resource management practices in
           small and medium enterprises

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      Authors: Jun Wen , Hadi Hussain , Junaid Waheed , Waheed Ali , Ihsan Jamil
      Abstract: Recent research validates an increasing knowledge of environmental concerns in manufacturing small and medium enterprises (SMEs). However, only a few studies maintain that green human resource management (HRM) practices and corporate social responsibility (CSR) play an important role, especially in the case of developing economies. Thus, this study aims to examine the direct and indirect relationship between green HRM practices and environmental sustainability (ES) through the mediation of CSR in SMEs in Pakistan. The cross-sectional design of this study considers the mechanism by which green HRM practices affect ES through CSR in the context of Pakistani SMEs. The authors collected data from 320 manufacturing SMEs and used the partial least squares structural equation modelling (PLS-SEM) technique to examine the relationship between variables. The empirical findings of this study suggest green HRM practices have a positive and significant impact on ES. Further, the second hypothesis is not supported. In addition to the direct impact, the indirect effect of green HRM practices on CSR is positive and significant. Finally, the authors determine that green HRM practices affect ES through the partial mediation of CSR. To date, this study is the first to use CSR as a mediator between green HRM practices and ES in the context of Pakistani SMEs. The study has important implications for HRM and government policy makers, suggesting they should improve strategies in favour of the green economy. Furthermore, developing countries could design similar studies with different future sustainability factors.
      Citation: International Journal of Manpower
      PubDate: 2021-09-21
      DOI: 10.1108/IJM-01-2020-0013
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • No expatriate is an island: the role of salient stakeholders' support in
           international assignments

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      Authors: Hak Liong Chan , Dahlia Zawawi , Siew Imm Ng , Debbra Toria Anak Nipo
      Abstract: International assignments are an effective tool to develop employees' cultural competencies, yet expatriate failure rates remain high. This paper aims to examine salient stakeholders' (i.e. organisations, host country nationals (HCNs) and spouses) support as antecedents of expatriates' work adjustment and task performance. It also explores work adjustment as a mediator between support and task performance. Adopting the quantitative approach, survey data were collected from 112 expatriates who were married and based in organisations in Malaysia. Partial least squares-structural equation modelling was employed to analyse the data. The findings validate the direct influences of perceived organisational support (POS) on work adjustment, HCN support on work adjustment, and spousal support on task performance. The indirect effect of HCN support on task performance through work adjustment was also established. When expatriates' work adjustment improves as a result of receiving HCN support, their task performance is enhanced. This study evidences that expatriate-hiring firms should provide suitable support for expatriates when they work overseas. Local employees and spouses should likewise be tasked to help expatriates maximise their full potential in achieving successful performance in their assignments. The contribution of this study is the exploration of the relationships between support, work adjustment and task performance among expatriates. It also adds to the limited knowledge on the role of specific stakeholders in the expatriate context.
      Citation: International Journal of Manpower
      PubDate: 2021-09-07
      DOI: 10.1108/IJM-11-2019-0520
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Exploring the impact of green human resource management on environmental
           performance: the roles of perceived organizational support and innovative
           environmental behavior

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      Authors: Sabeen Hussain Bhatti , Farida Saleem , Ghulam Murtaza , Tazeem Ul Haq
      Abstract: This paper aims to explore the relationship between green human resource management (GHRM) practices and the environmental performance (EP) of firms belonging to industries that may lean toward environmental pollution (e.g. oil and gas). The authors propose a holistic (serial mediation) model based on the ability-motivation-opportunity (AMO) theory and the social exchange theory (SET) and integrate organizational, i.e. perceived organizational support (POS), and individual, i.e. innovative environmental behavior (IEB), factors as explanatory mechanisms. The authors then test the model in a developing country context. Data were collected from white collar workers in the oil and gas industry in Pakistan. A structural equation modeling (SEM) technique and the PROCESS model 6 were used to analyze the hypothesized serial mediation model. The authors found support for the fully meditating serial mediation model. Although the direct effects of GHRM and EP were insignificant, the total effects and indirect effects through POS and IEB were significant. Similarly, the research also found support for organizational and individual factors as explanatory mechanisms in the relationship between GHRM and EP. This research adds to the existing literature on GHRM and the corporate EP link through proposing and testing a model of the mediating effects of POS and IEB. Furthermore, it provides empirical evidence of this model in the oil and gas sector using an Asian developing country as the context of study.
      Citation: International Journal of Manpower
      PubDate: 2021-09-06
      DOI: 10.1108/IJM-05-2020-0215
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Implications of GHRM on organisational citizenship behaviour: the
           mediating role of enablers of green culture

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      Authors: Paul Kivinda Muisyo , Su Qin , Thu Hau Ho , Mercy Muthoni Julius , Tsirinirinantenaina Barisoava Andriamandresy
      Abstract: The purpose of this research is to examine how firms can build collective organisational citizenship behaviour towards the environment (OCBE) from green human resource management (GHRM) practices. The study tests how the three main aspects of GHRM, namely green abilities, green motivation and green opportunities, give rise to the enablers of green culture (EGC). The study further tests how each of the EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) leads to the development of OCBE at the organisational level of analysis. Data were collected from Taiwanese manufacturing companies with a target of departmental heads. The authors managed to get 284 valid responses and analysed the data using path analysis on Stata12. The study findings suggest that GHRM practices that include developing green abilities, green motivation and green opportunities support the development of the EGC. The EGC include leadership emphasis, message credibility, peer involvement and employee empowerment. It was, however, found that green abilities do not support the development of message credibility. It was further found the EGC lead to the development of collective OCBE except for peer involvement. The authors propose an original concept of EGC in the context of Taiwanese manufacturing firms. This paper is amongst the pioneer papers to test the OCBE at organisational level. The authors also develop an integrated conceptual framework upon which firms can use in order to build OCBE at organisational level. Previous studies have examined OCBEs at employee/individual level.
      Citation: International Journal of Manpower
      PubDate: 2021-09-03
      DOI: 10.1108/IJM-05-2020-0245
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The impact of training on productivity and wages in Tunisia

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      Authors: Naouel Ben Jemaa Cherif
      Abstract: The purpose of this paper is to investigate the impact of training on labor productivity and wages in order to examine how the benefits from training are shared between employers and employees. This study analyzes an industry panel covering all sectors of the Tunisian economy for the period 2000–2014. The panel structure of the data allows controlling for the endogeneity of training by using different panel data techniques. Results show that both employers and workers benefit from training since it has a positive and significant effect on productivity and wages. However, the effect of training on productivity is substantially higher than on wages, suggesting that employers obtain the largest part of the returns to training. This result is consistent with theories that explain firm-sponsored training by a compressed wage structure in imperfect labor markets. This study, particularly showcasing the labor market in Tunisia, is one of the first to provide estimates for a developing country to assess the effects of training for both employer and employee. It is also among the few empirical works that analyzed the impact of training on labor productivity and wages simultaneously.
      Citation: International Journal of Manpower
      PubDate: 2021-09-02
      DOI: 10.1108/IJM-12-2019-0527
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The effect of unemployment benefits on health and living standards in
           Turkey: evidence from structural equation modelling and regression
           discontinuity design

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      Authors: Eleftherios Giovanis , Oznur Ozdamar , Burcu Özdaş
      Abstract: Unemployment can negatively affect individuals, their families and communities in various ways. When individuals are out of work may experience mental and physical health problems, material deprivation and poverty. This study aims to examine the impact of unemployment benefits on health and living standards in Turkey. The authors employ a structural equation modelling (SEM) to consider the simultaneous relationships among the unemployment benefits and the latent variables of health and Standard of Living (SoL). We propose a fuzzy Regression Discontinuity Design (FRDD) and a Regression Kink Design (RKD) within the SEM framework to infer causality. For the empirical analysis, the authors employ the panel Income and Living Conditions Survey (ILCS) in 2007–2015. The authors’ findings suggest that those who receive these benefits are more likely to report higher levels of health and improve their living standards compared to the non-recipients. Furthermore, unemployment benefits replacement rates are associated with improved levels in health and living standards. The authors’ results indicate a substantial heterogeneity on the impact of unemployment benefits since males, low educated individuals and those belonging to the lower levels of income are affected more in terms of their health status and living standards. The majority of earlier studies have focused on the impact of unemployment benefits on labor outcomes. The originality of this study is that we implement the FRDD and RKD within the SEM framework to explore, simultaneously, the impact of unemployment insurance on health and living standards. Moreover, future research studies can implement this framework to infer causality and explore the impact of related policies and reforms.
      Citation: International Journal of Manpower
      PubDate: 2021-08-31
      DOI: 10.1108/IJM-06-2020-0288
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Green human resource management, leader–member exchange, core
           self-evaluations and work engagement: the mediating role of human resource
           management performance attributions

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      Authors: Gabriel C.W. Gim , Say Keat Ooi , Siau Teng Teoh , Hui Ling Lim , Jasmine A.L. Yeap
      Abstract: Sustainable development concern, coupled with changes in the talent landscape, has led to a heightened focus on green human resource management (GHRM). Drawing on attribution theory and conservation of resources theory, this study examined GHRM, leader–member exchange (LMX) and core self-evaluations (CSE) in relation to work engagement together with human resource management (HRM) performance attributions as a mediator. Partial least squares structural equation modelling (PLS-SEM) was used to analyse the data collected from 110 respondents working in ISO 14001 certified organisations in Malaysia. Results revealed that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance. However, CSE was not found to be related to HRM performance attributions. Consequently, HRM performance attributions were positively related to work engagement. Furthermore, GHRM and LMX had positive indirect effects on work engagement through HRM performance attributions as a mediator. Since the data collected were from Malaysia only, it limits the generalisability of the results to other regions. The findings suggest that organisations should adopt GHRM and train its leaders to forge stronger social bonds with their subordinates to elicit higher work engagement by positively influencing employee attributions on the motives of HRM practices. This study contributes to the acknowledged gap on GHRM and HRM attributions by examining the non-green employee outcomes of GHRM and the antecedents of HRM performance attributions. This study also contributes by integrating attribution theory with conservation of resources theory to provide the mediation mechanism in linking GHRM and LMX towards higher work engagement through HRM performance attributions as a mediator; thus empirically illustrating the resource gain spirals.
      Citation: International Journal of Manpower
      PubDate: 2021-08-17
      DOI: 10.1108/IJM-05-2020-0255
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • 4.0 digital transition and human capital: evidence from the Italian
           Fintech market

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      Authors: Filomena Izzo , Viktoriia Tomnyuk , Rosaria Lombardo
      Abstract: In the intellectual capital literature, no studies have examined the causal relationship between Italian Fintech companies' performance and intellectual capital, especially the impact of digital industrialization on human capital. This paper aims to fill this gap in measuring human capital efficiency in the Italian Fintech market. The authors adopt Pulic's model and define the intellectual capital through three components (human capital, structural capital and capital employed) and perform an exploratory analysis of the Italian Fintech companies by using principal component analysis. Then the authors investigate the effects of the intellectual capital and its components on the Italian Fintech companies' performance by using parametric and nonparametric regression models. Results of regression models reveal that human capital and employed capital are positively related to the companies' performance, except for the structural capital. The study focuses on the Italian level, and future research could be extended to different European countries or to the global Fintech market. Moreover, it is advised to explore more components that contribute to intellectual capital measurement inside the companies operating in the 4.0 industrial revolution, such as the innovative capital and the relational capital. This study proposes a new vision for managerial procedures to find which features are critical for achieving profitability in this digital era. The study offers interesting reflections on the management decisions for both companies and public decision-makers. Results suggest that, among intellectual capital components, human capital plays a strategic role for the knowledge-intensive companies that are interested in potentiating their performance and competitiveness. Furthermore, this study finds that human capital is critical factor for achieving profitability in this digital era. The Fintech sector is one that most benefited from the Digital Revolution, and if it is adequately managed, it can bring great benefits in terms of major employment, especially for the young population, and bring major financial inclusiveness all over the world. This is the first study that examines the Italian Fintech market and analyzes the dependence relationship between companies' performance and intellectual capital components, identifying the role of human capital in a new completely digital sector. The analysis findings are strategic for the business decisions-making process.
      Citation: International Journal of Manpower
      PubDate: 2021-08-10
      DOI: 10.1108/IJM-04-2021-0255
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Green intellectual capital, green HRM and green social identity toward
           sustainable environment: a new integrated framework for Islamic banks

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      Authors: Muhammad Ali , Chin-Hong Puah , Anum Ali , Syed Ali Raza , Norazirah Ayob
      Abstract: The role of green human resource management in Islamic banking remains relatively unexplored. This study focuses on how green human resource management plays a part using intellectual capital and how green human resource improves employee commitment, eco-friendly behavior and environmental performance in Islamic banks. This paper integrated two well-established theoretical frameworks, namely, intellectual capital-based view theory and social identity theory. A survey-based research instrument was employed to collect sample data of 231 respondents. To test hypotheses, we considered partial least square structural equation modeling (PLS-SEM)-based approach using SmartPLS. The results indicate that green human capital, green structural capital and green relational capital significantly influenced green human resource management. Similarly, green human resource management showed a significant positive impact on employee commitment, eco-friendly behavior and environmental performance. Moreover, this study found significant positive results on the interrelationship between employee commitment, eco-friendly behavior and environmental performance. The outcomes recommend that Islamic bank HR managers and top management should strengthen green human resource management policies. Additionally, the Islamic bank HR department should consider bank intellectual capital and employee social identity while making environment-friendly policies. This study provides novel contributions by offering some useful guidelines to Islamic bank managers and practitioners. In addition, our research aids general green human resource literature and adds value to promoting a sustainable organization.
      Citation: International Journal of Manpower
      PubDate: 2021-08-06
      DOI: 10.1108/IJM-04-2020-0185
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Environmentally specific transformational leadership and green product
           development performance: the role of a green HRM system

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      Authors: Jiaqi Yan , Wenan Hu
      Abstract: Green product development is a pivotal way to achieve environmental sustainability. The purpose of this paper is to theorize and empirically test how environmentally specific leadership enhances the green product development performance from the perspective of the HRM system. In this regard, the authors investigate the mediating role of the strength of the HRM system to change with regard to the relationship between environmentally specific leadership and green product development performance. For a substantial explanation of the boundary condition, the authors investigate the moderating role of the green HRM on the relationship between environmentally specific transformational leadership and the strength of the HRM system. Based on climate strength theory, the authors use the three-wave survey data from 362 top or middle managers in the new energy industry of China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect. Results confirm a positive effect of environmentally specific leadership and the strength of the HRM system on green product development performance. The authors also found the mediation effect of the strength of the HRM system and the moderation effect of green HRM are all significant. This study integrates the perspectives of both content-focused HRM and process-focused HRM and demonstrates why leadership and the HRM system could jointly enhance green product development performance in Asia.
      Citation: International Journal of Manpower
      PubDate: 2021-07-28
      DOI: 10.1108/IJM-05-2020-0223
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Linking paternalistic leadership to work engagement among Chinese
           expatriates: a job demand-resource perspective

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      Authors: Guohua He , Yanfei Wang , Xinnian Zheng , Zisheng Guo , Yu Zhu
      Abstract: This study explores how paternalistic leadership (PL) influences Chinese expatriates' work engagement in a cross-cultural context, and examines how expatriates' cross-cultural adaptability sets a boundary condition for this relationship. Data were collected from two-wave surveys of 82 supervisors and 318 Chinese expatriate teachers from 57 Confucius Institutes in 18 countries. Structural equation modeling was used to test the hypothesized relationships. Benevolent and moral leadership as job resources are negatively related to work–family conflict (WFC), whereas the job demand of authoritarian leadership positively relates to WFC. Further, WFC mediates the effect of PL styles on Chinese expatriates' work engagement. Cross-cultural adaptability moderates the negative relationship between WFC and work engagement, and the indirect effect of PL styles on work engagement through WFC. Organizations should consider WFC an important intervening mechanism linking PL and Chinese expatriates' work engagement. Cross-cultural organizations can mitigate the negative impact of WFC on work engagement by enhancing expatriates' cross-cultural adaptability. This study is the first to examine the PL–work engagement relationship via a work–family interface, which contributes to integrating leadership and work–family outcomes. It enriches research on the JD-R model by showing that job resources and job demands affect employee outcomes through the mediation of stressors. Furthermore, this study identifies a new personal resource by examining cross-cultural adaptability's moderating role.
      Citation: International Journal of Manpower
      PubDate: 2021-07-20
      DOI: 10.1108/IJM-07-2020-0322
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Transition to work, mismatch and underemployment among graduates: an
           Australian longitudinal study

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      Authors: Denise Jackson , Ian Li
      Abstract: There are ongoing concerns regarding university degree credentials leading to graduate-level employment. Tracking graduate underemployment is complicated by inconsistent measures and tendencies to report on outcomes soon after graduation. Our study explored transition into graduate-level work beyond the short-term, examining how determining factors change over time. We considered time-based underemployment (graduates are working less hours than desired) and overqualification (skills in employment not matching education level/type) perspectives. We used a national data set for 41,671 graduates of Australian universities in 2016 and 2017, surveyed at four months and three years' post-graduation, to explore determining factors in the short and medium-term. Descriptive statistical techniques and binary logistic regression were used to address our research aims. Graduates' medium-term employment states were generally positive with reduced unemployment and increased full-time job attainment. Importantly, most graduates that were initially underemployed transited to full-time work at three years post-graduation. However, around one-fifth of graduates were overqualified in the medium-term. While there was some evidence of the initially qualified transitioning to matched employment, supporting career mobility theory, over one-third remaining overqualified. Skills, personal characteristics and degree-related factors each influenced initial overqualification, while discipline was more important in the medium-term. Our study explores both time-based underemployment and overqualification, and over time, builds on earlier work. Given the longer-term, negative effects of mismatch on graduates' career and wellbeing, findings highlight the need for career learning strategies to manage underemployment and consideration of future labour market policy for tertiary graduates.
      Citation: International Journal of Manpower
      PubDate: 2021-07-09
      DOI: 10.1108/IJM-03-2021-0195
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Green HRM and nongreen outcomes: the mediating role of visionary
           leadership in Asia

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      Authors: Hussein Ismail , Miriam El Irani , Kevin Sevag Kertechian
      Abstract: The main purpose of this study was to test whether green human resource management (GHRM) practices affect employee nongreen outcomes through the mediation of perceived visionary leadership. A sample of 144 Lebanese employees from the construction industry took part in this study. Multiple regression and bootstrapping methods were employed in the analysis of the data. GHRM was found to influence organizational pride and organizational citizenship behavior positively via visionary leadership. The results highlight the importance of implementing GHRM as a strategy to achieve environmental sustainability and enhance employee behaviors. This is one of the first studies to explore the impact of GHRM on nongreen work outcomes in Western Asia, particularly Lebanon, in addition to exploring the mediating role of visionary leadership in the relationship between GHRM and nongreen work outcomes.
      Citation: International Journal of Manpower
      PubDate: 2021-06-29
      DOI: 10.1108/IJM-04-2020-0162
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • How GHRM is related to green creativity' A moderated mediation model
           of green transformational leadership and green perceived organizational
           support

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      Authors: Zahid Hameed , Rana Muhammad Naeem , Marria Hassan , Muhammad Naeem , Muhammad Nazim , Adnan Maqbool
      Abstract: This study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS. Using a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan. The findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS. Organizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices. This research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.
      Citation: International Journal of Manpower
      PubDate: 2021-06-14
      DOI: 10.1108/IJM-05-2020-0244
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The role of human resource practices in the implementation of digital
           transformation

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      Authors: Álvaro Nicolás-Agustín , Daniel Jiménez-Jiménez , Francisco Maeso-Fernandez
      Abstract: Professionals and academics need to know what human resource practices are necessary in this Industry 4.0 environment and digital revolution. This research studies some human resource practices in the digital age that favor the implementation of digital transformation. The authors’ arguments suggest that for personnel to be a key asset in digital transformation processes, a strategic alignment is necessary to drive the company toward these objectives. The hypotheses were tested in a representative sample of 184 manufacturing companies with ten or more employees located in the southeast of Spain, using partial least squares. The authors’ findings show that human resource practices partially mediate the relationship between strategic alignment and digital transformation. Based on the contingent approach, the authors also maintain that the company must implement human resource practices that encourage employee behaviors that are consistent with the organization's strategy. This strategic alignment and these human resource practices enable companies to achieve digital transformation in search of superior performance. Longitudinal and multilevel studies could increase the strength of the research, which could also include companies from other sectors. Although the technology component is fundamental in digital transformation processes, human capital management is even more important. This research highlights the mediating role of human resource management, where practices such as teleworking, teamwork and employee engagement are essential to foster innovative behavior and implement the digital transformation process. In the new digital environment, companies must adopt a set of human resource practices that favor innovative employee behavior that helps digitally transform their businesses. To the best of authors’ knowledge, this empirical study has not been previously carried out. The theoretical model and hypothesis testing provide strategic value for understanding some of the determinants of digital transformation in relation to human resource management.
      Citation: International Journal of Manpower
      PubDate: 2021-10-28
      DOI: 10.1108/IJM-03-2021-0176
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Developing human capital 4.0 in emerging economies: an industry 4.0
           perspective

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      Authors: Rohit Kumar Singh , Soni Agrawal , Sachin Modgil
      Abstract: The present study is an attempt of identifying the human capital skills and HR-related challenges faced by top management in the perspective of industry 4.0 in emerging economies. In addition, the importance or key resources related to human assets that help in attaining competitive advantages while adopting newer digital technologies are also identified. For identifying the dimensions of human capital skills in the perspective of industry 4.0, an extensive review of literature was performed. Along with that, feedback from the expert was used to conceptualize the importance and relationship of the skills in the context of industry 4.0. After that, a qualitative survey was launched and triangulate method was applied for identifying the skills. AHP and DEMATEL was used to analyze the relationship among the skills and subskills and to rank them based on their importance. The qualitative survey resulted in skills such as “Cognitive, Emotional and Behavioural skills” and subskills of them. AHP results indicated that “Cognitive skills” was found as the most important skill followed by “Emotional skills” and “Behavioural skills”. In addition to this, DEMATEL was applied for seeking the inter-relationship and identifying the “Cause” and “Effect” relationship of skills and sub-skills. This study prioritizes factors in a coordinated manner and also finds the relative importance in the context of industry 4.0. It will help further in identifying and deploying human capital with the right skills and will play a significant role at the time of formulating organizational and HR level strategies.
      Citation: International Journal of Manpower
      PubDate: 2021-09-28
      DOI: 10.1108/IJM-03-2021-0159
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Developing human resource for the digitization of logistics operations:
           readiness index framework

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      Authors: Anchal Gupta , Rajesh Kr Singh , Shivam Gupta
      Abstract: The purpose of this study is to identify factors that are important for logistics organizations from the perspective of manpower readiness for digitization of logistics operations. The study also prioritizes the identified factors and also evaluates the readiness index of manpower for the digitalization of logistics processes. The factors for manpower readiness are identified through literature review and analysis of a case study. Three major categories of factors are identified. These are organizational, behavioural and technological factors. Under these three major categories of factors, 18 sub-factors are identified. Thereafter, with experts' inputs, the factors are prioritized using Fuzzy analytic hierarchy process (AHP). Further, a case illustration of an Indian logistics company has been taken to understand the current processes, technical capabilities, manpower skills and organization culture. After the case analysis and expert inputs, the manpower readiness index has been evaluated by using graph theory matrix approach (GTMA). The prioritization of manpower readiness factors has been done using Fuzzy AHP. Organizational factors are found to be the most important factors which require quick attention. Sub-factors that are most important for building competencies in the logistics sector are providing the right training on functional skill development (0.129), top management support and commitment for digitalization (0.117), and organizational culture for process digitalization (0.114), etc. Finally, framework for evaluation of manpower readiness index for logistics operations in the digital age has been illustrated for a case company. Indian logistics companies can benchmark their readiness index with respect to the best in the industry. Based on the readiness index, logistics companies can analyse their position, gaps from best and worst and can also identify potential areas for improvement. The novelty of the study lies in the development of a framework for manpower readiness for digitalization in the logistics sector. In literature, this field is very less researched and provides the scope for developing strategies for improving manpower competencies for Industry 4.0. Logistics companies can improve their performance by making their manpower ready based on results obtained for readiness index.
      Citation: International Journal of Manpower
      PubDate: 2021-09-13
      DOI: 10.1108/IJM-03-2021-0175
      Issue No: Vol. 43 , No. 2 (2021)
       
  • “”: challenges in engaging employees through gamification

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      Authors: Manish Gupta , Abhishek Behl , YLN Kumar
      Abstract: Gamification, the use of game elements and techniques in the non-game contexts, is gaining popularity among human resources (HR) in an online mode. This paper intertwines the flow and engagement theories to know the challenges faced by companies in India in implementing gamification in their various HR practices to engage their employees. Semi-structured interviews of only the information-rich cases including game designers and HR practitioners were conducted using snowball sampling technique. The interviews were transcribed and were analysed using thematic analysis. Three reviewed themes emerged from the data labelled as organization-, employee- and job-specific factors. Separate thematic maps drawn for each of the reviewed themes give particulars pertaining to the issues highlighted by the game designers and the HR practitioners in gamification. The results of the study are expected to help the organizations make an informed decision about whether they should go ahead with risking their resources as they expect improved engagement levels at work. The findings contribute to the online engagement literature by exploring its antecedents in the context of gamification of HR practices for higher engagement at work.
      Citation: International Journal of Manpower
      PubDate: 2021-09-02
      DOI: 10.1108/IJM-03-2021-0172
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Analysis of challenges in sustainable human resource management due to
           disruptions by Industry 4.0: an emerging economy perspective

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      Authors: Vernika Agarwal , Kaliyan Mathiyazhagan , Snigdha Malhotra , Tarik Saikouk
      Abstract: Sustainable human resource management highlights the importance of the eighth sustainable development goal, “decent work and economic growth”. Thus, the purpose of this study is to align human resource practices and policies with Industry 4.0 is imperative. The authors aimed to identify key challenges of sustainable human resource implementation in view of Industry 4.0 and to analyse these identified challenges by prioritising them for effective Industry 4.0 implementation in an emerging economy such as India. A mixed-methods approach was utilised to prioritise identified challenges. Semi-structured interviews were conducted with experts, academicians and industry mangers. Transcribed interviews were run in NVivo to emerge into broad themes/challenges, which were prioritised using fuzzy best–worst methodology. The performance appraisal challenge holds maximum importance, followed by learning and development. This finding signifies the need for instilling job security and continuous learning opportunities for employees amidst all disruption caused by Industry 4.0. This work enhances the link between sustainability, disruptive technologies and Industry 4.0 to transform economic outlooks, leading to improvement under economic aspects through the adoption of sustainable human resource practices into workplaces and society. Sustainable human resource management has mostly focused on employee welfare. However, the major challenges of disruption caused by Industry 4.0 have not been addressed in the literature. The upskilling and reskilling requirements due to disruptions by Industry 4.0 range from recruitment to performance appraisal and every facet that relates to an employee's cycle in a company. Hence, there is a need to identify critical challenges for optimum adaptation to upcoming industry demands.
      Citation: International Journal of Manpower
      PubDate: 2021-08-09
      DOI: 10.1108/IJM-03-2021-0192
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Examining the influence of mindfulness on organizational role stress
           (ORS): a monitor acceptance theory perspective

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      Authors: Uma Warrier , Cyril Foropon , Melinda Chehimi
      Abstract: The purpose of this paper is to examine the influence of mindfulness on organizational role stress (ORS) based on the Monitor Acceptance Theory (MAT) perspective. This study is based on a cross-sectional data analysis collected from 137 employees working at an Indian IT organization located in Bangalore (India). ORS and MAAS scales have been used for measuring ORS and mindfulness, respectively. Overall, the study findings have indicated a negative relationship (r = −0.588) between mindfulness (M) and ORS. First, both personal inadequacy (PI) and self-role distance (SRD) are found to be predominantly impacted by M, whereas both role erosion (RE) and role overload (RO) appear to be less affected by mindfulness. Second, SRD appears to be the highest ORS sub-dimension among IT employees. Third, building on the extant literature, it can be inferred that “no one size fits all”, ORS is both organization and context specific. This study pioneers to establish empirical evidence between M and ORS. Training employees on M can help in effectively handling ORS.
      Citation: International Journal of Manpower
      PubDate: 2021-07-29
      DOI: 10.1108/IJM-02-2021-0067
      Issue No: Vol. 43 , No. 2 (2021)
       
  • The role of organizational culture and voluntariness in the adoption of
           artificial intelligence for disaster relief operations

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      Authors: Abhishek Behl , Meena Chavan , Kokil Jain , Isha Sharma , Vijay Edward Pereira , Justin Zuopeng Zhang
      Abstract: The study explores the readiness of government agencies to adopt artificial intelligence (AI) to improve the efficiency of disaster relief operations (DRO). For understanding the behavior of state-level and national-level government agencies involved in DRO, this study grounds its theoretical arguments on the civic voluntarism model (CVM) and the unified theory of acceptance and use of technology (UTAUT). We collected the primary data for this study from government agencies involved in DRO in India. To test the proposed theoretical model, we administered an online survey questionnaire to 184 government agency employees. To test the hypotheses, we employed partial least squares structural equation modeling (PLS-SEM). Our findings confirm that resources (time, money and skills) significantly influence the behavioral intentions related to the adoption of AI tools for DRO. Additionally, we identified that the behavioral intentions positively translate into the actual adoption of AI tools. Our study provides a unique viewpoint suited to understand the context of the adoption of AI in a governmental context. Companies often strive to invest in state-of-the-art technologies, but it is important to understand how government bodies involved in DRO strategize to adopt AI to improve efficiency. Our study offers a fresh perspective in understanding how the organizational culture and perspectives of government officials influence their inclinations to adopt AI for DRO. Additionally, it offers a multidimensional perspective by integrating the theoretical frameworks of CVM and UTAUT for a greater understanding of the adoption and deployment of AI tools with organizational culture and voluntariness as critical moderators.
      Citation: International Journal of Manpower
      PubDate: 2021-07-05
      DOI: 10.1108/IJM-03-2021-0178
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Impact of artificial intelligence on employees working in industry 4.0 led
           organizations

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      Authors: Nishtha Malik , Shalini Nath Tripathi , Arpan Kumar Kar , Shivam Gupta
      Abstract: This study attempts to develop a practical understanding of the positive and negative employee experiences due to artificial intelligence (AI) adoption and the creation of technostress. It unravels the human resource development-related challenges with the onset of Industry 4.0. Semi-structured interviews were conducted with 32 professionals with average work experience of 7.6 years and working across nine industries, and the transcripts were analyzed using NVivo. The findings establish prominent adverse impacts of the adoption of AI, namely, information security, data privacy, drastic changes resulting from digital transformations and job risk and insecurity brewing in the employee psyche. This is followed by a hierarchy of factors comprising the positive impacts, namely, work-related flexibility and autonomy, creativity and innovation and overall enhancement in job performance. Further factors contributing to technostress (among employees): work overload, job insecurity and complexity were identified. The emerging knowledge economy and technological interventions are changing the existing job profiles, hence the need for different skillsets and technological competencies. The organizations thus need to deploy strategic manpower development measures involving up-gradation of skills and knowledge management. Inculcating requisite skills requires well-designed training programs using specialized tools and virtual reality (VR). In addition, employees need to be supported in their evolving socio-technical relationships, for managing both positive and negative outcomes. This research makes the unique contribution of establishing a qualitative hierarchy of prominent factors constituting unintended consequences, positive impacts and technostress creators (among employees) of AI deployment in organizational processes.
      Citation: International Journal of Manpower
      PubDate: 2021-06-18
      DOI: 10.1108/IJM-03-2021-0173
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Investigating training effectiveness of public and private banks employees
           in this digital age: an empirical study

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      Authors: Shahin Akther , Muhammad Sabbir Rahman
      Abstract: The purpose of this study is to examine the pre-training and post-training variables influencing employee training effectiveness in the banking industry in this era of the digital age. This study adopted a cross-sectional research design and a structured questionnaire to survey the participants (i.e., bank employees) (n = 702) for data collection. The data gathered from the surveyed respondents were analyzed using the Partial Least Square to Structural Equation Modeling (PLS-SEM) approach to test the proposed hypotheses. The research findings suggest a significant influence of pre-training (i.e., training environment, trainer quality) and post-training (i.e., trainee motivation, trainee self-efficacy, and authentic leadership practices) factors towards the bank's staff training effectiveness in this era of digital age. The research is one of the pioneer attempts on training effectiveness that significantly open opportunity for financial institutions such as banks to meet the challenge of the fourth industrial revolution from a developing country perspective. The current study also contributes to the extension of the theoretical and managerial doctrine in terms of the relationship among the pre-and post-training factors to enhance training effectiveness under the scope of the financial sector's employees to manage human resources and their development in the digital age.
      Citation: International Journal of Manpower
      PubDate: 2021-06-15
      DOI: 10.1108/IJM-04-2021-0240
      Issue No: Vol. 43 , No. 2 (2021)
       
  • Analysing workforce development challenges in the Industry 4.0

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      Authors: Yesim Deniz Ozkan-Ozen , Yigit Kazancoglu
      Abstract: The aim of this paper is to identify and analyse workforce development challenges in the digital age by first, presenting these challenges and relationship between them, and then proposing a structural model that categorizes these challenges and proposes suggestions for managers to improve human resources practices and firm performance. Fuzzy total interpretive structural modelling (TISM) is used as the methodology, which gives an interpretive structural model by presenting direct and transitive relationship between workforce development challenges and categorizes them under autonomous, dependent, independent and linkage groups. In total, 13 different workforce development challenges are presented in this study. Results showed that lack of IT/digital skills has a critical role in workforce development in terms of affecting other challenges. Dependent group includes requirements for longer learning time and specialized training, lack of analytical thinking and dealing with complexity, and lack of interdisciplinary thinking and acting. On the other hand, lack of ability in decentralized decision-making and shortage of workforce with adequate skillset within the labour market have more macro-impacts on others. Most of the challenges located in the linkage group, which means that most of the challenges are interrelated with each other. Originality of this paper is presenting a systematic structure for workforce development in Industry 4.0 that considers challenges systematically.
      Citation: International Journal of Manpower
      PubDate: 2021-05-21
      DOI: 10.1108/IJM-03-2021-0167
      Issue No: Vol. 43 , No. 2 (2021)
       
  • International Journal of Manpower

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