International Journal of ManpowerTable of Contents for International Journal of Manpower. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/0143-7720/vol/45/iss/1?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestInternational Journal of ManpowerEmerald Publishing LimitedInternational Journal of ManpowerInternational Journal of Manpowerhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/fbab7bd33543b9becec89d9646d2cc69/urn:emeraldgroup.com:asset:id:binary:ijm.cover.jpghttps://www.emerald.com/insight/publication/issn/0143-7720/vol/45/iss/1?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGuest editorial: Immersive telework: a new hybrid organizational modelhttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2024-717/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGuest editorial: Immersive telework: a new hybrid organizational modelGuest editorial: Immersive telework: a new hybrid organizational model
Amaya Erro-Garcés, Angel Belzunegui-Eraso, María Inmaculada Pastor Gosálbez, Antonio López Peláez
International Journal of Manpower, Vol. 45, No. 1, pp.1-11]]>
Guest editorial: Immersive telework: a new hybrid organizational model10.1108/IJM-04-2024-717International Journal of Manpower2024-03-27© 2024 Emerald Publishing LimitedAmaya Erro-GarcésAngel Belzunegui-ErasoMaría Inmaculada Pastor GosálbezAntonio López PeláezInternational Journal of Manpower4512024-03-2710.1108/IJM-04-2024-717https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2024-717/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Future of work from everywhere: a systematic reviewhttps://www.emerald.com/insight/content/doi/10.1108/IJM-06-2022-0288/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTeleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies and practices in the workplace is required owing to the COVID-19 pandemic accelerating current trends in work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research from 1990 to early 2023 to understand the transformation of the field. The Web of Science database was used to conduct this review based on rigorous bibliometric and network analysis techniques. The prominence of the research studied using SPAR-4-SLR and a collection of bibliometric techniques on selected journal articles, reviews and early access articles. Performance and keyword co-occurrence analysis form the premise of cluster analysis. The content analysis of recently published papers revealed the driving and restraining forces that help define and operationalize the concept of WFE. The major findings indicate that the five established and accelerated trends from cluster analysis are COVID-19 and the pandemic, telework(ing), remote working, work from home and well-being and productivity. Driving and restraining forces identified through content analysis include technological breakthroughs, work–life integration challenges, inequality in the distribution of jobs, gender, shifts in industry and sector preferences, upskilling and reskilling and many more have been published post-COVID in the restraining forces category of WFE. A key contribution of this pioneering study of “work from everywhere” is the linking of the bibliometric trends of the past three decades to the influencing and restraining factors during the pandemic. This study illustrates how WFE could be perceived differently post-COVID, which is of great concern to practitioners and future researchers. A wide range of publications on WFE and multiple synonyms can create confusion if a systematic and effective system does not classify and associate them. This study uses both bibliometric and scientometric analyses in the context of WFE using systematic literature review (SLR) methods.Future of work from everywhere: a systematic review
Urmila Jagadeeswari Itam, Uma Warrier
International Journal of Manpower, Vol. 45, No. 1, pp.12-48

Teleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies and practices in the workplace is required owing to the COVID-19 pandemic accelerating current trends in work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research from 1990 to early 2023 to understand the transformation of the field.

The Web of Science database was used to conduct this review based on rigorous bibliometric and network analysis techniques. The prominence of the research studied using SPAR-4-SLR and a collection of bibliometric techniques on selected journal articles, reviews and early access articles. Performance and keyword co-occurrence analysis form the premise of cluster analysis. The content analysis of recently published papers revealed the driving and restraining forces that help define and operationalize the concept of WFE.

The major findings indicate that the five established and accelerated trends from cluster analysis are COVID-19 and the pandemic, telework(ing), remote working, work from home and well-being and productivity. Driving and restraining forces identified through content analysis include technological breakthroughs, work–life integration challenges, inequality in the distribution of jobs, gender, shifts in industry and sector preferences, upskilling and reskilling and many more have been published post-COVID in the restraining forces category of WFE.

A key contribution of this pioneering study of “work from everywhere” is the linking of the bibliometric trends of the past three decades to the influencing and restraining factors during the pandemic. This study illustrates how WFE could be perceived differently post-COVID, which is of great concern to practitioners and future researchers.

A wide range of publications on WFE and multiple synonyms can create confusion if a systematic and effective system does not classify and associate them. This study uses both bibliometric and scientometric analyses in the context of WFE using systematic literature review (SLR) methods.

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Future of work from everywhere: a systematic review10.1108/IJM-06-2022-0288International Journal of Manpower2023-11-13© 2023 Emerald Publishing LimitedUrmila Jagadeeswari ItamUma WarrierInternational Journal of Manpower4512023-11-1310.1108/IJM-06-2022-0288https://www.emerald.com/insight/content/doi/10.1108/IJM-06-2022-0288/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Teleworking: role of psychological well-being and technostress in the relationship between trust in management and employee performancehttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0149/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe COVID-19 pandemic and technological advancements have enabled employees to telework. Referring to this emerging phenomenon, the authors aim to examine how employees' levels of trust in management mediated by psychological well-being impact their performance as they telework. Deploying the theoretical lens of person-environment misfit, the authors also explore the role of technostress in the trust-wellbeing-performance relationship. The data was collected from 511 full-time service sector employees across Indian organizations through a structured survey questionnaire. The proposed moderation-mediation model for this study was tested using structural equation modeling and bootstrapping method. Structural equation modeling results indicate that trust in management significantly impacts employee performance while teleworking. While psychological well-being was observed as a significant mediator, technostress played the moderator role in the trust-performance relationship. The moderated-mediation effect of psychological well-being in the trust-performance relationship was stronger when technostress was low and weaker when technostress was high. The authors extend the person-environment misfit theory in the context of telework, highlighting the role of technostress that may impact the trust-wellbeing- performance relationship in such work settings. The study informs leaders and managers on balancing delicate aspects such as employee trust and well-being that significantly impact performance as they telework. The authors also highlight the critical role of managers in respecting employees' personal and professional boundaries to alleviate technostress. The authors make a novel theoretical contribution to the emerging literature on teleworking by examining the trust-psychological wellbeing-performance link and the role of technostress in this relationship.Teleworking: role of psychological well-being and technostress in the relationship between trust in management and employee performance
Akanksha Jaiswal, Santoshi Sengupta, Madhusmita Panda, Lopamudra Hati, Verma Prikshat, Parth Patel, Syed Mohyuddin
International Journal of Manpower, Vol. 45, No. 1, pp.49-71

The COVID-19 pandemic and technological advancements have enabled employees to telework. Referring to this emerging phenomenon, the authors aim to examine how employees' levels of trust in management mediated by psychological well-being impact their performance as they telework. Deploying the theoretical lens of person-environment misfit, the authors also explore the role of technostress in the trust-wellbeing-performance relationship.

The data was collected from 511 full-time service sector employees across Indian organizations through a structured survey questionnaire. The proposed moderation-mediation model for this study was tested using structural equation modeling and bootstrapping method.

Structural equation modeling results indicate that trust in management significantly impacts employee performance while teleworking. While psychological well-being was observed as a significant mediator, technostress played the moderator role in the trust-performance relationship. The moderated-mediation effect of psychological well-being in the trust-performance relationship was stronger when technostress was low and weaker when technostress was high.

The authors extend the person-environment misfit theory in the context of telework, highlighting the role of technostress that may impact the trust-wellbeing- performance relationship in such work settings.

The study informs leaders and managers on balancing delicate aspects such as employee trust and well-being that significantly impact performance as they telework. The authors also highlight the critical role of managers in respecting employees' personal and professional boundaries to alleviate technostress.

The authors make a novel theoretical contribution to the emerging literature on teleworking by examining the trust-psychological wellbeing-performance link and the role of technostress in this relationship.

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Teleworking: role of psychological well-being and technostress in the relationship between trust in management and employee performance10.1108/IJM-04-2022-0149International Journal of Manpower2022-10-04© 2022 Emerald Publishing LimitedAkanksha JaiswalSantoshi SenguptaMadhusmita PandaLopamudra HatiVerma PrikshatParth PatelSyed MohyuddinInternational Journal of Manpower4512022-10-0410.1108/IJM-04-2022-0149https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0149/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2022 Emerald Publishing Limited
Vigour and exhaustion for employees working from home: the mediating role of need for structure satisfactionhttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0168/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCOVID-19 placed millions of employees under work-from-home/telework. Employers intend extending telework for the long-term, anticipating business benefits. But the benefits are impacted by employees' well-being/ill-being, which is affected by the satisfaction of psychological needs. In turn, need satisfaction is influenced by employees' personal/job attributes. As work-from-home's blended environment disrupts routines, the satisfaction of the psychological need for structure or routines was examined in this study, along with the effect of personal/job attributes. Cross-section primary data were collected from 500 teleworking information technology employees from India and analysed using partial least squares structural equation modelling. Vigour and exhaustion represented well-being and ill-being. Telework self-efficacy, standardised job, technology assistance and supervisor social support were the determinants or personal/job attributes. Need for structure satisfaction was the mediator. Telework self-efficacy, technology assistance and supervisor social support were positively associated with structure satisfaction. In turn, structure satisfaction was related positively with vigour and negatively with exhaustion, and thus mediated between personal/job attributes and vigour/exhaustion. Standardised job did not affect vigour, exhaustion or structure satisfaction. Need for structure is mostly studied as a trait, with implications of greater/lesser preference for structure examined. However, this work acknowledges structure as a basic ubiquitous need. Everyone needs some structure. Hence, need for structure is researched from the novel perspective of its satisfaction. This paper also uniquely combines job demands–resources model which identifies personal/job attributes, with concepts of epistemic which posit the need for structure.Vigour and exhaustion for employees working from home: the mediating role of need for structure satisfaction
Swati Alok, Navya Kumar, Sudatta Banerjee
International Journal of Manpower, Vol. 45, No. 1, pp.72-88

COVID-19 placed millions of employees under work-from-home/telework. Employers intend extending telework for the long-term, anticipating business benefits. But the benefits are impacted by employees' well-being/ill-being, which is affected by the satisfaction of psychological needs. In turn, need satisfaction is influenced by employees' personal/job attributes. As work-from-home's blended environment disrupts routines, the satisfaction of the psychological need for structure or routines was examined in this study, along with the effect of personal/job attributes.

Cross-section primary data were collected from 500 teleworking information technology employees from India and analysed using partial least squares structural equation modelling. Vigour and exhaustion represented well-being and ill-being. Telework self-efficacy, standardised job, technology assistance and supervisor social support were the determinants or personal/job attributes. Need for structure satisfaction was the mediator.

Telework self-efficacy, technology assistance and supervisor social support were positively associated with structure satisfaction. In turn, structure satisfaction was related positively with vigour and negatively with exhaustion, and thus mediated between personal/job attributes and vigour/exhaustion. Standardised job did not affect vigour, exhaustion or structure satisfaction.

Need for structure is mostly studied as a trait, with implications of greater/lesser preference for structure examined. However, this work acknowledges structure as a basic ubiquitous need. Everyone needs some structure. Hence, need for structure is researched from the novel perspective of its satisfaction. This paper also uniquely combines job demands–resources model which identifies personal/job attributes, with concepts of epistemic which posit the need for structure.

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Vigour and exhaustion for employees working from home: the mediating role of need for structure satisfaction10.1108/IJM-04-2022-0168International Journal of Manpower2022-11-18© 2022 Emerald Publishing LimitedSwati AlokNavya KumarSudatta BanerjeeInternational Journal of Manpower4512022-11-1810.1108/IJM-04-2022-0168https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0168/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2022 Emerald Publishing Limited
Procrastination is not only a “thief of time”, but also a thief of happiness: it buffers the beneficial effects of telework on well-being via daily micro-events of IT workershttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2022-0223/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study draws on the affective events theory (AET) to understand how telework may influence workers' well-being. Hence this study aimed to (1) analyze the indirect relationship between telework and well-being via daily micro-events (DME), and (2) test whether procrastination would moderate this indirect effect. To test the goals, data were gathered from a sample of teleworkers in the IT sector (N = 232). To analyze the data, a moderated mediation analysis was performed in SPSS with PROCESS macro. The results showed that micro-daily events mediated the positive relationship between telework and well-being; however, this relation was conditional upon the levels of workers' levels of procrastination, that is, this link became weaker for those who were procrastinators. By highlighting the importance of telework, DME and procrastination, this study offers managers distinct strategies for enhancing their employees' well-being. Despite the existing research investigating the effect of telework on well-being, studies investigating the intervening mechanisms between these two constructs are scarce. Moreover, there is a lack of research investigating the moderating effect of procrastination in these relations. Hence, this study fills these gaps and advances knowledge on the process that explains how (via DME) and when (when procrastination is low) teleworking influences workers' well-being.Procrastination is not only a “thief of time”, but also a thief of happiness: it buffers the beneficial effects of telework on well-being via daily micro-events of IT workers
Ana Junça Silva, Patrícia Neves, António Caetano
International Journal of Manpower, Vol. 45, No. 1, pp.89-108

This study draws on the affective events theory (AET) to understand how telework may influence workers' well-being. Hence this study aimed to (1) analyze the indirect relationship between telework and well-being via daily micro-events (DME), and (2) test whether procrastination would moderate this indirect effect.

To test the goals, data were gathered from a sample of teleworkers in the IT sector (N = 232). To analyze the data, a moderated mediation analysis was performed in SPSS with PROCESS macro.

The results showed that micro-daily events mediated the positive relationship between telework and well-being; however, this relation was conditional upon the levels of workers' levels of procrastination, that is, this link became weaker for those who were procrastinators.

By highlighting the importance of telework, DME and procrastination, this study offers managers distinct strategies for enhancing their employees' well-being.

Despite the existing research investigating the effect of telework on well-being, studies investigating the intervening mechanisms between these two constructs are scarce. Moreover, there is a lack of research investigating the moderating effect of procrastination in these relations. Hence, this study fills these gaps and advances knowledge on the process that explains how (via DME) and when (when procrastination is low) teleworking influences workers' well-being.

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Procrastination is not only a “thief of time”, but also a thief of happiness: it buffers the beneficial effects of telework on well-being via daily micro-events of IT workers10.1108/IJM-05-2022-0223International Journal of Manpower2022-08-15© 2022 Ana Junça Silva, Patrícia Neves and António CaetanoAna Junça SilvaPatrícia NevesAntónio CaetanoInternational Journal of Manpower4512022-08-1510.1108/IJM-05-2022-0223https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2022-0223/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2022 Ana Junça Silva, Patrícia Neves and António Caetanohttp://creativecommons.org/licences/by/4.0/legalcode
When and why workplace cyberbullying influences intention to stay: role of workplace social capital and affective commitmenthttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0183/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCOVID-19 pandemic has accelerated the adoption of home-based teleworking globally. Coupled with this, there are rising concerns about workplace cyberbullying. However, less studies have explored workplace cyberbullying in non-western countries. The purpose of the current study is to examine whether workplace cyberbullying affects employees' intention to stay and to find out the mechanisms underlying the relationship. Data were collected among Indian home-based teleworkers. Data were analysed using SmartPLS and SPSS-PROCESS macro. Results show that workplace cyberbullying negatively impacts intention to stay and affective commitment acts as a mediator between this link. The results also reveal that workplace social capital moderates the negative effects of workplace cyberbullying on affective commitment. The results further confirm that workplace social capital moderated the indirect impact of workplace cyberbullying on intention to stay via affective commitment. This study highlights the potential of leveraging workplace social capital in order to reduce the negative effects of workplace cyberbullying. These findings can complement the previous studies on the impact of negative work events on affective commitment and intention to stay as well as extend researchers' understanding of the underlying mechanism between workplace cyberbullying and intention to stay. Furthermore, this research explains how employees can utilise social resources from workplace social capital to mitigate the negative outcomes of workplace cyberbullying.When and why workplace cyberbullying influences intention to stay: role of workplace social capital and affective commitment
Mariam Anil Ciby, Shikha Sahai
International Journal of Manpower, Vol. 45, No. 1, pp.109-132

COVID-19 pandemic has accelerated the adoption of home-based teleworking globally. Coupled with this, there are rising concerns about workplace cyberbullying. However, less studies have explored workplace cyberbullying in non-western countries. The purpose of the current study is to examine whether workplace cyberbullying affects employees' intention to stay and to find out the mechanisms underlying the relationship.

Data were collected among Indian home-based teleworkers. Data were analysed using SmartPLS and SPSS-PROCESS macro.

Results show that workplace cyberbullying negatively impacts intention to stay and affective commitment acts as a mediator between this link. The results also reveal that workplace social capital moderates the negative effects of workplace cyberbullying on affective commitment. The results further confirm that workplace social capital moderated the indirect impact of workplace cyberbullying on intention to stay via affective commitment.

This study highlights the potential of leveraging workplace social capital in order to reduce the negative effects of workplace cyberbullying.

These findings can complement the previous studies on the impact of negative work events on affective commitment and intention to stay as well as extend researchers' understanding of the underlying mechanism between workplace cyberbullying and intention to stay. Furthermore, this research explains how employees can utilise social resources from workplace social capital to mitigate the negative outcomes of workplace cyberbullying.

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When and why workplace cyberbullying influences intention to stay: role of workplace social capital and affective commitment10.1108/IJM-04-2022-0183International Journal of Manpower2023-05-02© 2023 Emerald Publishing LimitedMariam Anil CibyShikha SahaiInternational Journal of Manpower4512023-05-0210.1108/IJM-04-2022-0183https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0183/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Workplace isolation during COVID-19 and work–family conflict among academicians: interplay of psychological stress and organizational identificationhttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0190/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCOVID-19 pandemic has overturned the work and family life challenging the world in unpredictable ways that were previously unimaginable. With universities shutting down and emergence of online classes, this phenomenon is prevalent among academicians as well. With this background, the current study aims to investigate the direct relationships between workplace isolation (WPI) during COVID-19 and work–family conflict (WFC) with psychological stress (PS) mediating and organizational identification (OI) moderating the relationship between the two. The authors employed time lagged survey and collected data at three different time intervals (T1, T2, T3) from 203 academicians working across various universities and colleges in India. The data were analyzed quantitatively using SPSS PROCESS Macro and AMOS. The results indicated that WPI during COVID-19 has a significant positive relationship with PS and WFC . It was also found that PS partially mediated the relationship between WPI during COVID-19 and WFC. Further, OI emerged as a potential moderator. Based on the current empirical studies, it remains unclear if WPI during COVID-19 is associated with WFC. Therefore, drawing upon stress–strain–outcome (SSO) model and the conservation of resource theory, this study makes a significant contribution to the existing body of literature by exploring the unexplored associations. To the best of the authors’ knowledge, such an association has not received much scholarly attention before.Workplace isolation during COVID-19 and work–family conflict among academicians: interplay of psychological stress and organizational identification
Shameem Shagirbasha, Juman Iqbal, Kumar Madhan, Swati Chaudhary, Rosy Dhall
International Journal of Manpower, Vol. 45, No. 1, pp.133-154

COVID-19 pandemic has overturned the work and family life challenging the world in unpredictable ways that were previously unimaginable. With universities shutting down and emergence of online classes, this phenomenon is prevalent among academicians as well. With this background, the current study aims to investigate the direct relationships between workplace isolation (WPI) during COVID-19 and work–family conflict (WFC) with psychological stress (PS) mediating and organizational identification (OI) moderating the relationship between the two.

The authors employed time lagged survey and collected data at three different time intervals (T1, T2, T3) from 203 academicians working across various universities and colleges in India. The data were analyzed quantitatively using SPSS PROCESS Macro and AMOS.

The results indicated that WPI during COVID-19 has a significant positive relationship with PS and WFC . It was also found that PS partially mediated the relationship between WPI during COVID-19 and WFC. Further, OI emerged as a potential moderator.

Based on the current empirical studies, it remains unclear if WPI during COVID-19 is associated with WFC. Therefore, drawing upon stress–strain–outcome (SSO) model and the conservation of resource theory, this study makes a significant contribution to the existing body of literature by exploring the unexplored associations. To the best of the authors’ knowledge, such an association has not received much scholarly attention before.

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Workplace isolation during COVID-19 and work–family conflict among academicians: interplay of psychological stress and organizational identification10.1108/IJM-04-2022-0190International Journal of Manpower2023-02-08© 2023 Emerald Publishing LimitedShameem ShagirbashaJuman IqbalKumar MadhanSwati ChaudharyRosy DhallInternational Journal of Manpower4512023-02-0810.1108/IJM-04-2022-0190https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0190/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The telework performance dilemma: exploring the role of trust, social isolation and fatiguehttps://www.emerald.com/insight/content/doi/10.1108/IJM-08-2022-0363/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDue to the crisis originated by the COVID-19 pandemic, an important number of workers have been incorporating the telework modality. In this context, the distance from the workplace generates new dilemmas for work performance. In the paper the authors study the role of some individual and social antecedents on telework outcomes. In particular, they empirically investigate the direct relationship between trust (TR) and telework performance (PER) and explore mediators of that relationship such as social isolation (SI) and fatigue (FA). A theoretical model with three main hypotheses is proposed and tested using partial least square structural equation modeling (PLS-SEM). The study sample, of an exploratory nature, consists of a dataset of 201 teleworkers working in Spanish companies. The relevance of the proposed model is demonstrated and FA is found to be the factor that most affects (negatively) PER, followed by TR (positively) and SI (negatively). Beyond the direct effects, the results provide support for the role of SI and FA in mediating the relationship between TR and PER. This paper discusses the PER dilemma and proposes and tests a background model that may be useful for future research. The results are of interest to human resource managers, consultants, academics and telework tool developers and managers. Practices are proposed to improve TR or to reduce feelings of SI or FA. The research provides a practical evaluation tool for telework implementation.The telework performance dilemma: exploring the role of trust, social isolation and fatigue
Pilar Ficapal-Cusí, Joan Torrent-Sellens, Pedro Palos-Sanchez, Inés González-González
International Journal of Manpower, Vol. 45, No. 1, pp.155-168

Due to the crisis originated by the COVID-19 pandemic, an important number of workers have been incorporating the telework modality. In this context, the distance from the workplace generates new dilemmas for work performance. In the paper the authors study the role of some individual and social antecedents on telework outcomes. In particular, they empirically investigate the direct relationship between trust (TR) and telework performance (PER) and explore mediators of that relationship such as social isolation (SI) and fatigue (FA).

A theoretical model with three main hypotheses is proposed and tested using partial least square structural equation modeling (PLS-SEM). The study sample, of an exploratory nature, consists of a dataset of 201 teleworkers working in Spanish companies.

The relevance of the proposed model is demonstrated and FA is found to be the factor that most affects (negatively) PER, followed by TR (positively) and SI (negatively). Beyond the direct effects, the results provide support for the role of SI and FA in mediating the relationship between TR and PER.

This paper discusses the PER dilemma and proposes and tests a background model that may be useful for future research. The results are of interest to human resource managers, consultants, academics and telework tool developers and managers. Practices are proposed to improve TR or to reduce feelings of SI or FA. The research provides a practical evaluation tool for telework implementation.

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The telework performance dilemma: exploring the role of trust, social isolation and fatigue10.1108/IJM-08-2022-0363International Journal of Manpower2023-02-15© 2023 Emerald Publishing LimitedPilar Ficapal-CusíJoan Torrent-SellensPedro Palos-SanchezInés González-GonzálezInternational Journal of Manpower4512023-02-1510.1108/IJM-08-2022-0363https://www.emerald.com/insight/content/doi/10.1108/IJM-08-2022-0363/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How do teleworkers escape burnout? A moderated-mediation model of the job demands and turnover intentionhttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0628/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWorking remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers experienced increased burnout. This paper explores the negative employee outcomes that this work arrangement brings along and offers possible solutions to counter such negative outcomes since they could be detrimental to the much-touted future of work. The study adopted a time-lagged longitudinal design and collected two-waved data from 403 quaternary sector employees. The data were analysed using structural equation modelling and model-21 in PROCESS macro for SPSS. Findings affirm that employees experienced increased job demands during this crisis. Employees reported an increase in turnover intention because of burnout caused by increased job demands. However, increased task interdependence alone did not have any effect on turnover intention. The perceived organisational task support (POTS) was found to forestall the negative effect of job demands on burnout, and employee resilience (ER) buffered the burnout and turnover intention relationship. Providing remote work task support and boosting resilience among employees will help in doing away with the negative effects of teleworking. However, managers shall prioritise reducing job demands for teleworkers. The linkage between work factors and turnover intention is well established. Drawing on the event system theory and using the COVID-19 context, the present study added to the existing knowledge by studying the role of job demands (workload pressure and task interdependence) on turnover intention through the mediation of burnout. The study goes beyond the existing literature by accounting for POTS as a first-level moderator between job demands and burnout relationship, and ER as a second-level moderator between burnout and turnover intention relationship.How do teleworkers escape burnout? A moderated-mediation model of the job demands and turnover intention
Mohd Tariq Jamal, Imran Anwar, Nawab Ali Khan, Gayas Ahmad
International Journal of Manpower, Vol. 45, No. 1, pp.169-199

Working remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers experienced increased burnout. This paper explores the negative employee outcomes that this work arrangement brings along and offers possible solutions to counter such negative outcomes since they could be detrimental to the much-touted future of work.

The study adopted a time-lagged longitudinal design and collected two-waved data from 403 quaternary sector employees. The data were analysed using structural equation modelling and model-21 in PROCESS macro for SPSS.

Findings affirm that employees experienced increased job demands during this crisis. Employees reported an increase in turnover intention because of burnout caused by increased job demands. However, increased task interdependence alone did not have any effect on turnover intention. The perceived organisational task support (POTS) was found to forestall the negative effect of job demands on burnout, and employee resilience (ER) buffered the burnout and turnover intention relationship.

Providing remote work task support and boosting resilience among employees will help in doing away with the negative effects of teleworking. However, managers shall prioritise reducing job demands for teleworkers.

The linkage between work factors and turnover intention is well established. Drawing on the event system theory and using the COVID-19 context, the present study added to the existing knowledge by studying the role of job demands (workload pressure and task interdependence) on turnover intention through the mediation of burnout. The study goes beyond the existing literature by accounting for POTS as a first-level moderator between job demands and burnout relationship, and ER as a second-level moderator between burnout and turnover intention relationship.

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How do teleworkers escape burnout? A moderated-mediation model of the job demands and turnover intention10.1108/IJM-12-2022-0628International Journal of Manpower2023-04-20© 2023 Emerald Publishing LimitedMohd Tariq JamalImran AnwarNawab Ali KhanGayas AhmadInternational Journal of Manpower4512023-04-2010.1108/IJM-12-2022-0628https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0628/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
A time after time effect in telework: an explanation of willingness to telework and self-reported productivityhttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2022-0238/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article studies how experience and frequency of telework influence the acceptance and self-reported productivity of this mode of work in a context of pandemic-induced remote work. The authors use a 2021 dataset of 542 professionals with previous or current experience in home-based telework. Two linear regression models are fitted using the willingness to telework and self-reported productivity as dependent variables. The findings support the idea that previous telework specific experience and frequency of telework have a positive impact on the willingness to telework and self-reported productivity. This paper questions the widely accepted idea according to which employees who telework occasionally experience the best outcomes. The authors have identified a “time after time” effect that shows the relevance of telework specific experience and frequency for the development of this mode of work.A time after time effect in telework: an explanation of willingness to telework and self-reported productivity
Maribel Labrado Antolín, Óscar Rodríguez-Ruiz, José Fernández Menéndez
International Journal of Manpower, Vol. 45, No. 1, pp.200-214

This article studies how experience and frequency of telework influence the acceptance and self-reported productivity of this mode of work in a context of pandemic-induced remote work.

The authors use a 2021 dataset of 542 professionals with previous or current experience in home-based telework. Two linear regression models are fitted using the willingness to telework and self-reported productivity as dependent variables.

The findings support the idea that previous telework specific experience and frequency of telework have a positive impact on the willingness to telework and self-reported productivity.

This paper questions the widely accepted idea according to which employees who telework occasionally experience the best outcomes. The authors have identified a “time after time” effect that shows the relevance of telework specific experience and frequency for the development of this mode of work.

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A time after time effect in telework: an explanation of willingness to telework and self-reported productivity10.1108/IJM-05-2022-0238International Journal of Manpower2022-09-27© 2022 Emerald Publishing LimitedMaribel Labrado AntolínÓscar Rodríguez-RuizJosé Fernández MenéndezInternational Journal of Manpower4512022-09-2710.1108/IJM-05-2022-0238https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2022-0238/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2022 Emerald Publishing Limited
The role of ethical leadership and psychological capital in influencing employee attitudes: a moderated-mediation modelhttps://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0010/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestResearch has consistently demonstrated that psychological capital (PsyCap) is an important predictor of various employee outcomes. Despite this, there is a paucity of knowledge regarding antecedents of PsyCap and the boundary conditions that influence PsyCap relationships. This study aimed to address these gaps by investigating how ethical leadership (EL) influences employee PsyCap, and in turn, predicts a range of desirable and undesirable employee attitudes. Furthermore, the study examined the moderating role of length of the leader-follower relationship (LLR) and organisational identification in these relationships in a novel moderated-mediation model. Data were collected from 269 full-time employees in Australia via an online survey across two time-points. The results show that PsyCap mediates the relationship between EL and employee attitudes. The results also indicate that LLR moderates these relationships, whereby these relationships are strengthened as LLR increases. This study responds to calls for further investigation of antecedent and outcome variables related to PsyCap, as well as moderators of the relationships between PsyCap and antecedent and outcome variables. The findings also extend the application of social exchange theory to the context of EL and PsyCap.The role of ethical leadership and psychological capital in influencing employee attitudes: a moderated-mediation model
Saeed Loghman, Michael Quinn, Sarah Dawkins, Jenn Scott
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Research has consistently demonstrated that psychological capital (PsyCap) is an important predictor of various employee outcomes. Despite this, there is a paucity of knowledge regarding antecedents of PsyCap and the boundary conditions that influence PsyCap relationships. This study aimed to address these gaps by investigating how ethical leadership (EL) influences employee PsyCap, and in turn, predicts a range of desirable and undesirable employee attitudes. Furthermore, the study examined the moderating role of length of the leader-follower relationship (LLR) and organisational identification in these relationships in a novel moderated-mediation model.

Data were collected from 269 full-time employees in Australia via an online survey across two time-points.

The results show that PsyCap mediates the relationship between EL and employee attitudes. The results also indicate that LLR moderates these relationships, whereby these relationships are strengthened as LLR increases.

This study responds to calls for further investigation of antecedent and outcome variables related to PsyCap, as well as moderators of the relationships between PsyCap and antecedent and outcome variables. The findings also extend the application of social exchange theory to the context of EL and PsyCap.

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The role of ethical leadership and psychological capital in influencing employee attitudes: a moderated-mediation model10.1108/IJM-01-2023-0010International Journal of Manpower2023-10-03© 2023 Emerald Publishing LimitedSaeed LoghmanMichael QuinnSarah DawkinsJenn ScottInternational Journal of Manpowerahead-of-printahead-of-print2023-10-0310.1108/IJM-01-2023-0010https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0010/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Work from home and workplace ostracism, beyond the COVID-19 pandemic: moderating effect of perceived organizational supporthttps://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0022/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH. A conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software. The findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS. This study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results. This study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated. This appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.Work from home and workplace ostracism, beyond the COVID-19 pandemic: moderating effect of perceived organizational support
Said Al Riyami, Mohammad Rezaur Razzak, Adil S. Al-Busaidi
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH.

A conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software.

The findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS.

This study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results.

This study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated.

This appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.

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Work from home and workplace ostracism, beyond the COVID-19 pandemic: moderating effect of perceived organizational support10.1108/IJM-01-2023-0022International Journal of Manpower2023-08-14© 2023 Emerald Publishing LimitedSaid Al RiyamiMohammad Rezaur RazzakAdil S. Al-BusaidiInternational Journal of Manpowerahead-of-printahead-of-print2023-08-1410.1108/IJM-01-2023-0022https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0022/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Commuting while Black: compensating differentials and Black–White wage gap in Canadahttps://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0042/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestUsing the Canadian Census of 2016, the present study examines the Black and White gap in compensating differentials for their commute to work. The data are from the Canadian Census of 2016. The standard Mincerian wage regression, augmented by commute-related variables and their confounders, is estimated by OLS. The estimations use sample weights and heteroscedasticity robust standard errors. In the standard Mincerian wage regressions, Black men are found to earn non-negligibly less than White men. No such gap is found among women. When the Mincerian wage equation is augmented by commute duration and its confounders, commute duration is revealed to positively predict wages of White men and negatively associate with wages of Black men. At the same time, in the specifications including commute duration and its confounders, the coefficient for the dummy variable identifying Black men is positive with a non-negligible size. The latter pattern indicates wage discrepancies among Black men by their commute duration. Again, no difference is found between Black and White women in these estimations. The main caveat is that due to data limitations, causal estimates could not be produced. For the Canadian working men, the uncovered patterns indicate both between and within race gaps in the impact of commuting on wages. Particularly, Black men seem to commute longer towards relatively lower paying jobs, while the opposite holds for their White counterparts. However, Black men who reside close to their work earn substantially more than both otherwise identical White men and Black men who live far away from their jobs. The implications for research and policy are discussed. This is the first paper focused on commute compensating differentials by race using Canadian data.Commuting while Black: compensating differentials and Black–White wage gap in Canada
Maryam Dilmaghani
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Using the Canadian Census of 2016, the present study examines the Black and White gap in compensating differentials for their commute to work.

The data are from the Canadian Census of 2016. The standard Mincerian wage regression, augmented by commute-related variables and their confounders, is estimated by OLS. The estimations use sample weights and heteroscedasticity robust standard errors.

In the standard Mincerian wage regressions, Black men are found to earn non-negligibly less than White men. No such gap is found among women. When the Mincerian wage equation is augmented by commute duration and its confounders, commute duration is revealed to positively predict wages of White men and negatively associate with wages of Black men. At the same time, in the specifications including commute duration and its confounders, the coefficient for the dummy variable identifying Black men is positive with a non-negligible size. The latter pattern indicates wage discrepancies among Black men by their commute duration. Again, no difference is found between Black and White women in these estimations.

The main caveat is that due to data limitations, causal estimates could not be produced.

For the Canadian working men, the uncovered patterns indicate both between and within race gaps in the impact of commuting on wages. Particularly, Black men seem to commute longer towards relatively lower paying jobs, while the opposite holds for their White counterparts. However, Black men who reside close to their work earn substantially more than both otherwise identical White men and Black men who live far away from their jobs. The implications for research and policy are discussed.

This is the first paper focused on commute compensating differentials by race using Canadian data.

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Commuting while Black: compensating differentials and Black–White wage gap in Canada10.1108/IJM-01-2023-0042International Journal of Manpower2024-01-04© 2023 Emerald Publishing LimitedMaryam DilmaghaniInternational Journal of Manpowerahead-of-printahead-of-print2024-01-0410.1108/IJM-01-2023-0042https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0042/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The returns to returning to schoolhttps://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0044/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis work examines the returns to education for workers who pursue additional education after time out of the labor force. It compares those who remain in the labor force during additional education with those who drop out of the labor force during additional education. It compares two cohorts of the National Longitudinal Survey of Youth (NLSY). This work utilizes a difference equation to estimate the returns to education for workers who pursue additional education after time spent out of school and in the labor force. The results indicate a sheepskin return of approximately 14% for those who remain in the labor force and a return of approximately 9% to years of additional education for those who drop out of the labor force. This contrasting pattern of returns is robust to sample selection correction and a variety of checks. This work does not fully account for all threats to causation. Further research could pursue these and make use of data from more clearly defined periods of education. This work finds key differences between the internal labor market faced by those remaining in the labor force and the external labor market faced by those dropping out of the labor force. A policy focused on re-training workers should account for these differences. This is the first work to compare workers who pursue additional education while remaining in the labor force to workers who pursue additional education and drop out of the labor force.The returns to returning to school
Benjamin Charles Adams
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This work examines the returns to education for workers who pursue additional education after time out of the labor force. It compares those who remain in the labor force during additional education with those who drop out of the labor force during additional education. It compares two cohorts of the National Longitudinal Survey of Youth (NLSY).

This work utilizes a difference equation to estimate the returns to education for workers who pursue additional education after time spent out of school and in the labor force.

The results indicate a sheepskin return of approximately 14% for those who remain in the labor force and a return of approximately 9% to years of additional education for those who drop out of the labor force. This contrasting pattern of returns is robust to sample selection correction and a variety of checks.

This work does not fully account for all threats to causation. Further research could pursue these and make use of data from more clearly defined periods of education.

This work finds key differences between the internal labor market faced by those remaining in the labor force and the external labor market faced by those dropping out of the labor force. A policy focused on re-training workers should account for these differences.

This is the first work to compare workers who pursue additional education while remaining in the labor force to workers who pursue additional education and drop out of the labor force.

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The returns to returning to school10.1108/IJM-01-2023-0044International Journal of Manpower2023-10-06© 2023 Emerald Publishing LimitedBenjamin Charles AdamsInternational Journal of Manpowerahead-of-printahead-of-print2023-10-0610.1108/IJM-01-2023-0044https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0044/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Material matters: concrete support and adaptability to work-related change during COVID-19https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0046/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate which resources and sources of support are related to employee adaptability to work-related change during the COVID-19 pandemic, with implications for human resource management (HRM). The authors analysed a survey of 1,619 employees working in architectural practice and allied fields in Australia in 2020. Drawing on conservation of resources (COR) theory, the authors asked whether workers would be more adaptable to change during COVID-19 if they were able to draw on a combination or bundle of supports, known as resource caravans. Hierarchical multiple regression and relative importance analysis showed that confidence in personal support networks during the pandemic was the most important predictor assisting workers to adapt to change, followed by concrete (practical, technical) organizational support for remote work. No evidence was found to corroborate this study's hypotheses that these resources provide support in bundles, challenging the notion of resource caravans in this research context. The authors argue that COR theory has been too broadly applied to the workplace and that boundary conditions should apply to its emphasis on resource caravans. In practical terms, HRM supports to promote employee adaptability should be carefully targeted in extreme circumstances such as the COVID-19 pandemic.Material matters: concrete support and adaptability to work-related change during COVID-19
Brian Cooper, Tracey Shea, Julie W. Cox, Naomi Stead, Jonathan Robberts
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to investigate which resources and sources of support are related to employee adaptability to work-related change during the COVID-19 pandemic, with implications for human resource management (HRM).

The authors analysed a survey of 1,619 employees working in architectural practice and allied fields in Australia in 2020.

Drawing on conservation of resources (COR) theory, the authors asked whether workers would be more adaptable to change during COVID-19 if they were able to draw on a combination or bundle of supports, known as resource caravans. Hierarchical multiple regression and relative importance analysis showed that confidence in personal support networks during the pandemic was the most important predictor assisting workers to adapt to change, followed by concrete (practical, technical) organizational support for remote work. No evidence was found to corroborate this study's hypotheses that these resources provide support in bundles, challenging the notion of resource caravans in this research context.

The authors argue that COR theory has been too broadly applied to the workplace and that boundary conditions should apply to its emphasis on resource caravans. In practical terms, HRM supports to promote employee adaptability should be carefully targeted in extreme circumstances such as the COVID-19 pandemic.

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Material matters: concrete support and adaptability to work-related change during COVID-1910.1108/IJM-01-2023-0046International Journal of Manpower2023-09-04© 2023 Emerald Publishing LimitedBrian CooperTracey SheaJulie W. CoxNaomi SteadJonathan RobbertsInternational Journal of Manpowerahead-of-printahead-of-print2023-09-0410.1108/IJM-01-2023-0046https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2023-0046/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The reassuring effect of firms' technological innovations on workers' job insecurityhttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0072/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis work analyses how the adoption of technological innovations correlates with workers' perceived levels of job insecurity, and what factors moderate such relationship. The study makes use of the 2018 wave of the Participation, Labour, Unemployment Survey (PLUS) from Inapp. The richness of the survey and the representativeness of the underlying sample (including 13,837 employed workers) allow employing various empirical specifications where it is possible to control and moderate for many socio-demographic features of the worker, including her occupation and industry of employment, thereby accounting for various potential confounding factors. The results of this ordered logit estimations show that workers' perception of job insecurity is affected by many subjective, firm-related and even macroeconomic factors. This study demonstrates that the adoption of technological innovations by companies is associated with lower levels of job insecurity perceived by their workers. In fact, the adoption of technological innovations by a company is perceived by surviving workers (those who remain in the same firm even after the introduction of such innovations) as a signal of the firm's health and its commitment to preserving the activity. Individual- and occupation-specific moderating factors play a limited role. This study estimates how perceived job insecurity relates to the technological innovations adopted by the firms in which the interviewees are employed rather than analyzing their general concerns about job insecurity. In addition, this study identifies different types of innovations, such as product and process innovation, automation and other types of innovations.The reassuring effect of firms' technological innovations on workers' job insecurity
Mauro Caselli, Andrea Fracasso, Arianna Marcolin, Sergio Scicchitano
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This work analyses how the adoption of technological innovations correlates with workers' perceived levels of job insecurity, and what factors moderate such relationship.

The study makes use of the 2018 wave of the Participation, Labour, Unemployment Survey (PLUS) from Inapp. The richness of the survey and the representativeness of the underlying sample (including 13,837 employed workers) allow employing various empirical specifications where it is possible to control and moderate for many socio-demographic features of the worker, including her occupation and industry of employment, thereby accounting for various potential confounding factors.

The results of this ordered logit estimations show that workers' perception of job insecurity is affected by many subjective, firm-related and even macroeconomic factors. This study demonstrates that the adoption of technological innovations by companies is associated with lower levels of job insecurity perceived by their workers. In fact, the adoption of technological innovations by a company is perceived by surviving workers (those who remain in the same firm even after the introduction of such innovations) as a signal of the firm's health and its commitment to preserving the activity. Individual- and occupation-specific moderating factors play a limited role.

This study estimates how perceived job insecurity relates to the technological innovations adopted by the firms in which the interviewees are employed rather than analyzing their general concerns about job insecurity. In addition, this study identifies different types of innovations, such as product and process innovation, automation and other types of innovations.

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The reassuring effect of firms' technological innovations on workers' job insecurity10.1108/IJM-02-2023-0072International Journal of Manpower2023-10-30© 2023 Emerald Publishing LimitedMauro CaselliAndrea FracassoArianna MarcolinSergio ScicchitanoInternational Journal of Manpowerahead-of-printahead-of-print2023-10-3010.1108/IJM-02-2023-0072https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0072/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The impact of the US–China trade war on Taiwanese firms' R&D investment and outward investment to technologically advanced countrieshttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0073/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to understand the impending relationship between the impact of the US–China trade war on Taiwanese firms' spending on R&D and their offshore investment in technologically advanced countries (TAC), the authors examined if changes in these firms' R&D ratios and the growing presence of skilled workers in Taiwan's labour market during the trade war have affected their offshore investments in TAC. Using a model built on pooled cross-sectional time-series data from 2012–2019, the authors examined whether a change in R&D ratios of domestic firms in Taiwan and the growing presence of skilled workers in Taiwan's labour market have affected the offshore investment by these firms during the trade war. Using data from the Manpower Utilisation Survey, the authors applied differences–in–differences–in–differences and differences–in–differences–in–differences–in–differences estimation methods and found that the trade war indeed gave a boost to Taiwan's job market, particularly for skilled workers. From the estimation results, the authors noticed a rise in employment opportunities alongside a decline in the earnings of skilled workers in industries where more firms have spent on R&D as well as invested in offshore operations. However, firms in Taiwan that had not heavily spent on R&D from industries where investment in foreign operations was otherwise high have also attracted skilled workers during the trade war. An in-depth analysis of the impact of the trade war on domestic firms' spending on R&D and their investment in offshore operations in TAC should be helpful to policymakers interested in understanding the effects of the trade war and subsequent changes in firms' spending on R&D on labour market outcomes. If changes in the R&D ratios and a steady supply of skilled workers influenced the outflow of Foreign Direct Investment (FDI) to TAC, this insight could be helpful for those devising policies and measures to curb the impact of the trade war on domestic spending on R&D. The study findings not only provide broad lessons to policymakers in Taiwan, but the country case study can guide growing economies that are equally careful while perceiving trade war as a significant deterrent to domestic R&D spending and the outflow of FDI.The impact of the US–China trade war on Taiwanese firms' R&D investment and outward investment to technologically advanced countries
Yu-Cheng Lai, Santanu Sarkar
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to understand the impending relationship between the impact of the US–China trade war on Taiwanese firms' spending on R&D and their offshore investment in technologically advanced countries (TAC), the authors examined if changes in these firms' R&D ratios and the growing presence of skilled workers in Taiwan's labour market during the trade war have affected their offshore investments in TAC.

Using a model built on pooled cross-sectional time-series data from 2012–2019, the authors examined whether a change in R&D ratios of domestic firms in Taiwan and the growing presence of skilled workers in Taiwan's labour market have affected the offshore investment by these firms during the trade war. Using data from the Manpower Utilisation Survey, the authors applied differences–in–differences–in–differences and differences–in–differences–in–differences–in–differences estimation methods and found that the trade war indeed gave a boost to Taiwan's job market, particularly for skilled workers.

From the estimation results, the authors noticed a rise in employment opportunities alongside a decline in the earnings of skilled workers in industries where more firms have spent on R&D as well as invested in offshore operations. However, firms in Taiwan that had not heavily spent on R&D from industries where investment in foreign operations was otherwise high have also attracted skilled workers during the trade war.

An in-depth analysis of the impact of the trade war on domestic firms' spending on R&D and their investment in offshore operations in TAC should be helpful to policymakers interested in understanding the effects of the trade war and subsequent changes in firms' spending on R&D on labour market outcomes. If changes in the R&D ratios and a steady supply of skilled workers influenced the outflow of Foreign Direct Investment (FDI) to TAC, this insight could be helpful for those devising policies and measures to curb the impact of the trade war on domestic spending on R&D.

The study findings not only provide broad lessons to policymakers in Taiwan, but the country case study can guide growing economies that are equally careful while perceiving trade war as a significant deterrent to domestic R&D spending and the outflow of FDI.

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The impact of the US–China trade war on Taiwanese firms' R&D investment and outward investment to technologically advanced countries10.1108/IJM-02-2023-0073International Journal of Manpower2023-12-01© 2023 Emerald Publishing LimitedYu-Cheng LaiSantanu SarkarInternational Journal of Manpowerahead-of-printahead-of-print2023-12-0110.1108/IJM-02-2023-0073https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0073/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Psychosocial influence of blended working: the reciprocity of blended working and organizational optimismhttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0075/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to investigate the impact of blended working (BW) on individual payoffs like psychological ownership (PO), affective organizational commitment (AOC) and digital stress (DS). Additionally, the study also examines the moderating role of organizational optimism (OO) on the relationships stated to determine the boundary condition of the relationship between BW and the individual payoffs. A longitudinal field survey based on executives employed in the Indian service industries (comprised of state-owned banks, three healthcare and four MNCs) was conducted. Levels of BW, AOC, PO, DS and OO were measured through a validated scale, and the relationships' significance was explored. The result indicated that BW positively influences AOC and DS, while OO influences PO positively and DS negatively. OO also moderates the influence of BW on PO and DS. This research extends its contribution to the extant literature by (1) exploring the unique context of research in work conditions (BW) across India, (2) examining macro level factor (OO) in the linkage between BW and psychosocial factors, (3) investigating the moderating effect of OO and (4) considering a relatively large sample for empirical analysis in several waves to study BW and its individual pay-offs.Psychosocial influence of blended working: the reciprocity of blended working and organizational optimism
Kedarnath Thakur, Talina Mishra, Lalatendu Kesari Jena, Suchitra Pal
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to investigate the impact of blended working (BW) on individual payoffs like psychological ownership (PO), affective organizational commitment (AOC) and digital stress (DS). Additionally, the study also examines the moderating role of organizational optimism (OO) on the relationships stated to determine the boundary condition of the relationship between BW and the individual payoffs.

A longitudinal field survey based on executives employed in the Indian service industries (comprised of state-owned banks, three healthcare and four MNCs) was conducted. Levels of BW, AOC, PO, DS and OO were measured through a validated scale, and the relationships' significance was explored.

The result indicated that BW positively influences AOC and DS, while OO influences PO positively and DS negatively. OO also moderates the influence of BW on PO and DS.

This research extends its contribution to the extant literature by (1) exploring the unique context of research in work conditions (BW) across India, (2) examining macro level factor (OO) in the linkage between BW and psychosocial factors, (3) investigating the moderating effect of OO and (4) considering a relatively large sample for empirical analysis in several waves to study BW and its individual pay-offs.

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Psychosocial influence of blended working: the reciprocity of blended working and organizational optimism10.1108/IJM-02-2023-0075International Journal of Manpower2023-09-06© 2023 Emerald Publishing LimitedKedarnath ThakurTalina MishraLalatendu Kesari JenaSuchitra PalInternational Journal of Manpowerahead-of-printahead-of-print2023-09-0610.1108/IJM-02-2023-0075https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0075/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
On working from home in European countrieshttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0080/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe authors analyzed the evolution of working from home (WFH) within industries in 12 European countries in the period 2008–2017 and studied its relationship with information and communication technologies (ICT). The authors used data from the European Union Labour Force Survey (EU-LFS) to document the trends and levels of WFH within industries in 12 European countries. The authors further used the EU-KLEMS database and a difference-in-difference approach to study whether the fall in prices of ICT is associated with a higher share of employees who work from home in industries that depend more on ICT relative to industries that depend less. The authors show that WFH has increased almost everywhere and that there is significant heterogeneity across industries. The authors provide evidence that the fall in prices of ICT is associated with a higher share of employees who work from home in industries that depend more on ICT relative to industries that depend less. This result also holds within age, gender and occupation groups. While the authors find no significant differences among gender and occupation groups, the positive association between the fall in ICT prices and WFH increases with age. This paper has two main contributions: First, it reports that WFH has increased in European countries in the period 2008–2017. Second, it provides new explorations about the relationship between ICT and WFH by using the price variation of ICT.On working from home in European countries
Vahagn Jerbashian, Montserrat Vilalta-Bufí
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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On working from home in European countries10.1108/IJM-02-2023-0080International Journal of Manpower2023-12-06© 2023 Emerald Publishing LimitedVahagn JerbashianMontserrat Vilalta-BufíInternational Journal of Manpowerahead-of-printahead-of-print2023-12-0610.1108/IJM-02-2023-0080https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0080/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Innovation as a firm-level factor of the gender wage gaphttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0083/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper investigates the relationship of both technological (product and process) and non-technological (organizational and marketing) innovation with the gender wage gap at firms. Using employer–employee level data from Estonia, the authors estimate Mincerian wage equations, in order to show how innovation at the firm level is associated with the gender wage gap. Next, the authors use propensity score matching (PSM) to study the effects of the movement of men and women into innovative firms, how this shapes the gender wage gap at firms. The authors find that both technological and non-technological innovation are associated with a larger gender wage gap at firms. The relationship between innovation and the contemporaneous gender wage gap at firms reflects to a significant extent the different selection of men and women with different time-invariant characteristics to innovative firms. Further, the authors find that movement of men and women to work at innovative firms is in longer term associated with larger gains in wages for men. The authors also observe that the relationship of innovation with gender wage gap is stronger in the case of women with children. Much of the prior analysis focuses on the effects of technological innovation on gender-related labour market outcomes. The authors show here that the relationship of innovation at firms with higher gender wage gap is not only specific to technological innovation, but is more general, and is observed across different types of innovation indicators, including non-technological innovation. This study's results suggest that the effects of innovation on gender wage gap may reflect to an extent the higher demand for flexibility of employees for work purposes at innovative firms, which may increase the gender wage gap, especially between men and women with children.Innovation as a firm-level factor of the gender wage gap
Jaan Masso, Priit Vahter
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper investigates the relationship of both technological (product and process) and non-technological (organizational and marketing) innovation with the gender wage gap at firms.

Using employer–employee level data from Estonia, the authors estimate Mincerian wage equations, in order to show how innovation at the firm level is associated with the gender wage gap. Next, the authors use propensity score matching (PSM) to study the effects of the movement of men and women into innovative firms, how this shapes the gender wage gap at firms.

The authors find that both technological and non-technological innovation are associated with a larger gender wage gap at firms. The relationship between innovation and the contemporaneous gender wage gap at firms reflects to a significant extent the different selection of men and women with different time-invariant characteristics to innovative firms. Further, the authors find that movement of men and women to work at innovative firms is in longer term associated with larger gains in wages for men. The authors also observe that the relationship of innovation with gender wage gap is stronger in the case of women with children.

Much of the prior analysis focuses on the effects of technological innovation on gender-related labour market outcomes. The authors show here that the relationship of innovation at firms with higher gender wage gap is not only specific to technological innovation, but is more general, and is observed across different types of innovation indicators, including non-technological innovation. This study's results suggest that the effects of innovation on gender wage gap may reflect to an extent the higher demand for flexibility of employees for work purposes at innovative firms, which may increase the gender wage gap, especially between men and women with children.

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Innovation as a firm-level factor of the gender wage gap10.1108/IJM-02-2023-0083International Journal of Manpower2023-08-02© 2023 Emerald Publishing LimitedJaan MassoPriit VahterInternational Journal of Manpowerahead-of-printahead-of-print2023-08-0210.1108/IJM-02-2023-0083https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0083/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Working from home and job satisfaction: evidence from Russiahttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0089/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the impact of working from home and its duration on job satisfaction. The analysis was conducted on a representative panel data set from the Russian Longitudinal Monitoring Survey - Higher School of Economics (RLMS-HSE) for 2016–2021 using endogenous regression models. The impact of working from home on job satisfaction before and during the coronavirus disease 2019 (COVID-19) pandemic, and separately for men and women, was analysed. Working from home was found to positively affect job satisfaction in the Russian labour market. From 2016 to 2021, men and women who worked from home were more satisfied with their jobs than their counterparts who did not work from home. The positive impact of working from home on job satisfaction was observed before and during the COVID-19 pandemic. However, remote workers (RWR) putting in more than eight hours per day reported lower job satisfaction. Working from home can be considered as a measure to combat unemployment, increase employment and improve the utilisation (distribution) of human resources. Further research is required to analyse the impact of health issues and the need to care for young children or infirm persons on job satisfaction in remote work. A more detailed analysis is required of the factors that affect the job satisfaction of women who work remotely. To ensure that labour productivity increases and not decreases, employers are advised to develop more detailed working arrangements and labour management for RWRs. Especially for such assigned workers, task control regulations must be developed. To increase the motivation of individuals to work remotely, overtime should be paid at a higher rate. Unclear working time regulations lead to overwork, irregular working hours and burnout. For RWRs, this leads to lower job satisfaction and a consequent drop in productivity. The empirical investigation is based on a representative panel of Russian data with six waves. Wide ranges of job characteristics were incorporated as determinants. The problem of causality was investigated. For models with an endogenous regressor, instrumental variables were tested and selected.Working from home and job satisfaction: evidence from Russia
Larisa Smirnykh
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to investigate the impact of working from home and its duration on job satisfaction.

The analysis was conducted on a representative panel data set from the Russian Longitudinal Monitoring Survey - Higher School of Economics (RLMS-HSE) for 2016–2021 using endogenous regression models. The impact of working from home on job satisfaction before and during the coronavirus disease 2019 (COVID-19) pandemic, and separately for men and women, was analysed.

Working from home was found to positively affect job satisfaction in the Russian labour market. From 2016 to 2021, men and women who worked from home were more satisfied with their jobs than their counterparts who did not work from home. The positive impact of working from home on job satisfaction was observed before and during the COVID-19 pandemic. However, remote workers (RWR) putting in more than eight hours per day reported lower job satisfaction.

Working from home can be considered as a measure to combat unemployment, increase employment and improve the utilisation (distribution) of human resources. Further research is required to analyse the impact of health issues and the need to care for young children or infirm persons on job satisfaction in remote work. A more detailed analysis is required of the factors that affect the job satisfaction of women who work remotely.

To ensure that labour productivity increases and not decreases, employers are advised to develop more detailed working arrangements and labour management for RWRs. Especially for such assigned workers, task control regulations must be developed. To increase the motivation of individuals to work remotely, overtime should be paid at a higher rate.

Unclear working time regulations lead to overwork, irregular working hours and burnout. For RWRs, this leads to lower job satisfaction and a consequent drop in productivity.

The empirical investigation is based on a representative panel of Russian data with six waves. Wide ranges of job characteristics were incorporated as determinants. The problem of causality was investigated. For models with an endogenous regressor, instrumental variables were tested and selected.

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Working from home and job satisfaction: evidence from Russia10.1108/IJM-02-2023-0089International Journal of Manpower2023-09-05© 2023 Emerald Publishing LimitedLarisa SmirnykhInternational Journal of Manpowerahead-of-printahead-of-print2023-09-0510.1108/IJM-02-2023-0089https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0089/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Gender bias in university student mobility: a cohort analysis in Italyhttps://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0101/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to assess gender bias in Italian university student mobility controlling for the field of study. It uses data from the Italian National Student Archive (Anagrafe Nazionale degli Studenti – ANS) for the cohort of freshmen enrolled in the 2017 academic year. The macro-regional comparison unfolds across the following areas: North and Centre, Southern Italy and main Islands (Sicily and Sardinia). The analysis is firstly carried out at the national level, and secondly, it focusses on macro-geographical areas. University mobility choices are thus investigated from a gender perspective, conditioning upon other theoretically relevant characteristics collected for the prospective first-year university student population enrolled in 2017. The authors analyse data in a regression setting (logit models) within the multilevel framework, which considers students at level 1 and the field of study at level 2. Gender differences in the propensity to be a mover – conditional upon the choice of the field of study – were captured by introducing random intercepts to account for clustering of students in fields of study and random slopes to allow the gender effect to differ among them. Findings show that university student mobility in Italy leads evidence of gender bias. This has been detected using a multilevel random slope approach that allowed the authors to jointly estimate a slope parameter for gender within each field of study. Moreover, using a regression setting allowed the authors to control for heterogeneity in geographical, educational and socio-demographic characteristics across students. In line with previous empirical findings, the authors' data highlight the presence of a relevant mobility flow of university students from the South toward the North-Centre of Italy and lower mobility of female students compared to male students from the South and Islands. To the best of the authors' knowledge, there are no studies in Italy, which investigate if families' investment in higher education in terms of selection of no-local universities are affected by gender bias and if geographical differences in this behaviour between macro-areas are in place. Thus, investigating students' choices in tertiary education allows the authors to shed light on the presence of gender bias in families' education strategies addressed to increase the endowment of students' assets for future job opportunities.Gender bias in university student mobility: a cohort analysis in Italy
Isabella Sulis, Barbara Barbieri, Luisa Salaris, Gabriella Melis, Mariano Porcu
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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Gender bias in university student mobility: a cohort analysis in Italy10.1108/IJM-02-2023-0101International Journal of Manpower2023-12-19© 2023 Emerald Publishing LimitedIsabella SulisBarbara BarbieriLuisa SalarisGabriella MelisMariano PorcuInternational Journal of Manpowerahead-of-printahead-of-print2023-12-1910.1108/IJM-02-2023-0101https://www.emerald.com/insight/content/doi/10.1108/IJM-02-2023-0101/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Does access to assistive technologies enhance labour force participation amongst the disabled population? Evidence from Indiahttps://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0107/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPersons with disabilities (PwD) are generally less likely to be employed than the general population. The paper aims to investigate whether access to assistive technologies (AT) impacts labour force participation in the disabled population. The study utilises the nationally representative survey on disability in India conducted in 2018 through multi-stage sampling by the Ministry of Statistics and Programme Implementation (MOSPI), Government of India. The instrumental variable (IV) approach has been employed to infer causality between AT and labour market participation. The study found that the labour force participation rate (LFPR) in India amongst the disabled population was 29% in the age group of 15–65 years in 2017–2018, as compared to 52% in the general population. Around two-thirds of the PwD respondents who were advised to acquire aid appliances acquired them, implying limited access to AT. The probability of LFPR in disabled population increases by 26.6% with access to AT particularly in urban areas. Persistent issues such as lack of adequate amenities, poor literacy and a lack of vocational skills need to be addressed to improve labour market outcomes for the disabled population in rural areas. Despite its role in promoting distributive justice and inclusive development, research on equity gaps in access to AT and its impact on labour market outcomes is scant. This is the first paper that provides empirical evidence on the impact of access to AT on LFPR in the context of low- and middle-income countries.Does access to assistive technologies enhance labour force participation amongst the disabled population? Evidence from India
Subramania Raju Rajasulochana, Mohd Imran Khan
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Persons with disabilities (PwD) are generally less likely to be employed than the general population. The paper aims to investigate whether access to assistive technologies (AT) impacts labour force participation in the disabled population.

The study utilises the nationally representative survey on disability in India conducted in 2018 through multi-stage sampling by the Ministry of Statistics and Programme Implementation (MOSPI), Government of India. The instrumental variable (IV) approach has been employed to infer causality between AT and labour market participation.

The study found that the labour force participation rate (LFPR) in India amongst the disabled population was 29% in the age group of 15–65 years in 2017–2018, as compared to 52% in the general population. Around two-thirds of the PwD respondents who were advised to acquire aid appliances acquired them, implying limited access to AT. The probability of LFPR in disabled population increases by 26.6% with access to AT particularly in urban areas.

Persistent issues such as lack of adequate amenities, poor literacy and a lack of vocational skills need to be addressed to improve labour market outcomes for the disabled population in rural areas.

Despite its role in promoting distributive justice and inclusive development, research on equity gaps in access to AT and its impact on labour market outcomes is scant. This is the first paper that provides empirical evidence on the impact of access to AT on LFPR in the context of low- and middle-income countries.

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Does access to assistive technologies enhance labour force participation amongst the disabled population? Evidence from India10.1108/IJM-03-2023-0107International Journal of Manpower2024-01-29© 2024 Emerald Publishing LimitedSubramania Raju RajasulochanaMohd Imran KhanInternational Journal of Manpowerahead-of-printahead-of-print2024-01-2910.1108/IJM-03-2023-0107https://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0107/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Navigating repatriation: factors influencing turnover intentions of self-initiated repatriates in emerging economieshttps://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0122/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the re-entry decisions and experiences of company-assigned (CA) repatriates, whilst studies on self-initiated expatriates (SIEs) that repatriate back to their home countries (i.e. self-initiated repatriates (SIRs)) are limited, particularly in emerging transition economies. This study develops and tests a model to explain the factors influencing professional SIRs' turnover intentions and how repatriation readjustment affects their intentions in Vietnam. The data was collected from 445 Vietnamese professional SIRs who worked and/or studied for extended periods overseas and subsequently returned to Vietnam. Structural equation modelling (SEM) was used to analyse the data. Results indicate that both work and life repatriation adjustment difficulties have significant positive effects on turnover intentions, whilst only repatriation life adjustment difficulties have an indirect effect via life dissatisfaction. Further, cultural distance positively influences repatriation adjustment difficulties and turnover intentions. SIRs' on-the-job and off-the-job embeddedness negatively moderate the influence of repatriation work and life adjustment difficulties on turnover intentions, respectively. The study develops a theoretical model explaining how repatriation difficulties impact the turnover intentions of SIRs, considering contextual factors including cultural distance and embeddedness. The research highlights the importance of job embeddedness as a form of social and organisational support for SIRs in managing psychological challenges related to repatriation, which can help reduce turnover and retain highly skilled talent. Additionally, the study extends repatriation research on an under-researched subgroup of SIEs, SIRs, in an under-researched emerging transition economy context.Navigating repatriation: factors influencing turnover intentions of self-initiated repatriates in emerging economies
Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet, Janice Jones
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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Navigating repatriation: factors influencing turnover intentions of self-initiated repatriates in emerging economies10.1108/IJM-03-2023-0122International Journal of Manpower2023-12-14© 2023 Emerald Publishing LimitedNga Thi Thuy HoHung Trong HoangPi-Shen SeetJanice JonesInternational Journal of Manpowerahead-of-printahead-of-print2023-12-1410.1108/IJM-03-2023-0122https://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0122/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Having your career path decided too early: the effects of high school track on education-occupation mismatchhttps://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0123/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to extend the scope of previous studies on education-occupation mismatch to explicitly focus on the role high school track choices have on the risk of being mismatched in the labor market. The paper uses the most exhaustive available database regarding the early-career paths of university graduates in Romania. Using a novel matching technique, entropy balancing (EB), our study relies on multinomial logit models and logit regressions to estimate the effect of the completed high school track on the likelihood of being mismatched in the labor market. The empirical analysis focuses on two types of education-occupation mismatches: horizontal and vertical mismatches. We show that studying a different field in college compared to the completed high school track increases the risk of being skill mismatched in the first job after graduation. Five years after college graduation, the influence of the high school track fades, while being skill mismatched in the first employment plays a more important role. In contrast, we find no evidence that pursuing a college major unrelated to the completed high school track increases the probability of being overeducated. However, being overeducated in the first job increases the risk of being overeducated five years later. The study brings new reliable evidence on the extent to which high school track choices may contribute to the risk of being mismatched in the labor market.Having your career path decided too early: the effects of high school track on education-occupation mismatch
Alina Botezat, Cristian Incaltarau, Sabina Ana Diac, Alexandra Claudia Grosu
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to extend the scope of previous studies on education-occupation mismatch to explicitly focus on the role high school track choices have on the risk of being mismatched in the labor market.

The paper uses the most exhaustive available database regarding the early-career paths of university graduates in Romania. Using a novel matching technique, entropy balancing (EB), our study relies on multinomial logit models and logit regressions to estimate the effect of the completed high school track on the likelihood of being mismatched in the labor market. The empirical analysis focuses on two types of education-occupation mismatches: horizontal and vertical mismatches.

We show that studying a different field in college compared to the completed high school track increases the risk of being skill mismatched in the first job after graduation. Five years after college graduation, the influence of the high school track fades, while being skill mismatched in the first employment plays a more important role. In contrast, we find no evidence that pursuing a college major unrelated to the completed high school track increases the probability of being overeducated. However, being overeducated in the first job increases the risk of being overeducated five years later.

The study brings new reliable evidence on the extent to which high school track choices may contribute to the risk of being mismatched in the labor market.

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Having your career path decided too early: the effects of high school track on education-occupation mismatch10.1108/IJM-03-2023-0123International Journal of Manpower2024-02-06© 2024 Emerald Publishing LimitedAlina BotezatCristian IncaltarauSabina Ana DiacAlexandra Claudia GrosuInternational Journal of Manpowerahead-of-printahead-of-print2024-02-0610.1108/IJM-03-2023-0123https://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0123/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The influence of non-cognitive ability on the wage of rural migrant workershttps://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0128/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe study aims to study the effect of non-cognitive ability in human capital on the wages of rural migrant workers in China. The study also examines the mechanisms by which career choice, career development and social capital influence. Based on the new human capital theory, this paper empirically investigates the effects and mechanisms of rural migrant workers' non-cognitive ability on wages using the 2018 China Family Panel Studies database and Stata 17.0 for construct validation and hypothesis testing. The results showed that non-cognitive ability has a significant positive effect on rural migrant workers' wages. Subsequently, the mechanism of non-cognitive ability was examined. In further analysis, the study found that non-cognitive ability has a greater effect on the wages of vulnerable individuals (females, low and medium skills) among the rural migrant workers. The originality of this study is to break through the existing research perspectives, overcome the limitations of scholars' existing research perspectives focusing on the employment and competitiveness of rural migrant workers in China and explore the factors affecting the rural migrant workers' wages from the perspective of non-cognitive ability as a new entry point by combining psychology. At the same time, the study design is more rigorous, avoiding the measurement error of variables.The influence of non-cognitive ability on the wage of rural migrant workers
Hao Li
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The study aims to study the effect of non-cognitive ability in human capital on the wages of rural migrant workers in China. The study also examines the mechanisms by which career choice, career development and social capital influence.

Based on the new human capital theory, this paper empirically investigates the effects and mechanisms of rural migrant workers' non-cognitive ability on wages using the 2018 China Family Panel Studies database and Stata 17.0 for construct validation and hypothesis testing.

The results showed that non-cognitive ability has a significant positive effect on rural migrant workers' wages. Subsequently, the mechanism of non-cognitive ability was examined. In further analysis, the study found that non-cognitive ability has a greater effect on the wages of vulnerable individuals (females, low and medium skills) among the rural migrant workers.

The originality of this study is to break through the existing research perspectives, overcome the limitations of scholars' existing research perspectives focusing on the employment and competitiveness of rural migrant workers in China and explore the factors affecting the rural migrant workers' wages from the perspective of non-cognitive ability as a new entry point by combining psychology. At the same time, the study design is more rigorous, avoiding the measurement error of variables.

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The influence of non-cognitive ability on the wage of rural migrant workers10.1108/IJM-03-2023-0128International Journal of Manpower2023-09-18© 2023 Emerald Publishing LimitedHao LiInternational Journal of Manpowerahead-of-printahead-of-print2023-09-1810.1108/IJM-03-2023-0128https://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0128/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Unraveling unemployment hysteresis in Nordic countries: a multifaceted analysis of age, gender and frequency differentialshttps://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0147/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to test the unemployment hysteresis hypothesis for Nordic countries by considering age and gender differentials at various frequencies. First, the authors test the linearity of the unemployment series and apply appropriate unit root tests based on the linearity test results. The authors use these tests for both original and wavelet-decomposed unemployment rates. The authors' findings indicate that the results obtained from the original and decomposed series differ. While the authors find evidence of unemployment hysteresis in the six unemployment rates in the short run, they observe supportive results for hysteresis in the three unemployment rates in the long run. The authors take into account different age and gender groups. Furthermore, the authors propose a testing strategy for unemployment hysteresis that considers the nonlinearity and structural breaks in unemployment rates. Finally, the authors determine whether the unemployment hysteresis is valid at various frequencies.Unraveling unemployment hysteresis in Nordic countries: a multifaceted analysis of age, gender and frequency differentials
Veli Yılancı, Mustafa Kırca, Şeri̇f Canbay, Muhlis Selman Sağlam
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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Unraveling unemployment hysteresis in Nordic countries: a multifaceted analysis of age, gender and frequency differentials10.1108/IJM-03-2023-0147International Journal of Manpower2023-12-22© 2023 Emerald Publishing LimitedVeli YılancıMustafa KırcaŞeri̇f CanbayMuhlis Selman SağlamInternational Journal of Manpowerahead-of-printahead-of-print2023-12-2210.1108/IJM-03-2023-0147https://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0147/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Exporting is a team sport: the link between management training and performance in SMEshttps://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0150/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper examines how soft skills training for owner-managers affects the financial performance of exporting small and medium-sized enterprises (SMEs). Furthermore, the authors examine the differential influence of specific owner-manager skills, such as “team working skills”, “technical skills” and “leadership skills”, on performance. The paper utilises the Longitudinal Small Business Survey, which is a nationally representative employer dataset of UK SMEs with up to 249 employees, including those with no employees. The dataset contains information on firms' turnover, export status of goods or services and training provision for employees or owner-managers. The results suggest that owner-manager's training has a positive effect on turnover in non-exporting firms. Moreover, a combination of soft and hard skills is associated with higher turnover in exporting firms. Amongst the specific skills of owner-managers, training on “team working” has the most significant impact on exporting SMEs' performance. The authors' findings imply that managerial training to develop soft skills such as leadership, decision-making and communication is a worthwhile investment. The knowledge that owner-managers acquire through soft and hard skills training enables them to develop essential internationalisation competencies. Moreover, the authors demonstrate that teamwork is a significant predictor of performance. The authors contribute to the literature by examining the role of owner-managers' training in shaping internal systems, structure, processes and internationalisation strategies, thus affecting SMEs performance. The authors' also provide a nuanced analysis of how various types of soft and hard skills underpin the successful implementation of internationalisation initiatives.Exporting is a team sport: the link between management training and performance in SMEs
Bochra Idris, George Saridakis, Yannis Georgellis, Yanqing Lai, Stewart Johnstone
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper examines how soft skills training for owner-managers affects the financial performance of exporting small and medium-sized enterprises (SMEs). Furthermore, the authors examine the differential influence of specific owner-manager skills, such as “team working skills”, “technical skills” and “leadership skills”, on performance.

The paper utilises the Longitudinal Small Business Survey, which is a nationally representative employer dataset of UK SMEs with up to 249 employees, including those with no employees. The dataset contains information on firms' turnover, export status of goods or services and training provision for employees or owner-managers.

The results suggest that owner-manager's training has a positive effect on turnover in non-exporting firms. Moreover, a combination of soft and hard skills is associated with higher turnover in exporting firms. Amongst the specific skills of owner-managers, training on “team working” has the most significant impact on exporting SMEs' performance.

The authors' findings imply that managerial training to develop soft skills such as leadership, decision-making and communication is a worthwhile investment. The knowledge that owner-managers acquire through soft and hard skills training enables them to develop essential internationalisation competencies. Moreover, the authors demonstrate that teamwork is a significant predictor of performance.

The authors contribute to the literature by examining the role of owner-managers' training in shaping internal systems, structure, processes and internationalisation strategies, thus affecting SMEs performance. The authors' also provide a nuanced analysis of how various types of soft and hard skills underpin the successful implementation of internationalisation initiatives.

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Exporting is a team sport: the link between management training and performance in SMEs10.1108/IJM-03-2023-0150International Journal of Manpower2023-12-26© 2023 Emerald Publishing LimitedBochra IdrisGeorge SaridakisYannis GeorgellisYanqing LaiStewart JohnstoneInternational Journal of Manpowerahead-of-printahead-of-print2023-12-2610.1108/IJM-03-2023-0150https://www.emerald.com/insight/content/doi/10.1108/IJM-03-2023-0150/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The effects of work-life balance on the well-being of older workers: same-same or same-different?https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0181/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to extend the study of work-life balance (WLB) by exploring the influence of WLB amongst older workers. Theoretically, this study suggests that the psychological benefits of age on relationships between WLB and well-being might be stronger for those “younger” older workers than those working toward or beyond retirement age. This study tests a moderated mediation model whereby the effects of WLB on anxiety and depression (through job stress) are moderated by age. Survey data from 512 New Zealand employees in three older age cohorts (55–59 years, 60–64 and 65+ years). This study finds that WLB reduces job stress and leads to lower anxiety and depression. Job stress positively influences anxiety and depression and partially mediates the influence of WLB. Significant interaction effects are found by age, with the lower age cohort (55–59 years) reporting the strongest benefits from WLB and this effect reduces as employees get older but remains significant. Even when focusing on older workers, the findings show younger older workers elicit stronger benefits from WLB toward well-being, although all age groups find WLB beneficial. This paper offers novel insights into the question of whether the importance of WLB for well-being differs among older workers.The effects of work-life balance on the well-being of older workers: same-same or same-different?
Jarrod Haar, Candice Harris, Barbara Myers
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to extend the study of work-life balance (WLB) by exploring the influence of WLB amongst older workers. Theoretically, this study suggests that the psychological benefits of age on relationships between WLB and well-being might be stronger for those “younger” older workers than those working toward or beyond retirement age. This study tests a moderated mediation model whereby the effects of WLB on anxiety and depression (through job stress) are moderated by age.

Survey data from 512 New Zealand employees in three older age cohorts (55–59 years, 60–64 and 65+ years).

This study finds that WLB reduces job stress and leads to lower anxiety and depression. Job stress positively influences anxiety and depression and partially mediates the influence of WLB. Significant interaction effects are found by age, with the lower age cohort (55–59 years) reporting the strongest benefits from WLB and this effect reduces as employees get older but remains significant.

Even when focusing on older workers, the findings show younger older workers elicit stronger benefits from WLB toward well-being, although all age groups find WLB beneficial.

This paper offers novel insights into the question of whether the importance of WLB for well-being differs among older workers.

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The effects of work-life balance on the well-being of older workers: same-same or same-different?10.1108/IJM-04-2022-0181International Journal of Manpower2023-08-15© 2023 Emerald Publishing LimitedJarrod HaarCandice HarrisBarbara MyersInternational Journal of Manpowerahead-of-printahead-of-print2023-08-1510.1108/IJM-04-2022-0181https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0181/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Antecedents and job outcomes from a self-efficacy perspective while working from home among professionals during the COVID-19 pandemichttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0185/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWorking from home (WFH) was one of the major changes that occurred in many organizations during the COVID-19 pandemic. This also led to online training being conducted during this WFH period. The present study investigated the role of technology, manager support and peer support on self-efficacy and job outcomes (i.e. training transfer, work engagement and job satisfaction) of employees while WFH. The study framework incorporated Bandura's self-efficacy theory. Data were collected from 852 employees in India, and structural equation modeling was used to analyze the data. The study found positive relationships between ease of technology use, manager support and peer support on self-efficacy and a negative relationship between self-efficacy and technostress. The study also found significant positive relationships between self-efficacy and training transfer, work engagement and job satisfaction. Moreover, the study also identified the moderating effects of WFH and technical issues in the relationships of self-efficacy with training transfer, work engagement and job satisfaction. The study is novel in that it extended self-efficacy theory regarding the WFH context with influencers such as technology, managers and peers as organizational factors. It also demonstrated the effectiveness of remote working and online training considering the potential antecedents while WFH. Moreover, the study highlighted the simultaneous role of technology and people (managers and peers) in enhancing job outcomes by increasing self-efficacy among employees.Antecedents and job outcomes from a self-efficacy perspective while working from home among professionals during the COVID-19 pandemic
Remya Lathabhavan, Mark D. Griffiths
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Working from home (WFH) was one of the major changes that occurred in many organizations during the COVID-19 pandemic. This also led to online training being conducted during this WFH period. The present study investigated the role of technology, manager support and peer support on self-efficacy and job outcomes (i.e. training transfer, work engagement and job satisfaction) of employees while WFH.

The study framework incorporated Bandura's self-efficacy theory. Data were collected from 852 employees in India, and structural equation modeling was used to analyze the data.

The study found positive relationships between ease of technology use, manager support and peer support on self-efficacy and a negative relationship between self-efficacy and technostress. The study also found significant positive relationships between self-efficacy and training transfer, work engagement and job satisfaction. Moreover, the study also identified the moderating effects of WFH and technical issues in the relationships of self-efficacy with training transfer, work engagement and job satisfaction.

The study is novel in that it extended self-efficacy theory regarding the WFH context with influencers such as technology, managers and peers as organizational factors. It also demonstrated the effectiveness of remote working and online training considering the potential antecedents while WFH. Moreover, the study highlighted the simultaneous role of technology and people (managers and peers) in enhancing job outcomes by increasing self-efficacy among employees.

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Antecedents and job outcomes from a self-efficacy perspective while working from home among professionals during the COVID-19 pandemic10.1108/IJM-04-2022-0185International Journal of Manpower2023-01-30© 2023 Emerald Publishing LimitedRemya LathabhavanMark D. GriffithsInternational Journal of Manpowerahead-of-printahead-of-print2023-01-3010.1108/IJM-04-2022-0185https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2022-0185/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Well-being of migrant workers in Taiwan during COVID-19 pandemic: the role of perceived organisational support, employee resilience and ethical leadershiphttps://www.emerald.com/insight/content/doi/10.1108/IJM-04-2023-0179/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to investigate how perceived organisational support (POS) enhances the well-being of migrant workers in Taiwan by strengthening their resilience. In addition, the moderating role of ethical leadership in this association was investigated based on the conservation of resources (COR) theory. The data were gathered from migrant workers from Southeast Asian countries, including Vietnam, Indonesia, Thailand and the Philippines with structured questionnaires during the COVID-19 pandemic. A total of 420 samples were analysed by testing the mediation and moderation model. The results showed a significant effect of POS on migrant workers' well-being in Taiwan through the mediating role of resilience. Moreover, ethical leadership moderated the effect of POS on employee resilience and work well-being. The sample was restricted to Southeast Asian migrant workers who were employed in industrial sectors in Taiwan. The study considered several demographic variables, including language proficiency, nationality and marital status, which could result in cultural and language biases. A cross-sectional design and self-reported data were utilised, which could potentially create common method variance biases and inflated correlations across the research variables. The present study may be helpful to organisational leaders in the process of designing approaches for promoting a people-oriented and harmonious workplace. Employee well-being can be strengthened through employee resilience (individual factors), as well as POS and ethical leadership (organisational factors). This study supports the use of COR theory in confirming POS as a resource that strengthens employees' resilience capabilities and work well-being. Employee resilience serves as a mediator of the relationship between POS and employee well-being. Ethical leadership serves as a moderator in strengthening the relationships between POS and employee resilience, as well as between POS and work well-being of migrant workers.Well-being of migrant workers in Taiwan during COVID-19 pandemic: the role of perceived organisational support, employee resilience and ethical leadership
Loan Ngoc Tuong Pham, Duong Tuan Nguyen, An Hoang Kim Vo, Lam Dang Nguyen
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to investigate how perceived organisational support (POS) enhances the well-being of migrant workers in Taiwan by strengthening their resilience. In addition, the moderating role of ethical leadership in this association was investigated based on the conservation of resources (COR) theory.

The data were gathered from migrant workers from Southeast Asian countries, including Vietnam, Indonesia, Thailand and the Philippines with structured questionnaires during the COVID-19 pandemic. A total of 420 samples were analysed by testing the mediation and moderation model.

The results showed a significant effect of POS on migrant workers' well-being in Taiwan through the mediating role of resilience. Moreover, ethical leadership moderated the effect of POS on employee resilience and work well-being.

The sample was restricted to Southeast Asian migrant workers who were employed in industrial sectors in Taiwan. The study considered several demographic variables, including language proficiency, nationality and marital status, which could result in cultural and language biases. A cross-sectional design and self-reported data were utilised, which could potentially create common method variance biases and inflated correlations across the research variables.

The present study may be helpful to organisational leaders in the process of designing approaches for promoting a people-oriented and harmonious workplace. Employee well-being can be strengthened through employee resilience (individual factors), as well as POS and ethical leadership (organisational factors).

This study supports the use of COR theory in confirming POS as a resource that strengthens employees' resilience capabilities and work well-being. Employee resilience serves as a mediator of the relationship between POS and employee well-being. Ethical leadership serves as a moderator in strengthening the relationships between POS and employee resilience, as well as between POS and work well-being of migrant workers.

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Well-being of migrant workers in Taiwan during COVID-19 pandemic: the role of perceived organisational support, employee resilience and ethical leadership10.1108/IJM-04-2023-0179International Journal of Manpower2024-01-16© 2024 Emerald Publishing LimitedLoan Ngoc Tuong PhamDuong Tuan NguyenAn Hoang Kim VoLam Dang NguyenInternational Journal of Manpowerahead-of-printahead-of-print2024-01-1610.1108/IJM-04-2023-0179https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2023-0179/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Research on the suitability of telework in the context of COVID-19https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2023-0205/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCoronavirus disease 2019 (COVID-19) has made telecommuting widely valued, but different individuals have different degrees of acceptance of telecommuting. This article aims to identify suitable individuals for telework and to clarify which types of workers are suitable for what level of telework, set scientific, reasonable hybrid work ratios and processes and measure their suitability. First, two working scenarios of different risk levels were established, and the theory of planned behavior (TPB) was used to introduce latent variables, constructing a multi-indicator multi-causal model (MIMIC) to identify suitable individuals, and second, constructing an integrated choice and latent variable (ICLV) model of the working method to determine the suitability of different types of people for telework by calculating their selection probabilities. It is possible to clearly distinguish between two types of suitable individuals for telework or traditional work. Their behavior is significantly influenced by the work environment, which is influenced by variables such as age, income, attitude, perceived behavioral control, work–family balance and personnel exposure level. In low-risk scenarios, the influencing factors of the behavioral model for both types of people are relatively consistent, while in high-risk scenarios, significant differences arise. Furthermore, the suitability of telework for the telework-suitable group is less affected by the pandemic, while the suitability for the non-suitable group is greatly affected. This study contributes to previous literature by: (1) determining the suitability of different population types for telework by calculating the probability of selection, (2) dividing telework and traditional populations into two categories, identifying the differences in factors that affect telework under different epidemic risks and (3) considering the impact of changes in the work scenario on the suitability of telework for employees and classifying the population based on the suitability of telework in order to avoid the potential negative impact of telework.Research on the suitability of telework in the context of COVID-19
Zhen Han, Yuheng Zhao, Mengjie Chen
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Coronavirus disease 2019 (COVID-19) has made telecommuting widely valued, but different individuals have different degrees of acceptance of telecommuting. This article aims to identify suitable individuals for telework and to clarify which types of workers are suitable for what level of telework, set scientific, reasonable hybrid work ratios and processes and measure their suitability.

First, two working scenarios of different risk levels were established, and the theory of planned behavior (TPB) was used to introduce latent variables, constructing a multi-indicator multi-causal model (MIMIC) to identify suitable individuals, and second, constructing an integrated choice and latent variable (ICLV) model of the working method to determine the suitability of different types of people for telework by calculating their selection probabilities.

It is possible to clearly distinguish between two types of suitable individuals for telework or traditional work. Their behavior is significantly influenced by the work environment, which is influenced by variables such as age, income, attitude, perceived behavioral control, work–family balance and personnel exposure level. In low-risk scenarios, the influencing factors of the behavioral model for both types of people are relatively consistent, while in high-risk scenarios, significant differences arise. Furthermore, the suitability of telework for the telework-suitable group is less affected by the pandemic, while the suitability for the non-suitable group is greatly affected.

This study contributes to previous literature by: (1) determining the suitability of different population types for telework by calculating the probability of selection, (2) dividing telework and traditional populations into two categories, identifying the differences in factors that affect telework under different epidemic risks and (3) considering the impact of changes in the work scenario on the suitability of telework for employees and classifying the population based on the suitability of telework in order to avoid the potential negative impact of telework.

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Research on the suitability of telework in the context of COVID-1910.1108/IJM-04-2023-0205International Journal of Manpower2023-09-29© 2023 Emerald Publishing LimitedZhen HanYuheng ZhaoMengjie ChenInternational Journal of Manpowerahead-of-printahead-of-print2023-09-2910.1108/IJM-04-2023-0205https://www.emerald.com/insight/content/doi/10.1108/IJM-04-2023-0205/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Exploring the psychological contract during new normal: construction and validation of the revised psychological contract scalehttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2022-0201/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe study aims to explore and validate the revised psychological contract scale in this new normal era. To serve the purpose, four studies were conducted. Study 1 was conducted for item generation through the extant literature review and phenomenological study. Study 2 highlighted the expert review. Study 3 explained the confirmatory factor analysis. At the end of study 3, the new psychological contract content had 14 items along with 15 traditional psychological contract content items. The nomological study validated the scale with the help of antecedent, i.e. supervisor's support, and outcomes, i.e. well-being and innovative behavior. The revised psychological contract was bifurcated into two categories: new and traditional. Further, the revised psychological contract scale was having two dimensions: content and breach/fulfillment. The new content was the outcome of changes in perceived obligations due to pandemic. The nomological study found that supervisor support had a positive impact on the content of the psychological contract and fulfillment/breach of the psychological contract. Further, it was found that the new content of psychological contract was impacting more on well-being and innovative behavior than the traditional psychological contract. In the new normal era, the working style and patterns have changed. Thus, it was important to capture changes in perceived obligations and employees' perception regarding to which extent their organizations were able to meet these altered perceived obligations. The study has direct implications for the practitioners as the revised psychological contract scale enlisted the perceived obligations of the employee and the extent to which these obligations were fulfilled by the employer. The study is also helpful in developing new normal HR policies and practices in the organization. The study is original as it creates a new scale to measure the content of psychological contract and fulfillment/breach of psychological contract during new normal.Exploring the psychological contract during new normal: construction and validation of the revised psychological contract scale
Anushree Karani Mehta, Heena Thanki, Rasananda Panda, Payal Trivedi
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The study aims to explore and validate the revised psychological contract scale in this new normal era.

To serve the purpose, four studies were conducted. Study 1 was conducted for item generation through the extant literature review and phenomenological study. Study 2 highlighted the expert review. Study 3 explained the confirmatory factor analysis. At the end of study 3, the new psychological contract content had 14 items along with 15 traditional psychological contract content items. The nomological study validated the scale with the help of antecedent, i.e. supervisor's support, and outcomes, i.e. well-being and innovative behavior.

The revised psychological contract was bifurcated into two categories: new and traditional. Further, the revised psychological contract scale was having two dimensions: content and breach/fulfillment. The new content was the outcome of changes in perceived obligations due to pandemic. The nomological study found that supervisor support had a positive impact on the content of the psychological contract and fulfillment/breach of the psychological contract. Further, it was found that the new content of psychological contract was impacting more on well-being and innovative behavior than the traditional psychological contract.

In the new normal era, the working style and patterns have changed. Thus, it was important to capture changes in perceived obligations and employees' perception regarding to which extent their organizations were able to meet these altered perceived obligations. The study has direct implications for the practitioners as the revised psychological contract scale enlisted the perceived obligations of the employee and the extent to which these obligations were fulfilled by the employer. The study is also helpful in developing new normal HR policies and practices in the organization.

The study is original as it creates a new scale to measure the content of psychological contract and fulfillment/breach of psychological contract during new normal.

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Exploring the psychological contract during new normal: construction and validation of the revised psychological contract scale10.1108/IJM-05-2022-0201International Journal of Manpower2022-09-28© 2022 Emerald Publishing LimitedAnushree Karani MehtaHeena ThankiRasananda PandaPayal TrivediInternational Journal of Manpowerahead-of-printahead-of-print2022-09-2810.1108/IJM-05-2022-0201https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2022-0201/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2022 Emerald Publishing Limited
Are we only all by ourselves? A double-level perspective to cope with the insecurity of the nonstandard gig work modelhttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0231/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe emerging nonstandard employment (i.e. gig work) makes gig workers face a series of forms of labor insecurity. Prior studies focus on the linkage between gig work insecurity and precariousness. However, how gig workers and platforms jointly handle gig work insecurity has been so far overlooked. To this end, this study aims to explore how gig platforms and workers jointly cope with the insecurity of the gig work model. Building upon the JD-R model, this study used a double-level perspective to hypothesize how gig platforms and workers jointly cope with gig work insecurity. Second, 248 questionnaire data were collected from workers who worked for several gig platforms (e.g. Meituan, Eleme, DidiTax, Zhihu and Credamo) in China. Third, the analysis method based on the partial least squares structural equation model (PLS-SEM) was employed to test the study theoretical model. Empirical findings show that gig workers can cope with gig work insecurity by crafting their work; gig platforms' formalization governance not only reduces gig work insecurity but also helps gig workers address it by more easily crafting their work. Gig workers do always have not enough job resources and motivation to work hard. Gig workers merely rely on job crafting to cope with the insecurity of the gig work model, which is insufficient. Gig platforms should also formalize their current governance mechanisms, which can supplement gig workers' job resources and reduce their job demands so as to help them cope with such gig work insecurity. These results advance the understanding of the joint roles of gig platforms and workers in addressing gig work insecurity and improve governance effectiveness and value of gig platforms.Are we only all by ourselves? A double-level perspective to cope with the insecurity of the nonstandard gig work model
Jianyu Chen
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The emerging nonstandard employment (i.e. gig work) makes gig workers face a series of forms of labor insecurity. Prior studies focus on the linkage between gig work insecurity and precariousness. However, how gig workers and platforms jointly handle gig work insecurity has been so far overlooked. To this end, this study aims to explore how gig platforms and workers jointly cope with the insecurity of the gig work model.

Building upon the JD-R model, this study used a double-level perspective to hypothesize how gig platforms and workers jointly cope with gig work insecurity. Second, 248 questionnaire data were collected from workers who worked for several gig platforms (e.g. Meituan, Eleme, DidiTax, Zhihu and Credamo) in China. Third, the analysis method based on the partial least squares structural equation model (PLS-SEM) was employed to test the study theoretical model.

Empirical findings show that gig workers can cope with gig work insecurity by crafting their work; gig platforms' formalization governance not only reduces gig work insecurity but also helps gig workers address it by more easily crafting their work.

Gig workers do always have not enough job resources and motivation to work hard. Gig workers merely rely on job crafting to cope with the insecurity of the gig work model, which is insufficient. Gig platforms should also formalize their current governance mechanisms, which can supplement gig workers' job resources and reduce their job demands so as to help them cope with such gig work insecurity.

These results advance the understanding of the joint roles of gig platforms and workers in addressing gig work insecurity and improve governance effectiveness and value of gig platforms.

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Are we only all by ourselves? A double-level perspective to cope with the insecurity of the nonstandard gig work model10.1108/IJM-05-2023-0231International Journal of Manpower2023-10-17© 2023 Emerald Publishing LimitedJianyu ChenInternational Journal of Manpowerahead-of-printahead-of-print2023-10-1710.1108/IJM-05-2023-0231https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0231/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Labour shortages and employer preferences in retaining and recruiting older workershttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0233/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired. Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, N = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these. Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities. This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.Labour shortages and employer preferences in retaining and recruiting older workers
Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen, Jyri Liukko
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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Labour shortages and employer preferences in retaining and recruiting older workers10.1108/IJM-05-2023-0233International Journal of Manpower2023-11-29© 2023 Emerald Publishing LimitedAart-Jan RiekhoffNoora JärnefeltMikko LaaksonenJyri LiukkoInternational Journal of Manpowerahead-of-printahead-of-print2023-11-2910.1108/IJM-05-2023-0233https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0233/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Labour mobility, short-time work and working from home: establishments' behaviour during the COVID-19 crisishttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0256/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWe enquire whether short-time work (STW) avoids firings as intended by policymakers and is associated with unintended side effects by subsidising some establishments and locking in some employees. Additionally, where it was feasible, establishments used working from home (WFH) to continue working without risking an increase in COVID-19 infections and allowing employed parents to care for children attending closed schools. Using 21 waves of German high-frequency establishment panel data collected during the COVID-19 crisis, we investigate how STW and WFH are associated with hirings, firings, resignations and excess labour turnover (or churning). Our results show the important influences of STW and working from home on employment dynamics during the pandemic. By means of STW, establishments are able to avoid an increase in involuntary layoffs and hiring decreases significantly. In contrast, WFH is associated with a rise in resignations, as can be expected from a theoretical perspective. While most of the literature on STW and WFH is unrelated and remains descriptive, we consider them in conjunction and conduct panel data analyses. We apply data and methods that allow for the dynamic pattern of STW and working from home during the pandemic. Furthermore, our data include relevant establishment-level variables, such as the existence of a works council, employee qualifications, establishment size, the degree to which the establishment was affected by the COVID-19 crisis, industry affiliation and a wave indicator for the period the survey was conducted.Labour mobility, short-time work and working from home: establishments' behaviour during the COVID-19 crisis
Lisa Bellmann, Lutz Bellmann, Olaf Hübler
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

We enquire whether short-time work (STW) avoids firings as intended by policymakers and is associated with unintended side effects by subsidising some establishments and locking in some employees. Additionally, where it was feasible, establishments used working from home (WFH) to continue working without risking an increase in COVID-19 infections and allowing employed parents to care for children attending closed schools.

Using 21 waves of German high-frequency establishment panel data collected during the COVID-19 crisis, we investigate how STW and WFH are associated with hirings, firings, resignations and excess labour turnover (or churning).

Our results show the important influences of STW and working from home on employment dynamics during the pandemic. By means of STW, establishments are able to avoid an increase in involuntary layoffs and hiring decreases significantly. In contrast, WFH is associated with a rise in resignations, as can be expected from a theoretical perspective.

While most of the literature on STW and WFH is unrelated and remains descriptive, we consider them in conjunction and conduct panel data analyses. We apply data and methods that allow for the dynamic pattern of STW and working from home during the pandemic. Furthermore, our data include relevant establishment-level variables, such as the existence of a works council, employee qualifications, establishment size, the degree to which the establishment was affected by the COVID-19 crisis, industry affiliation and a wave indicator for the period the survey was conducted.

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Labour mobility, short-time work and working from home: establishments' behaviour during the COVID-19 crisis10.1108/IJM-05-2023-0256International Journal of Manpower2024-03-29© 2024 Emerald Publishing LimitedLisa BellmannLutz BellmannOlaf HüblerInternational Journal of Manpowerahead-of-printahead-of-print2024-03-2910.1108/IJM-05-2023-0256https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0256/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Social contacts, neighborhoods and individual unemployment riskhttps://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0266/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe aim of this paper is to empirically investigate whether social contacts can mediate the way in which current unemployment impacts future unemployment. We use 2006–2017 data from the Household Income and Labour Dynamics in Australia (HILDA) survey and a dynamic random-effects model to describe the evolution of individual unemployment status over time. Once controlled for the local context where individuals live and create friendships, we find that above-average social contacts reduce unemployment persistence. However, social contacts seem to be slightly less effective in deprived neighborhoods. These findings are consistent with the idea that individuals obtain information about job opportunities through a network of social contacts, and unemployment may lead to a decay of social capital, making it more difficult to find employment in future periods. Our results also show that neighborhood deprivation increases individual unemployment risk, while above-average neighborhood cohesion reduces the probability of unemployment in deprived neighborhoods. Although many studies have been published on unemployment persistence, to the best of the author's knowledge, this is the first study quantifying the impact of social contacts on unemployment persistence. The study also offers fresh empirical evidence on the impact of neighborhood characteristics on unemployment risk.Social contacts, neighborhoods and individual unemployment risk
Ambra Poggi
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The aim of this paper is to empirically investigate whether social contacts can mediate the way in which current unemployment impacts future unemployment.

We use 2006–2017 data from the Household Income and Labour Dynamics in Australia (HILDA) survey and a dynamic random-effects model to describe the evolution of individual unemployment status over time.

Once controlled for the local context where individuals live and create friendships, we find that above-average social contacts reduce unemployment persistence. However, social contacts seem to be slightly less effective in deprived neighborhoods. These findings are consistent with the idea that individuals obtain information about job opportunities through a network of social contacts, and unemployment may lead to a decay of social capital, making it more difficult to find employment in future periods. Our results also show that neighborhood deprivation increases individual unemployment risk, while above-average neighborhood cohesion reduces the probability of unemployment in deprived neighborhoods.

Although many studies have been published on unemployment persistence, to the best of the author's knowledge, this is the first study quantifying the impact of social contacts on unemployment persistence. The study also offers fresh empirical evidence on the impact of neighborhood characteristics on unemployment risk.

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Social contacts, neighborhoods and individual unemployment risk10.1108/IJM-05-2023-0266International Journal of Manpower2024-02-19© 2024 Emerald Publishing LimitedAmbra PoggiInternational Journal of Manpowerahead-of-printahead-of-print2024-02-1910.1108/IJM-05-2023-0266https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0266/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Which employers pay a higher college wage premium?https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0273/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes. The authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality. The authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations. The authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.Which employers pay a higher college wage premium?
Kenta Ikeuchi, Kyoji Fukao, Cristiano Perugini
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes.

The authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality.

The authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

The authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

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Which employers pay a higher college wage premium?10.1108/IJM-05-2023-0273International Journal of Manpower2024-01-02© 2023 Emerald Publishing LimitedKenta IkeuchiKyoji FukaoCristiano PeruginiInternational Journal of Manpowerahead-of-printahead-of-print2024-01-0210.1108/IJM-05-2023-0273https://www.emerald.com/insight/content/doi/10.1108/IJM-05-2023-0273/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Fostering a safe workplace: the transformative impact of responsible leadership and employee-oriented HRMhttps://www.emerald.com/insight/content/doi/10.1108/IJM-06-2023-0318/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPromoting a safe workplace for everyone is a key tenet of Sustainable Development Goal 8 (SDG-8), which focuses on promoting inclusive and sustainable economic growth, employment and decent work for all. Therefore, this study explores how responsible leadership ensures a psychologically safe workplace for everyone, leveraging employee-oriented human resource management. Specifically, drawing on signalling theory, this study aims to examine the impact of responsible leadership on employee-oriented HRM and the subsequent effect of employee-oriented HRM on employees' psychological safety. Furthermore, it investigates the mediating role of employee-oriented HRM in the relationship between responsible leadership and psychological safety. Data was collected from banking professionals through a survey questionnaire. A total of 270 samples were collected using both online and face-to-face data collection strategies. The data was analysed using the Partial Least Squares Structural Equation Modelling (PLS-SEM) approach. The findings reveal that responsible leadership ensures employee-oriented HRM, which subsequently enhances employees' psychological safety. Further, the results suggest that employee-oriented HRM acts as a mediator between responsible leadership and psychological safety. Past studies have often emphasized HRM practices as antecedents of various attitudes and behaviours. The present study offers a novel contribution by conceptualizing and empirically validating employee-oriented HRM as a mechanism that links responsible leadership and psychological safety. It stands as the first of its kind to establish this significant relationship, shedding new light on the dynamics between responsible leadership, HRM practices and employees' sense of psychological safety.Fostering a safe workplace: the transformative impact of responsible leadership and employee-oriented HRM
Huma Bashir, Mumtaz Ali Memon, Nuttawuth Muenjohn
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Promoting a safe workplace for everyone is a key tenet of Sustainable Development Goal 8 (SDG-8), which focuses on promoting inclusive and sustainable economic growth, employment and decent work for all. Therefore, this study explores how responsible leadership ensures a psychologically safe workplace for everyone, leveraging employee-oriented human resource management. Specifically, drawing on signalling theory, this study aims to examine the impact of responsible leadership on employee-oriented HRM and the subsequent effect of employee-oriented HRM on employees' psychological safety. Furthermore, it investigates the mediating role of employee-oriented HRM in the relationship between responsible leadership and psychological safety.

Data was collected from banking professionals through a survey questionnaire. A total of 270 samples were collected using both online and face-to-face data collection strategies. The data was analysed using the Partial Least Squares Structural Equation Modelling (PLS-SEM) approach.

The findings reveal that responsible leadership ensures employee-oriented HRM, which subsequently enhances employees' psychological safety. Further, the results suggest that employee-oriented HRM acts as a mediator between responsible leadership and psychological safety.

Past studies have often emphasized HRM practices as antecedents of various attitudes and behaviours. The present study offers a novel contribution by conceptualizing and empirically validating employee-oriented HRM as a mechanism that links responsible leadership and psychological safety. It stands as the first of its kind to establish this significant relationship, shedding new light on the dynamics between responsible leadership, HRM practices and employees' sense of psychological safety.

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Fostering a safe workplace: the transformative impact of responsible leadership and employee-oriented HRM10.1108/IJM-06-2023-0318International Journal of Manpower2024-02-20© 2024 Emerald Publishing LimitedHuma BashirMumtaz Ali MemonNuttawuth MuenjohnInternational Journal of Manpowerahead-of-printahead-of-print2024-02-2010.1108/IJM-06-2023-0318https://www.emerald.com/insight/content/doi/10.1108/IJM-06-2023-0318/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
From zero to Hero: effect of gender diversity on corporate social performance in Brazilhttps://www.emerald.com/insight/content/doi/10.1108/IJM-06-2023-0347/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to examine the effect of board gender diversity on corporate social performance (CSP) in Brazilian companies. This research collected available information on the CSP, financial performance and governance of Brazilian companies for five years (2016–2020). The dependent variable of this study is CSP (workforce, human rights, community and respect for the product). The independent variable is gender diversity. The authors control financial performance, the presence of a social responsibility committee and the industry sector. The data were analyzed using the dynamic panel data system, which is the generalized method of moments (GMM) estimator. This empirical investigation confirmed the hypothesis that the female presence on boards has a positive effect on the CSP of Brazilian companies. The findings of this study are consistent with previous studies. The authors' results suggest that women are more socially aware and exhibit more social corporate behavior. Supplementing financial reports with nonfinancial information draws the attention of regulators and shareholders. Companies can also create human resources policies for appointing women to senior management positions and a succession plan that values the talent that women bring to companies. A critical mass of women on the board can provide an effective balance, considering the diversity of backgrounds and experiences between men and women. Just one woman on the board can mean representation and resistance, but with a critical amount, female directors can have a voice and help formulate strategies aimed at CSP.From zero to Hero: effect of gender diversity on corporate social performance in Brazil
Alan Bandeira Pinheiro, Nágela Bianca do Prado, Ana Julia Batistella, Cintia De Melo de Albuquerque Ribeiro, Sady Mazzioni
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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

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From zero to Hero: effect of gender diversity on corporate social performance in Brazil10.1108/IJM-06-2023-0347International Journal of Manpower2023-12-05© 2023 Emerald Publishing LimitedAlan Bandeira PinheiroNágela Bianca do PradoAna Julia BatistellaCintia De Melo de Albuquerque RibeiroSady MazzioniInternational Journal of Manpowerahead-of-printahead-of-print2023-12-0510.1108/IJM-06-2023-0347https://www.emerald.com/insight/content/doi/10.1108/IJM-06-2023-0347/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Are there differences in the perceived advantages and disadvantages of teleworking? The identification of distinct classes of teleworkershttps://www.emerald.com/insight/content/doi/10.1108/IJM-07-2023-0416/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPrevious research has focused on the outcomes of telework, investigating the advantages and disadvantages of teleworking for employees. However, these investigations do not examine whether there are differences between teleworkers when evaluating the advantages and disadvantages of teleworking. The aim of this study is to identify of distinct classes of teleworkers based on the advantages and disadvantages that teleworking has for them. This study used secondary survey data collected by the Spanish National Statistics Institute (INE). A sample of 842 people was used for this study. To identify the distinct classes of teleworkers, their perceived advantages and disadvantages of teleworking were analyzed using latent class analysis. Three different classes of teleworkers were distinguished. Furthermore, sociodemographic covariates were incorporated into the latent class model, revealing that the composition of the classes varied in terms of education level, household income, and the amount of time spent on teleworking per week. This study also examined the influence of these emergent classes on employees’ experience of teleworking. This study contributes to previous research investigating if telework is advantageous or disadvantageous for teleworkers, acknowledging that teleworkers are not identical and may respond differently to teleworking.Are there differences in the perceived advantages and disadvantages of teleworking? The identification of distinct classes of teleworkers
Vicente Peñarroja
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Previous research has focused on the outcomes of telework, investigating the advantages and disadvantages of teleworking for employees. However, these investigations do not examine whether there are differences between teleworkers when evaluating the advantages and disadvantages of teleworking. The aim of this study is to identify of distinct classes of teleworkers based on the advantages and disadvantages that teleworking has for them.

This study used secondary survey data collected by the Spanish National Statistics Institute (INE). A sample of 842 people was used for this study. To identify the distinct classes of teleworkers, their perceived advantages and disadvantages of teleworking were analyzed using latent class analysis.

Three different classes of teleworkers were distinguished. Furthermore, sociodemographic covariates were incorporated into the latent class model, revealing that the composition of the classes varied in terms of education level, household income, and the amount of time spent on teleworking per week. This study also examined the influence of these emergent classes on employees’ experience of teleworking.

This study contributes to previous research investigating if telework is advantageous or disadvantageous for teleworkers, acknowledging that teleworkers are not identical and may respond differently to teleworking.

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Are there differences in the perceived advantages and disadvantages of teleworking? The identification of distinct classes of teleworkers10.1108/IJM-07-2023-0416International Journal of Manpower2024-02-20© 2024 Vicente PeñarrojaVicente PeñarrojaInternational Journal of Manpowerahead-of-printahead-of-print2024-02-2010.1108/IJM-07-2023-0416https://www.emerald.com/insight/content/doi/10.1108/IJM-07-2023-0416/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Vicente Peñarrojahttp://creativecommons.org/licences/by/4.0/legalcode
The differential effects of human resource management on organizational innovation: a meta-analytic examinationhttps://www.emerald.com/insight/content/doi/10.1108/IJM-08-2021-0487/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis meta-analytical review aims to clarify the relationships between three bundles of human resource management (HRM) practices—competency-enhancing, motivation-enhancing and opportunity-enhancing—and organizational innovation by addressing two questions: (a) Which types of HRM bundles are most strongly related to different forms of innovation (i.e. process and product innovation)? And (b) Which mechanism provides a stronger explanation for the positive effects of HRM bundles on innovation? Based on data from 103 studies, a meta-analysis was conducted to quantitatively summarize existing HRM–innovation studies at the organizational level. The results showed that the competency-enhancing bundle was more positively related to product innovation than the motivation-enhancing and opportunity-enhancing bundles. The opportunity-enhancing bundle was most strongly associated with process innovation. The authors further found that knowledge management capability (KMC) and employee motivation mediated the positive relationship between the three HRM bundles and innovation outcomes. In comparing the two mechanisms, this review suggests that KMC better explains both the impact of the competency-enhancing HRM bundle on product innovation and the effect of the opportunity-enhancing bundle on process innovation. Based on behavioral and knowledge management perspectives, this study takes a sub-bundle approach to providing an integrative review by comparing the direct effects and mediating paths of HRM bundles on product and process innovation.The differential effects of human resource management on organizational innovation: a meta-analytic examination
Mengsang Chen, Mengdi Wu, Xiaohui Wang, Haibo Wang
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This meta-analytical review aims to clarify the relationships between three bundles of human resource management (HRM) practices—competency-enhancing, motivation-enhancing and opportunity-enhancing—and organizational innovation by addressing two questions: (a) Which types of HRM bundles are most strongly related to different forms of innovation (i.e. process and product innovation)? And (b) Which mechanism provides a stronger explanation for the positive effects of HRM bundles on innovation?

Based on data from 103 studies, a meta-analysis was conducted to quantitatively summarize existing HRM–innovation studies at the organizational level.

The results showed that the competency-enhancing bundle was more positively related to product innovation than the motivation-enhancing and opportunity-enhancing bundles. The opportunity-enhancing bundle was most strongly associated with process innovation. The authors further found that knowledge management capability (KMC) and employee motivation mediated the positive relationship between the three HRM bundles and innovation outcomes. In comparing the two mechanisms, this review suggests that KMC better explains both the impact of the competency-enhancing HRM bundle on product innovation and the effect of the opportunity-enhancing bundle on process innovation.

Based on behavioral and knowledge management perspectives, this study takes a sub-bundle approach to providing an integrative review by comparing the direct effects and mediating paths of HRM bundles on product and process innovation.

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The differential effects of human resource management on organizational innovation: a meta-analytic examination10.1108/IJM-08-2021-0487International Journal of Manpower2023-09-13© 2023 Emerald Publishing LimitedMengsang ChenMengdi WuXiaohui WangHaibo WangInternational Journal of Manpowerahead-of-printahead-of-print2023-09-1310.1108/IJM-08-2021-0487https://www.emerald.com/insight/content/doi/10.1108/IJM-08-2021-0487/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The effect of telework on emotional exhaustion and task performance via work overload: the moderating role of self-leadershiphttps://www.emerald.com/insight/content/doi/10.1108/IJM-08-2022-0352/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to develop a framework that explains how and when telework is related to emotional exhaustion and task performance, by conceiving work overload as a mediator and self-leadership as a moderator. For this purpose, two studies were conducted. Study 1 aims to understand whether telework would be related to emotional exhaustion and task performance and if work overload would mediate such relationships. Study 2 aims to analyze whether self-leadership was a significant moderator of the mediated relations found in Study 1. The hypotheses were tested in a sample of 207 (in Study 1) and 272 (in Study 2) participants, which were exclusively teleworking. The results were analyzed using PROCESS macro in SPSS. The results of Study 1 showed that telework dimensions were negatively related to work overload, which consequently decreased emotional exhaustion and increased task performance. In Study 2, self-leadership moderated the indirect effect of work overload on the relationship between telework and emotional exhaustion, such that the indirect effect was stronger for those who scored higher in self-leadership. However, it was not significant for task performance. This paper adds to research on telework by focusing on the employee's mental health and performance, in the context of mandatory confinement. The authors identified telework dimensions that may act as resources to cope with the increased work overload inherent to telework, as well as the importance of personal resources in these relationships.The effect of telework on emotional exhaustion and task performance via work overload: the moderating role of self-leadership
Ana Junça Silva, Alexandra Almeida, Carla Rebelo
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to develop a framework that explains how and when telework is related to emotional exhaustion and task performance, by conceiving work overload as a mediator and self-leadership as a moderator. For this purpose, two studies were conducted. Study 1 aims to understand whether telework would be related to emotional exhaustion and task performance and if work overload would mediate such relationships. Study 2 aims to analyze whether self-leadership was a significant moderator of the mediated relations found in Study 1.

The hypotheses were tested in a sample of 207 (in Study 1) and 272 (in Study 2) participants, which were exclusively teleworking. The results were analyzed using PROCESS macro in SPSS.

The results of Study 1 showed that telework dimensions were negatively related to work overload, which consequently decreased emotional exhaustion and increased task performance. In Study 2, self-leadership moderated the indirect effect of work overload on the relationship between telework and emotional exhaustion, such that the indirect effect was stronger for those who scored higher in self-leadership. However, it was not significant for task performance.

This paper adds to research on telework by focusing on the employee's mental health and performance, in the context of mandatory confinement. The authors identified telework dimensions that may act as resources to cope with the increased work overload inherent to telework, as well as the importance of personal resources in these relationships.

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The effect of telework on emotional exhaustion and task performance via work overload: the moderating role of self-leadership10.1108/IJM-08-2022-0352International Journal of Manpower2022-11-21© 2022 Emerald Publishing LimitedAna Junça SilvaAlexandra AlmeidaCarla RebeloInternational Journal of Manpowerahead-of-printahead-of-print2022-11-2110.1108/IJM-08-2022-0352https://www.emerald.com/insight/content/doi/10.1108/IJM-08-2022-0352/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2022 Emerald Publishing Limited
Mobile work, individual aspirations and job satisfaction in Europehttps://www.emerald.com/insight/content/doi/10.1108/IJM-09-2022-0439/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience. Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset. Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination. This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.Mobile work, individual aspirations and job satisfaction in Europe
Ylenia Curzi, Barbara Pistoresi, Gaetano Francesco Coppeta
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience.

Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset.

Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination.

This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.

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Mobile work, individual aspirations and job satisfaction in Europe10.1108/IJM-09-2022-0439International Journal of Manpower2023-11-09© 2023 Emerald Publishing LimitedYlenia CurziBarbara PistoresiGaetano Francesco CoppetaInternational Journal of Manpowerahead-of-printahead-of-print2023-11-0910.1108/IJM-09-2022-0439https://www.emerald.com/insight/content/doi/10.1108/IJM-09-2022-0439/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspectivehttps://www.emerald.com/insight/content/doi/10.1108/IJM-09-2022-0445/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective
Rimsha Iqbal, Khurram Shahzad, Richa Chaudhary
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP).

Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique.

Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.

This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

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Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective10.1108/IJM-09-2022-0445International Journal of Manpower2023-11-02© 2023 Emerald Publishing LimitedRimsha IqbalKhurram ShahzadRicha ChaudharyInternational Journal of Manpowerahead-of-printahead-of-print2023-11-0210.1108/IJM-09-2022-0445https://www.emerald.com/insight/content/doi/10.1108/IJM-09-2022-0445/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentionshttps://www.emerald.com/insight/content/doi/10.1108/IJM-09-2022-0448/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestHealthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions. To investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires. As predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship. Given the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions
Garima Saini, Sanket Sunand Dash, Anurag Tiwari
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

Healthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.

To investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.

As predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.

Given the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.

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Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions10.1108/IJM-09-2022-0448International Journal of Manpower2023-05-24© 2023 Emerald Publishing LimitedGarima SainiSanket Sunand DashAnurag TiwariInternational Journal of Manpowerahead-of-printahead-of-print2023-05-2410.1108/IJM-09-2022-0448https://www.emerald.com/insight/content/doi/10.1108/IJM-09-2022-0448/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
To what extent are ageist attitudes among employers translated into discriminatory practiceshttps://www.emerald.com/insight/content/doi/10.1108/IJM-10-2018-0365/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers’ age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction? The paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent. The major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices. The findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices. Contrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace.To what extent are ageist attitudes among employers translated into discriminatory practices
Per H. Jensen, Wouter De Tavernier, Peter Nielsen
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers’ age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction?

The paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent.

The major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices.

The findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices.

Contrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace.

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To what extent are ageist attitudes among employers translated into discriminatory practices10.1108/IJM-10-2018-0365International Journal of Manpower2019-09-05© 2019 Emerald Publishing LimitedPer H. JensenWouter De TavernierPeter NielsenInternational Journal of Manpowerahead-of-printahead-of-print2019-09-0510.1108/IJM-10-2018-0365https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2018-0365/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2019 Emerald Publishing Limited
The gender gap in voluntary turnoverhttps://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0461/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions. The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY). After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders. Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.The gender gap in voluntary turnover
Benjamin Artz
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions.

The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY).

After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders.

Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.

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The gender gap in voluntary turnover10.1108/IJM-10-2022-0461International Journal of Manpower2023-11-02© 2023 Emerald Publishing LimitedBenjamin ArtzInternational Journal of Manpowerahead-of-printahead-of-print2023-11-0210.1108/IJM-10-2022-0461https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0461/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
On-the-job training, wages and digitalisation: evidence from European firmshttps://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0469/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe authors illustrate that there are significant differences in the wage performance across companies in relation to the digital content of their production and training activities. Using company-level data from three waves of the Continuing Vocational Training Survey (2005, 2010 and 2015), this paper provides an overview on European firms implementing training and the magnitude of their training effort. The authors conduct a regression analysis documenting that a wage premium of 9% is associated with companies undertaking training and that an additional 8% is paid by firms arranging training for IT skills-intensive workers. The latter effect is pervasive across sectors and is not strictly related to industry exposure to the digital transformation. The authors assess the wage effect of training, in relation to the digital content of firm production or job tasks, using a large set of European companies (112,000), from countries with different degree of specialisation and institutional setting. The analysis covers a significant period of time of the last wave of digitalisation (2005, 2010, 2015).On-the-job training, wages and digitalisation: evidence from European firms
Cecilia Jona-Lasinio, Francesco Venturini
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The authors illustrate that there are significant differences in the wage performance across companies in relation to the digital content of their production and training activities.

Using company-level data from three waves of the Continuing Vocational Training Survey (2005, 2010 and 2015), this paper provides an overview on European firms implementing training and the magnitude of their training effort.

The authors conduct a regression analysis documenting that a wage premium of 9% is associated with companies undertaking training and that an additional 8% is paid by firms arranging training for IT skills-intensive workers. The latter effect is pervasive across sectors and is not strictly related to industry exposure to the digital transformation.

The authors assess the wage effect of training, in relation to the digital content of firm production or job tasks, using a large set of European companies (112,000), from countries with different degree of specialisation and institutional setting. The analysis covers a significant period of time of the last wave of digitalisation (2005, 2010, 2015).

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On-the-job training, wages and digitalisation: evidence from European firms10.1108/IJM-10-2022-0469International Journal of Manpower2023-08-29© 2023 Emerald Publishing LimitedCecilia Jona-LasinioFrancesco VenturiniInternational Journal of Manpowerahead-of-printahead-of-print2023-08-2910.1108/IJM-10-2022-0469https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0469/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Is labour force participation independent of unemployment? A panel analysis for high-income countrieshttps://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0474/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWe test the pertinence of the unemployment invariance hypothesis (UIH) for a set of Organisation for Economic Co-operation and Development countries. We empirically investigate the nexus between unemployment and labour force participation employing structural vector autoregressive methods for panel data. We find that shocks in unemployment produce long-lasting, negative effects on participation, testifying to a discouraged worker effect. Our results do not support the validity of the UIH in high-income economies. This has relevant implications for policy making and macroeconomic models.Is labour force participation independent of unemployment? A panel analysis for high-income countries
Walter Paternesi Meloni
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

We test the pertinence of the unemployment invariance hypothesis (UIH) for a set of Organisation for Economic Co-operation and Development countries.

We empirically investigate the nexus between unemployment and labour force participation employing structural vector autoregressive methods for panel data.

We find that shocks in unemployment produce long-lasting, negative effects on participation, testifying to a discouraged worker effect.

Our results do not support the validity of the UIH in high-income economies. This has relevant implications for policy making and macroeconomic models.

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Is labour force participation independent of unemployment? A panel analysis for high-income countries10.1108/IJM-10-2022-0474International Journal of Manpower2024-02-15© 2024 Emerald Publishing LimitedWalter Paternesi MeloniInternational Journal of Manpowerahead-of-printahead-of-print2024-02-1510.1108/IJM-10-2022-0474https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0474/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovationhttps://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0496/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory, Resource-Based View and Diffusion of Innovation) in adopting Human Resource Analytics (HRA). A new conceptual framework (research model) is developed based on previous research and coherent theoretical arguments. Its factors are classified using the Technology–Organization–Environment (TOE) framework. Research hypotheses are tested using primary data collected from 152 managers of Greek organizations. Empirical data are analyzed using the “Structural Equation Modelling” (SEM) technique. The technological and organizational context proved extremely important in enhancing Organizational Analytics Maturity (OAM) and HRA adoption, while the environmental context did not. Relative advantage and top management support were found to significantly impact the adoption of HRA, while Information Technology (IT) infrastructure, human resource capabilities and top management support are crucial for increasing OAM. Overall, the latter is the most important factor in enhancing HRA adoption. This study contributes to the limited published research on HRA adoption while at the same time it can be used as a guideline for future research. The novel findings offer insights into the factors impacting OAM and HRA adoption.HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation
Despoina Ioakeimidou, Dimitrios Chatzoudes, Symeon Symeonidis, Prodromos Chatzoglou
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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HRA adoption via organizational analytics maturity: examining the role of institutional theory, resource-based view and diffusion of innovation10.1108/IJM-10-2022-0496International Journal of Manpower2023-12-04© 2023 Emerald Publishing LimitedDespoina IoakeimidouDimitrios ChatzoudesSymeon SymeonidisProdromos ChatzoglouInternational Journal of Manpowerahead-of-printahead-of-print2023-12-0410.1108/IJM-10-2022-0496https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0496/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Perception of home teleworking during COVID-19 crisis in Spain: significant factors and assymetrical influence on acceptance and resistancehttps://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0505/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to shed light on the perception of the consequences of implementing home teleworking (TW) for employers and employees amid the pandemic. By doing so, the research analyzes the factors that explain employers' and employees' perceptions of home TW and the symmetry of their impact on its acceptance and rejection. The analysis is done over the survey “Trends in the digital society during SARS-COV-2 crisis in Spain” by the Spanish “Centro de Investigaciones Sociológicas.” The explanatory variables were selected and classified using the well-known taxonomy of Baruch and Nicholson (i.e. individual factors, family/home, organizational and job-related). The global judgment of HTW is positive, but factors such as gender, age, children in care or being an employer nuance that perception. While some factors, such as the attitude of employees toward information communication technologies (ICTs), perceived productivity or the distance from home to work, have a significant link with both positive and negative perceptions of HTW, other factors can only explain either positive or negative perceptions. Likewise, the authors observed that being female and having children on care had a detrimental influence on opinions about HTW. A clearer regulation of TW is needed to prevent imbalances in rights and obligations between companies and employees. The authors also highlight the potentially favorable effects of telecommuting on mitigating depopulation in rural areas. The authors have also measured not only the significance of assessed factors on the overall judgment of HTW for firms and workers but also whether these factors impact acceptance and resistance attitudes toward TW symmetrically.Perception of home teleworking during COVID-19 crisis in Spain: significant factors and assymetrical influence on acceptance and resistance
Jorge de Andres-Sanchez, Angel Belzunegui-Eraso, Amaya Erro-Garcés
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to shed light on the perception of the consequences of implementing home teleworking (TW) for employers and employees amid the pandemic. By doing so, the research analyzes the factors that explain employers' and employees' perceptions of home TW and the symmetry of their impact on its acceptance and rejection.

The analysis is done over the survey “Trends in the digital society during SARS-COV-2 crisis in Spain” by the Spanish “Centro de Investigaciones Sociológicas.” The explanatory variables were selected and classified using the well-known taxonomy of Baruch and Nicholson (i.e. individual factors, family/home, organizational and job-related).

The global judgment of HTW is positive, but factors such as gender, age, children in care or being an employer nuance that perception. While some factors, such as the attitude of employees toward information communication technologies (ICTs), perceived productivity or the distance from home to work, have a significant link with both positive and negative perceptions of HTW, other factors can only explain either positive or negative perceptions. Likewise, the authors observed that being female and having children on care had a detrimental influence on opinions about HTW.

A clearer regulation of TW is needed to prevent imbalances in rights and obligations between companies and employees. The authors also highlight the potentially favorable effects of telecommuting on mitigating depopulation in rural areas.

The authors have also measured not only the significance of assessed factors on the overall judgment of HTW for firms and workers but also whether these factors impact acceptance and resistance attitudes toward TW symmetrically.

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Perception of home teleworking during COVID-19 crisis in Spain: significant factors and assymetrical influence on acceptance and resistance10.1108/IJM-10-2022-0505International Journal of Manpower2023-08-09© 2023 Jorge de Andres-Sanchez, Angel Belzunegui-Eraso and Amaya Erro-GarcésJorge de Andres-SanchezAngel Belzunegui-ErasoAmaya Erro-GarcésInternational Journal of Manpowerahead-of-printahead-of-print2023-08-0910.1108/IJM-10-2022-0505https://www.emerald.com/insight/content/doi/10.1108/IJM-10-2022-0505/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Jorge de Andres-Sanchez, Angel Belzunegui-Eraso and Amaya Erro-Garcéshttp://creativecommons.org/licences/by/4.0/legalcode
Job satisfaction in Europe: a gender analysishttps://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0524/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe main aim of this study was to examine gender differences in job satisfaction in Europe. For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented. Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution. This study expands the evidence on the determinants of job satisfaction in the European labour market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction.Job satisfaction in Europe: a gender analysis
Nunzia Nappo, Giuseppe Lubrano Lavadera
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

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Job satisfaction in Europe: a gender analysis10.1108/IJM-11-2022-0524International Journal of Manpower2023-11-20© 2023 Emerald Publishing LimitedNunzia NappoGiuseppe Lubrano LavaderaInternational Journal of Manpowerahead-of-printahead-of-print2023-11-2010.1108/IJM-11-2022-0524https://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0524/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Work-from-home intention during the COVID-19 pandemic: a perspective integrating inclusive leadership and protection motivation theoryhttps://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0541/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe present study integrates inclusive leadership and protection motivation theory to propose a new model predicting employees' intention to work from home during an emergency situation such as the COVID-19 pandemic. A questionnaire was developed to collect data from 939 Taiwanese and Vietnamese office employees using a non-probability convenience sampling method. A total of 887 valid questionnaires were used for further analysis. The data were analysed following a two-stage structural equation modelling using SPSS 22 and AMOS 20 software. The validity and reliability of the instrument were tested and ensured. The results revealed that inclusive leadership and factors related to protection motivation theory– including perceived severity and perceived vulnerability – have positive direct and indirect effects on employees' work-from-home intentions through the mediating role of employees' work-from-home-related attitudes. Protection motivation theory factors were found to have a stronger effect on employees' work-from-home intention than inclusive leadership. Differences in the relationship between perceived vulnerability, perceived severity and employees' intentions towards working from home were also discovered among participants from the two studied countries. The integration of inclusive leadership and protection motivation theory brings into light what will drive employees' intention to work from home during an emergency situation. The present study has several theoretical and practical implications for scholars, governments, managers and policymakers that can help them improve management policies for working from home in the future. Based on integrating inclusive leadership and protection motivation theory to explore employees' intention to work from home during an emergency situation, the present study demonstrated that inclusive leadership and protection motivation theory should be considered for studies on working from home in a pandemic setting.Work-from-home intention during the COVID-19 pandemic: a perspective integrating inclusive leadership and protection motivation theory
Seng-Su Tsang, Zhih Lin Liu, Thi Vinh Tran Nguyen
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The present study integrates inclusive leadership and protection motivation theory to propose a new model predicting employees' intention to work from home during an emergency situation such as the COVID-19 pandemic.

A questionnaire was developed to collect data from 939 Taiwanese and Vietnamese office employees using a non-probability convenience sampling method. A total of 887 valid questionnaires were used for further analysis. The data were analysed following a two-stage structural equation modelling using SPSS 22 and AMOS 20 software. The validity and reliability of the instrument were tested and ensured.

The results revealed that inclusive leadership and factors related to protection motivation theory– including perceived severity and perceived vulnerability – have positive direct and indirect effects on employees' work-from-home intentions through the mediating role of employees' work-from-home-related attitudes. Protection motivation theory factors were found to have a stronger effect on employees' work-from-home intention than inclusive leadership. Differences in the relationship between perceived vulnerability, perceived severity and employees' intentions towards working from home were also discovered among participants from the two studied countries.

The integration of inclusive leadership and protection motivation theory brings into light what will drive employees' intention to work from home during an emergency situation. The present study has several theoretical and practical implications for scholars, governments, managers and policymakers that can help them improve management policies for working from home in the future.

Based on integrating inclusive leadership and protection motivation theory to explore employees' intention to work from home during an emergency situation, the present study demonstrated that inclusive leadership and protection motivation theory should be considered for studies on working from home in a pandemic setting.

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Work-from-home intention during the COVID-19 pandemic: a perspective integrating inclusive leadership and protection motivation theory10.1108/IJM-11-2022-0541International Journal of Manpower2023-04-20© 2023 Emerald Publishing LimitedSeng-Su TsangZhih Lin LiuThi Vinh Tran NguyenInternational Journal of Manpowerahead-of-printahead-of-print2023-04-2010.1108/IJM-11-2022-0541https://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0541/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Wage dispersion and firm performance: evidence from Kazakhstanhttps://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0542/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe aim of the paper is to explore within-firm vertical pay inequality and its relation to firm size and firm performance. Using firm-level microdata for Kazakhstan, the authors measure within-firm pay inequality as the wage differential between the top- and the bottom-level job occupations. The authors carry out their analysis based on panel regression models. The authors find that within-firm pay inequality increases as firms grow. Further, they identify that this trend is mainly driven by top-occupation workers receiving more significant wage increases compared to lower-level workers as firms expand. Once the authors address concerns about endogeneity, they find that pay inequality is negatively associated with firm performance. Developing strategies and policies that prioritize fairness and transparency in compensation practices is crucial during the expansion process of firms. By actively discouraging rent-seeking behavior, firms can create a work environment that promotes productivity and sustainability, ultimately leading to improved firm performance. The research findings highlight the importance of implementing context-specific interventions, recognizing that different environments may require tailored approaches to address pay inequality effectively. This study contributes to the study of within-firm pay inequality, firm size and performance in an emerging economy, an area that has been largely overlooked in previous empirical research. The contrasting findings show the importance of the structural and industrial characteristics of emerging markets that contribute to broader and deeper impact of pay inequality compared to developed economies.Wage dispersion and firm performance: evidence from Kazakhstan
Aigerim Yergabulova, Dinara Alpysbayeva, Venkat Subramanian
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The aim of the paper is to explore within-firm vertical pay inequality and its relation to firm size and firm performance.

Using firm-level microdata for Kazakhstan, the authors measure within-firm pay inequality as the wage differential between the top- and the bottom-level job occupations. The authors carry out their analysis based on panel regression models.

The authors find that within-firm pay inequality increases as firms grow. Further, they identify that this trend is mainly driven by top-occupation workers receiving more significant wage increases compared to lower-level workers as firms expand. Once the authors address concerns about endogeneity, they find that pay inequality is negatively associated with firm performance.

Developing strategies and policies that prioritize fairness and transparency in compensation practices is crucial during the expansion process of firms. By actively discouraging rent-seeking behavior, firms can create a work environment that promotes productivity and sustainability, ultimately leading to improved firm performance. The research findings highlight the importance of implementing context-specific interventions, recognizing that different environments may require tailored approaches to address pay inequality effectively.

This study contributes to the study of within-firm pay inequality, firm size and performance in an emerging economy, an area that has been largely overlooked in previous empirical research. The contrasting findings show the importance of the structural and industrial characteristics of emerging markets that contribute to broader and deeper impact of pay inequality compared to developed economies.

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Wage dispersion and firm performance: evidence from Kazakhstan10.1108/IJM-11-2022-0542International Journal of Manpower2023-07-28© 2023 Emerald Publishing LimitedAigerim YergabulovaDinara AlpysbayevaVenkat SubramanianInternational Journal of Manpowerahead-of-printahead-of-print2023-07-2810.1108/IJM-11-2022-0542https://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0542/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Analysis of gender wage gap and the Nigerian labour market: a new empirical evidencehttps://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0549/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study investigated the gender wage gap in Nigeria by analysing two waves of household surveys (in 2003–2004 and 2018–2019) in order to understand the dynamics or polarisation of the labour market in Nigeria in terms of the gender wage gap over time. The study applied an extension of Oaxaca–Blinder decomposition that relies on the re-centred influence function (RIF) regressions to analyse the gender wage gap at all points along the wage distribution. The results unambiguously show that there is a significant gender wage gap in Nigeria at all points along the wage distribution, such that for the two surveys used and after nearly two decades, men still earn more than women. That is, the log wage difference between males and females is statistically significant at all points between the 10th and the 90th quantiles. In 2003–2004 period, the authors found that most of the wage difference was significantly accounted for by the wage structure effect, whilst the composition effect was negative and only significant at the bottom of the wage distribution. Since the 2018–2019 period, the authors found that there has been a visible change such that most of the gender wage gap is now accounted for by the composition effect at all points along the wage distribution. Another interesting finding is that there has been a general decline in the gender wage gap along the entire wage distribution, such that inequality was higher in 2003–2004 than in 2018–2019. This decline is bigger at the top than at the bottom of the wage distribution. The authors also found that, contrary to some of the studies on the wage gap, the raw gaps for the two surveys appear to show inverted U-shape, but the gap has fallen quickly since the 2018–2019 period. Thus, the authors found strong evidence of a “sticky floor” compared to a “glass ceiling” effect in both periods, and this becomes more pronounced over time. In terms of the contributions of individual covariates on gender pay gap in Nigeria, the authors found that urban residence, unionisation, education and occupation variables exhibit major influence. However, the effects of covariates on the composition and wage structure components of the wage gap have changed over time. The major policy implication of these findings is that to address the gender wage gap in Nigeria, policy should focus more on how labour is rewarded and improving human capital for women. This study is a novel paper in Nigeria that has investigated the gender wage gap in Nigeria by extending the focus of literature in three ways. First, the authors applied an extension of Oaxaca–Blinder decomposition that relies on the RIF regressions to analyse the gender wage gap at all points along the wage distribution. Second, the authors used sample selection bias to account for the non-randomness of participation in wage employment. And third, the authors applied similar analysis to two waves of household surveys (in 2003/2004 and 2018/2019) in order to understand the dynamics or polarisation of the labour market in Nigeria in terms of the gender wage gap over time.Analysis of gender wage gap and the Nigerian labour market: a new empirical evidence
Anthony Orji, Emmanuel O. Nwosu
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

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

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

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

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

This study is a novel paper in Nigeria that has investigated the gender wage gap in Nigeria by extending the focus of literature in three ways. First, the authors applied an extension of Oaxaca–Blinder decomposition that relies on the RIF regressions to analyse the gender wage gap at all points along the wage distribution. Second, the authors used sample selection bias to account for the non-randomness of participation in wage employment. And third, the authors applied similar analysis to two waves of household surveys (in 2003/2004 and 2018/2019) in order to understand the dynamics or polarisation of the labour market in Nigeria in terms of the gender wage gap over time.

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Analysis of gender wage gap and the Nigerian labour market: a new empirical evidence10.1108/IJM-11-2022-0549International Journal of Manpower2023-12-05© 2023 Emerald Publishing LimitedAnthony OrjiEmmanuel O. NwosuInternational Journal of Manpowerahead-of-printahead-of-print2023-12-0510.1108/IJM-11-2022-0549https://www.emerald.com/insight/content/doi/10.1108/IJM-11-2022-0549/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The impact of COVID-19 on women’s labour market outcomes: evidence from four MENA countrieshttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0586/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCOVID-19 has had various effects on women’s labour supply worldwide. This study investigates how women’s labour market outcomes in the MENA region have been affected by the stringency of governments’ COVID-19 responses and school closures. We examine whether women, particularly those with children at young age, reduced their labour supply to take care of their families during the pandemic. To investigate whether having a family results in an extra penalty to women’s labour market outcomes, we compare single women to married women and mothers. Using the ERF COVID-19 MENA Monitor Household Surveys, we analyse the key conditions underlying women’s labour market outcomes: (1) wage earnings and labour market status including remaining formally employed, informally, unpaid or self-employed, unemployed or out of the labour force and (2) becoming permanently terminated, being suspended, seeing a reduction in the hours worked or wages, or seeing a delay in one’s wage payments because of COVID-19. Ordered probit and multinomial logit are employed in the case of categorical outcomes, and linear models for wage earnings. Women, regardless of whether they have children or not, appear to join the labour market out of necessity to help their families in the times of crisis. Child-caring women who are economically inactive are also more likely to enter the labour market. There is little difference between the negative experiences of women with children and child-free women in regard to their monthly pay reduction or delay, or contract termination, but women with children were more likely to experience reduction in hours worked throughout the pandemic. These findings may not have causal interpretation facilitating accurate inference. This is because of potential omitted variables such as endogenous motivation of women in different circumstances, latent changes in the division of domestic work between care-giving and other household members, or selective sample attrition. Our analysis explores the multiple channels in which the pandemic has affected the labour outcomes of MENA-region women. Our findings highlight the challenges that hamper the labour market participation of women, and suggest that public policy should strive to balance the share of unpaid care work between men and women and increase men’s involvement, through measures that support child-bearing age women’s engagement in the private sector during crises, invest in childcare services and support decent job creation for all.The impact of COVID-19 on women’s labour market outcomes: evidence from four MENA countries
Vladimir Hlasny, Reham Rizk, Nada Rostom
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

COVID-19 has had various effects on women’s labour supply worldwide. This study investigates how women’s labour market outcomes in the MENA region have been affected by the stringency of governments’ COVID-19 responses and school closures. We examine whether women, particularly those with children at young age, reduced their labour supply to take care of their families during the pandemic.

To investigate whether having a family results in an extra penalty to women’s labour market outcomes, we compare single women to married women and mothers. Using the ERF COVID-19 MENA Monitor Household Surveys, we analyse the key conditions underlying women’s labour market outcomes: (1) wage earnings and labour market status including remaining formally employed, informally, unpaid or self-employed, unemployed or out of the labour force and (2) becoming permanently terminated, being suspended, seeing a reduction in the hours worked or wages, or seeing a delay in one’s wage payments because of COVID-19. Ordered probit and multinomial logit are employed in the case of categorical outcomes, and linear models for wage earnings.

Women, regardless of whether they have children or not, appear to join the labour market out of necessity to help their families in the times of crisis. Child-caring women who are economically inactive are also more likely to enter the labour market. There is little difference between the negative experiences of women with children and child-free women in regard to their monthly pay reduction or delay, or contract termination, but women with children were more likely to experience reduction in hours worked throughout the pandemic.

These findings may not have causal interpretation facilitating accurate inference. This is because of potential omitted variables such as endogenous motivation of women in different circumstances, latent changes in the division of domestic work between care-giving and other household members, or selective sample attrition.

Our analysis explores the multiple channels in which the pandemic has affected the labour outcomes of MENA-region women. Our findings highlight the challenges that hamper the labour market participation of women, and suggest that public policy should strive to balance the share of unpaid care work between men and women and increase men’s involvement, through measures that support child-bearing age women’s engagement in the private sector during crises, invest in childcare services and support decent job creation for all.

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The impact of COVID-19 on women’s labour market outcomes: evidence from four MENA countries10.1108/IJM-12-2022-0586International Journal of Manpower2024-03-20© 2024 Emerald Publishing LimitedVladimir HlasnyReham RizkNada RostomInternational Journal of Manpowerahead-of-printahead-of-print2024-03-2010.1108/IJM-12-2022-0586https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0586/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Employee perceptions of disruption knowledge: the influence on career attitudes and behaviorshttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0589/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe world of work is changing rapidly as a result of technology, with more workers being impacted by automation, the gig economy and temporary work contracts. This study focusses on how employees perceive their disruption knowledge and how this perception impacts their career planning, career satisfaction and training behaviors. The authors use data from 1,516 employees across a broad range of industries and professions from the United States (n = 505), New Zealand (n = 505) and Australia (n = 506). The authors find that an employee's knowledge and research into automation positively influence how employees plan their careers, their career satisfaction and their training behaviors. While career planning is positively related to career satisfaction and training behavior, career satisfaction is negatively related to training behaviors. The authors test mediation effects and find consistently significant indirect effects, and these findings are all largely replicated across the three countries. This study highlights the importance of understanding the processes that employees go through when thinking about disruption knowledge, their careers and the impact on their training behaviors.Employee perceptions of disruption knowledge: the influence on career attitudes and behaviors
David Brougham, Jarrod Haar
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The world of work is changing rapidly as a result of technology, with more workers being impacted by automation, the gig economy and temporary work contracts. This study focusses on how employees perceive their disruption knowledge and how this perception impacts their career planning, career satisfaction and training behaviors.

The authors use data from 1,516 employees across a broad range of industries and professions from the United States (n = 505), New Zealand (n = 505) and Australia (n = 506).

The authors find that an employee's knowledge and research into automation positively influence how employees plan their careers, their career satisfaction and their training behaviors. While career planning is positively related to career satisfaction and training behavior, career satisfaction is negatively related to training behaviors. The authors test mediation effects and find consistently significant indirect effects, and these findings are all largely replicated across the three countries.

This study highlights the importance of understanding the processes that employees go through when thinking about disruption knowledge, their careers and the impact on their training behaviors.

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Employee perceptions of disruption knowledge: the influence on career attitudes and behaviors10.1108/IJM-12-2022-0589International Journal of Manpower2023-09-06© 2023 Emerald Publishing LimitedDavid BroughamJarrod HaarInternational Journal of Manpowerahead-of-printahead-of-print2023-09-0610.1108/IJM-12-2022-0589https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0589/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Part time jobs, fragmentation and work instability: light on the gender gap in Emilia-Romagnahttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0595/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to evaluate if, given personal, supply-related features, and labour demand-related variables, there is a difference in the share of women finding more stable jobs with respect to men, in an eight-year time span. Fragmentation leads to a lower probability of transitioning into more certain, full-time work positions. The authors analyse a rich cohort of dependent workers in Emilia-Romagna to investigate whether part-time jobs lead to full-time jobs in a “stepping-stone” fashion and whether this happens with the same probability for men and women. The focus is on the cost of part-time jobs rather than the contrast between permanent and temporary jobs, as often observed in the literature. The authors also evaluate the transition between part-time job formulae and open-ended work arrangements to determine whether women's transition to full-fledged, stable work positions is slightly rarer than their male counterparts. Even if the authors allow for the fact that part-time contracts can be a choice and not an obligation, these contracts generate more flexibility in managing the equilibrium between private and work life and create more uncertainty than full-time contracts because of the fragmentation associated with these arrangements. The authors find that women have a more fragmented working career than men, in that they hold more contracts than men in the same time span; moreover, the authors find that part-time jobs act more as bottlenecks for women than for men. The authors use a large administrative dataset with over 600,000 workers observed in the 2008–2015 time span, in Emilia Romagna, Italy. The authors can disentangle the number of contracts per worker and observe individual, anonymise personal features, that the authors consider in the authors' propensity score estimate. The authors ran a robustness check of the PSM estimates through coarsened exact matching (CEM).Part time jobs, fragmentation and work instability: light on the gender gap in Emilia-Romagna
Maria Giovanna Bosco, Elisa Valeriani
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to evaluate if, given personal, supply-related features, and labour demand-related variables, there is a difference in the share of women finding more stable jobs with respect to men, in an eight-year time span.

Fragmentation leads to a lower probability of transitioning into more certain, full-time work positions. The authors analyse a rich cohort of dependent workers in Emilia-Romagna to investigate whether part-time jobs lead to full-time jobs in a “stepping-stone” fashion and whether this happens with the same probability for men and women. The focus is on the cost of part-time jobs rather than the contrast between permanent and temporary jobs, as often observed in the literature. The authors also evaluate the transition between part-time job formulae and open-ended work arrangements to determine whether women's transition to full-fledged, stable work positions is slightly rarer than their male counterparts. Even if the authors allow for the fact that part-time contracts can be a choice and not an obligation, these contracts generate more flexibility in managing the equilibrium between private and work life and create more uncertainty than full-time contracts because of the fragmentation associated with these arrangements.

The authors find that women have a more fragmented working career than men, in that they hold more contracts than men in the same time span; moreover, the authors find that part-time jobs act more as bottlenecks for women than for men.

The authors use a large administrative dataset with over 600,000 workers observed in the 2008–2015 time span, in Emilia Romagna, Italy. The authors can disentangle the number of contracts per worker and observe individual, anonymise personal features, that the authors consider in the authors' propensity score estimate. The authors ran a robustness check of the PSM estimates through coarsened exact matching (CEM).

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Part time jobs, fragmentation and work instability: light on the gender gap in Emilia-Romagna10.1108/IJM-12-2022-0595International Journal of Manpower2023-09-12© 2023 Emerald Publishing LimitedMaria Giovanna BoscoElisa ValerianiInternational Journal of Manpowerahead-of-printahead-of-print2023-09-1210.1108/IJM-12-2022-0595https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0595/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The impact of COVID-19 on work from home of ethnic groups in the USA: evidence from time-use datahttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0596/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to analyze the impact of the coronavirus (COVID-19) pandemic on participation and time allocated to work from home (WFH) by ethnic/racial group. The authors employ USA time-use data [American Time Use Survey (ATUS)] for the 2017–2020 period and a parametric approach in their analysis. Estimates show that the time allocated to WFH increased during COVID-19, especially for women. This increase is likely driven by more workers shifting to WFH (higher participation) rather than by longer hours worked by those who already teleworked. The authors also find relevant differences in the impact of COVID-19 on WFH by ethnic/racial group. Among ethnic/racial groups, only Asians increased WFH compared to White Americans. Within this ethnic group, the authors find significant differences across genders. Asian men increased participation in WFH, whereas Asian women increased both participation and hours worked, compared to White American women. Differences in this racial/ethnic group could be explained by previous research, which demonstrates a higher ability of Asians to perform job tasks remotely. However, this finding could also be attributed to an increase in discrimination during the COVID-19 pandemic. This paper contributes to the recent and limited literature exploring the heterogeneous impact of COVID-19 on participation and time allocated to WFH by ethnic/racial group. Understanding the mechanisms driving vulnerable populations' abilities to work during socioeconomic downturns is of high policy importance.The impact of COVID-19 on work from home of ethnic groups in the USA: evidence from time-use data
Rezart Hoxhaj, Florian Miti
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to analyze the impact of the coronavirus (COVID-19) pandemic on participation and time allocated to work from home (WFH) by ethnic/racial group.

The authors employ USA time-use data [American Time Use Survey (ATUS)] for the 2017–2020 period and a parametric approach in their analysis.

Estimates show that the time allocated to WFH increased during COVID-19, especially for women. This increase is likely driven by more workers shifting to WFH (higher participation) rather than by longer hours worked by those who already teleworked. The authors also find relevant differences in the impact of COVID-19 on WFH by ethnic/racial group. Among ethnic/racial groups, only Asians increased WFH compared to White Americans. Within this ethnic group, the authors find significant differences across genders. Asian men increased participation in WFH, whereas Asian women increased both participation and hours worked, compared to White American women. Differences in this racial/ethnic group could be explained by previous research, which demonstrates a higher ability of Asians to perform job tasks remotely. However, this finding could also be attributed to an increase in discrimination during the COVID-19 pandemic.

This paper contributes to the recent and limited literature exploring the heterogeneous impact of COVID-19 on participation and time allocated to WFH by ethnic/racial group. Understanding the mechanisms driving vulnerable populations' abilities to work during socioeconomic downturns is of high policy importance.

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The impact of COVID-19 on work from home of ethnic groups in the USA: evidence from time-use data10.1108/IJM-12-2022-0596International Journal of Manpower2023-04-12© 2023 Emerald Publishing LimitedRezart HoxhajFlorian MitiInternational Journal of Manpowerahead-of-printahead-of-print2023-04-1210.1108/IJM-12-2022-0596https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0596/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation modelhttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0619/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory. An online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured. The study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest. These findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted. By integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model
Thi Vinh Tran Nguyen, Seng-Su Tsang
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.

An online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.

The study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.

These findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.

By integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.

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Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model10.1108/IJM-12-2022-0619International Journal of Manpower2023-05-19© 2023 Emerald Publishing LimitedThi Vinh Tran NguyenSeng-Su TsangInternational Journal of Manpowerahead-of-printahead-of-print2023-05-1910.1108/IJM-12-2022-0619https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0619/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Inductive open data study on teleworking dissatisfaction in Spain during the Covid-19 pandemichttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0632/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe research paper aims to study dissatisfaction of teleworking employees in Spain during the Covid-19 health pandemic in order to propose three models: sociodemographic profile of the teleworking dissatisfied employee; advantages and disadvantages for the teleworking dissatisfied employee and advantages for the teleworking dissatisfied employee. This study uses official open data obtained from the Spanish National Statistical Institute (INE, 2022) through Decision Trees statistical multivariable models implementing Classification and Regression Trees and Recursive Partitioning and Regression Trees techniques to determine the variables that can influence the satisfaction or dissatisfaction of the subjects. This investigation offers three models with two sociodemographic profiles of dissatisfied teleworking employee, who is a high/middle-level manager/employee around 45 years old, and she/he lives with the partner. Regarding the most important advantage of teleworking, employees consider “use/saving of time” and as disadvantage “worse organization and coordination of work”. This research provides empirical evidence with inductive reasoning on understanding the challenges of teleworking dissatisfied employees in Spain not only in turbulent times but also in “normalcy” to improve overall teleworker well-being and accomplish company’s and organization’s long-term objectives for better productivity and effectivity. The study has high practical value due to the integral approach incorporating dissatisfaction as a driver that can trigger negative behaviours towards the organizations and that is seldom addressed in the literature. Additionally, this paper could provide some new ideas for accomplishing “Spain Digital 2025” and “Europe’s Digital Decade: 2030” plans on institutional level.Inductive open data study on teleworking dissatisfaction in Spain during the Covid-19 pandemic
Javier de Esteban Curiel, Arta Antonovica, Maria del Rosario Sánchez Morales
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The research paper aims to study dissatisfaction of teleworking employees in Spain during the Covid-19 health pandemic in order to propose three models: sociodemographic profile of the teleworking dissatisfied employee; advantages and disadvantages for the teleworking dissatisfied employee and advantages for the teleworking dissatisfied employee.

This study uses official open data obtained from the Spanish National Statistical Institute (INE, 2022) through Decision Trees statistical multivariable models implementing Classification and Regression Trees and Recursive Partitioning and Regression Trees techniques to determine the variables that can influence the satisfaction or dissatisfaction of the subjects.

This investigation offers three models with two sociodemographic profiles of dissatisfied teleworking employee, who is a high/middle-level manager/employee around 45 years old, and she/he lives with the partner. Regarding the most important advantage of teleworking, employees consider “use/saving of time” and as disadvantage “worse organization and coordination of work”.

This research provides empirical evidence with inductive reasoning on understanding the challenges of teleworking dissatisfied employees in Spain not only in turbulent times but also in “normalcy” to improve overall teleworker well-being and accomplish company’s and organization’s long-term objectives for better productivity and effectivity. The study has high practical value due to the integral approach incorporating dissatisfaction as a driver that can trigger negative behaviours towards the organizations and that is seldom addressed in the literature. Additionally, this paper could provide some new ideas for accomplishing “Spain Digital 2025” and “Europe’s Digital Decade: 2030” plans on institutional level.

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Inductive open data study on teleworking dissatisfaction in Spain during the Covid-19 pandemic10.1108/IJM-12-2022-0632International Journal of Manpower2023-03-23© 2023 Emerald Publishing LimitedJavier de Esteban CurielArta AntonovicaMaria del Rosario Sánchez MoralesInternational Journal of Manpowerahead-of-printahead-of-print2023-03-2310.1108/IJM-12-2022-0632https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0632/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The salience of remote leadership: implications for follower self-control and work-life balancehttps://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0652/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study was to examine whether remote work moderates the mediated relationship between leadership behavior (transformational leadership and leader incivility), followers' self-control, and work-life balance. The authors conducted a three-wave, time lagged study of 338 followers. Drawing on social information processing theory, a moderated mediation model was proposed: it was hypothesized that remote work strengthens the relationship between leadership behavior (transformational leadership and leader incivility), follower self-control, and subsequent work-life balance (moderated mediation). The theoretical model was tested using OLS regression in SPSS. The results show that working remotely strengthens the mediated relationships between leadership behavior, self-control, and work-life balance. Organizations need to consider the interaction between remote work and leadership. Leader behaviors have a stronger relationship with follower self-control and work-life balance when the frequency of remote work is higher, so it is important to increase transformational leadership and reduce leader incivility in remote contexts. Leadership training programs and respectful workplace initiatives should be considered. This study demonstrates the importance of leader behaviors for followers' self-control and work-life balance in relation to remote work. This study is the first to examine the boundary condition of remote work in relation to leadership behavior, follower self-control, and work-life balance.The salience of remote leadership: implications for follower self-control and work-life balance
Megan M. Walsh, Erica L. Carleton, Julie Ziemer, Mikaila Ortynsky
International Journal of Manpower, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study was to examine whether remote work moderates the mediated relationship between leadership behavior (transformational leadership and leader incivility), followers' self-control, and work-life balance.

The authors conducted a three-wave, time lagged study of 338 followers. Drawing on social information processing theory, a moderated mediation model was proposed: it was hypothesized that remote work strengthens the relationship between leadership behavior (transformational leadership and leader incivility), follower self-control, and subsequent work-life balance (moderated mediation). The theoretical model was tested using OLS regression in SPSS.

The results show that working remotely strengthens the mediated relationships between leadership behavior, self-control, and work-life balance.

Organizations need to consider the interaction between remote work and leadership. Leader behaviors have a stronger relationship with follower self-control and work-life balance when the frequency of remote work is higher, so it is important to increase transformational leadership and reduce leader incivility in remote contexts. Leadership training programs and respectful workplace initiatives should be considered.

This study demonstrates the importance of leader behaviors for followers' self-control and work-life balance in relation to remote work. This study is the first to examine the boundary condition of remote work in relation to leadership behavior, follower self-control, and work-life balance.

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The salience of remote leadership: implications for follower self-control and work-life balance10.1108/IJM-12-2022-0652International Journal of Manpower2023-06-22© 2023 Emerald Publishing LimitedMegan M. WalshErica L. CarletonJulie ZiemerMikaila OrtynskyInternational Journal of Manpowerahead-of-printahead-of-print2023-06-2210.1108/IJM-12-2022-0652https://www.emerald.com/insight/content/doi/10.1108/IJM-12-2022-0652/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited