Which HRM practices enhance employee outcomes at work across the life-span?

Abstract

Based on the social exchange theory and on ageing and life-span theories, this paper aims to examine: (1) the relationships between perceived availability and use of HRM practices, and employee outcomes (i.e. work engagement and employability); and (2) how employee age moderates these relationships. Using a sample of Nmaximum = 1589 employees, correlational analyses and multiple hierarchical regression analyses were conducted. First, confirming our hypotheses, results showed predominantly positive relationships between work engagement and both perceived availability and use of development HRM practices, such as HRM practices related to learning, development, and incorporating new tasks. The study outcomes opposed, however, our hypotheses with predominantly negative relationships between work engagement and perceived availability and use of maintenance HRM practices. Predominantly positive relationships were furthermore found, as was hypothesized, between employability and perceived availability and use of development as well as maintenance HRM practices. Generally speaking, these results were not more pronounced for any of the age groups. That is, age appeared to not play any significant moderating role. Research limitations, implications for practice and directions for future work are also discussed.     

Employee development and voluntary turnover: testing the employability paradox

The employability paradox is a concern among employers. It states that development activities enhancing employees' employability also increase the risk for employee turnover. This study examined this paradox and probed the relationship between six development activities and voluntary turnover mediated by perceived employability. We tested both a turnover‐stimulating path via perceived external employability (i.e. perceived job alternatives with other employers) and a retention path via perceived internal employability (i.e. perceived job alternatives with the current employer) by using two‐wave longitudinal data from 588 employees. The results put the turnover risk into perspective: only upward job transition positively influenced turnover via perceived external employability. Also, the retention path via perceived internal employability was not supported: several development activities were positively related with perceived internal employability, but perceived internal employability did not influence turnover. We did, however, find a direct retention effect of skill utilisation. Overall, the results downplay the employability paradox.     

Does having one’s own place to live make someone more employable?

This article encapsulates the findings of a randomized correspondence test field experiment investigating whether job candidates’ home status influences their employability. More than 2000 employers with vacancies in the Swedish labour market received a job application from a fictitious candidate. A job candidate’s home status (his or her own place to live or temporary housing with a friend) was randomized across employers. Results show that home status indeed affected the number of positive employer responses received by job candidates, mainly in low-skilled occupations. Not having a place to live at the time of the application proved a disadvantage when applying for positions within but an advantage when applying for positions outside the city of residence at the time of the application.     

高职院校学生就业能力开发的创新实践

高职教育优于普通高等教育主要体现在高职教育是以学生就业为导向的,高职学生就业能力培养是以社会企业岗位要求为依据的,本文就影响高职学生就业能力的因素进行系统的研究与分析,并且提出以了促进学生就业能力开发的创新性措施。     

试论职业生涯管理能力与“毕业生可雇佣性品质”提升——来自澳大利亚教育政策的经验

研究了在瞬息变幻的知识经济时代,大学生可雇佣性远远超越了吸引雇主的一般性就业能力的范畴。反而,为了获得最优的经济和社会产出,毕业生必须具有一种前瞻性能力,能够驾驭工作环境和构建自我管理职业生涯。理想的毕业生品质模型展示了自我管理和职业生涯构建技能的重要性,同时表明了其对终身职业发展和可雇佣性强化的作用。     

提升大学生就业能力的调查与思考

目前,部分大学生就业能力较弱。高校要以就业和社会需求为导向,深化教学改革,提高人才培养质量;政府和企业要制定政策,创造实践机会;大学生要充分发挥主观能动性,全面提升就业能力。     

试论如何提高大学生的就业能力

如何提高大学生的就业能力,是减轻大学生就业压力、稳定校园、稳定社会的重要保证。提高大学生的就业能力,为促进大学生健康成长和长远发展打下坚实的基础。     

就业能力对农民工城市居留意愿的影响——以上海市为例

就业是民生之本,提升就业能力可为改善农民工的城市生存发展处境提供基础性条件,进而影响其城市居留意愿。本文基于对上海市1026份农民工的问卷调查,应用Logistic回归分析,考察这一群体就业能力因素对于其城市长期居留意愿的影响。研究发现,就业能力的五个核心指标中教育程度、就业服务享有、社会网络以及职业类型显著影响农民工的城市居留意愿,而工会参与因素影响不显著;传统变量中只有婚姻状况通过显著性检验。研究显示,适恰的就业能力支持政策将既有助于农民工,尤其是新生代农民工的城市职业发展,也有利于提高其留城意愿、促进我国持续稳定的城市化。     

大学生就业能力的实证研究

文章从大学生就业能力相对不足出发,在对国内外关于大学生就业能力概念及结构相关文献研究的基础上,以北京某大学毕业生为样本,运用定量与定性相结合的方法,展开对大学生就业能力的实证研究。研究分为两部分：研究一通过开放式问卷调查、专家意见法构建大学生就业能力结构的理论模型,在此基础上编制大学生就业能力调查问卷,运用SPSS软件采取因子分析方法得出大学生就业能力结构模型;研究二运用行为事件访谈法对大学毕业生进行访谈,得到访谈资料后,运用NVivo软件将大学生就业能力结构模型扩展为包括八个维度的大学生就业能力素质模型,并得出各个维度下的各项素质指标,以及各个维度的高效行为表现。从而,分别从大学毕业生、用人单位、高校三个角度为其今后的求职、聘用、学生培养等工作提供了依据。     

高校物流专业毕业生就业力模型构建研究

本文调查分析了山东省物流企业和物流专业学生就业情况,从供需两方面归纳了就业能力构成因素,给出了由个人基本能力、物流专业知识获取能力和就业竞争能力构成的物流专业毕业生就业力睡莲模型。旨在对学生进行针对性的能力素质培养,提高物流专业教育质量和学生就业能力,为解决物流人才的供需矛盾提供借鉴。