Peripheral location equals localized labour? Multinationals and the internationalization of training and development in Ireland

The paper examines the impact of MNC internationalization on the training and development of employees, drawing on the findings of a survey of training and work organization among high-tech MNCs operating in Ireland. The survey illustrates clearly that the internationalization of training and development spans a wide occupational spectrum and that it is not solely a feature of a distinct international management cadre. While the literature identifies international managers as the main groups benefiting from international training and development, the findings question the extent to which non-managerial labour can be viewed as primarily local and national in outlook and skill formation. Further, the level of both short-term and longer-term training mobility reflect a wider set of business attributes of multinationals in Ireland.     

Targeted employee retention: Performance‐based and job‐related differences in reported reasons for staying

What makes employees stay with a particular employer? To find out, we developed a content model of 12 retention factors in the context of previous theory and research and analyzed open‐ended responses from 24,829 employees in the leisure and hospitality industry. Our coding of their comments supported the identified framework and revealed that job satisfaction, extrinsic rewards, constituent attachments, organizational commitment, and organizational prestige were the most frequently mentioned reasons for staying. High performers and nonhourly workers were more likely to cite advancement opportunities and organizational prestige as reasons for staying, whereas low performers and hourly employees were more likely to cite extrinsic rewards. These findings highlight the importance of differentiating human resource management practices when the goal is to retain valued employees. © 2009 Wiley Periodicals, Inc.     

Cultural intelligence and voice behavior among migrant workers: the mediating role of leader–member exchange

Abstract

This empirical study is the first to explicitly examine cultural intelligence (CQ) as an antecedent of voice behavior and to explore the mediating role of leader–member exchange (LMX) in the CQ–voice relationship. Two hundred and sixty-one usable questionnaires were collected from migrant workers in Australia using an online survey. The data were analyzed with regression analyses and structural equation modeling. Results showed that migrant employees with higher CQ were more likely to engage in voice behavior. The positive relationship between CQ and voice behavior was partially mediated by LMX. These findings verify a relatively new individual antecedent (i.e. CQ) of voice behavior and reveal the underlying mediation mechanism that explains the effects of CQ on employee voice. This study also carries important implications for managing culturally-diverse workforces (i.e. migrant workers) regarding the promotion of voice.     

Loneliness,job satisfaction,and organizational commitment of migrant workers: empirical evidence from China

This study examines the relationship between loneliness, job satisfaction, and organizational commitment of migrant workers. 213 migrant workers completed the survey. This study found that migrant workers are satisfied with their jobs and are committed to their organizations. Contrary to expectation, migrant workers are not lonely. Age and gender do not have influence on loneliness or organizational commitment. Single migrant workers feel lonelier than the married migrant workers. Married and longer-tenured migrant workers are more committed to the organization. There is no significant correlation between loneliness and organizational commitment. This research also indicates that lonelier migrant workers have higher job satisfaction while job satisfaction has significant positive correlation with organization commitment. Implications include having favorable policies to improve the management and services for migrant workers, a need for regulations to safeguard the migrant workers' rights and interests, and providing favorable living arrangements.     

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。     

建筑业农民工职业技能培训探析

建筑业是吸纳农村劳动力转移就业的重要行业,而农民工技能水平低下、就业不稳定等问题已经影响了建筑行业的发展,职业技能培训的重要性已经凸显.本文通过分析建筑业农民工职业技能培训的现状,对提高培训的有效性提出了相应的措施.     

The effect of job satisfaction on job search: Not just whether,but also where

Using survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when they are uncomfortable with an organisation-specific job domain, like management. Conversely, when workers are dissatisfied with a job domain that differs sufficiently across jobs within an organisation, like autonomy, they look for another position in their current organisation. Dissatisfaction with job domains which may have an industry-specific component, such as job duties, drives workers out of their industry. The findings provide a unique view on the relative heterogeneity of job domains across jobs within organisations and industries.     

扩大农民工就业的路径选择——基于治理劳动力市场分割的视角

文章分析了劳动力市场分割影响农民工就业的原因,从治理劳动力市场分割的角度,提出了扩大农民工就业的主要路径:盘活农村土地资源、把建制镇建成小城镇、实行农民退休和养老保险制度、剥离城镇户籍制度上的福利成分、加强电力、交通、通讯三项基础设施建设、缩小垄断行业和竞争行业的收入差距、增加第三产业的就业比重、加大对农民工人力资本的投资、实行企事业单位全员聘任制等。     

An Integrated Approach to Internationalizing the Hospitality and Tourism Curriculum in the USA

SUMMARY

The hospitality and tourism industry in the USA is increasingly operating in a changing international business environment. Its customers and guests are international tourists and business travellers, its major employers are often multi-national corporations, and its employees are of multi-ethnic heritage. This paper examines the need for universities to take a coordinated approach in internationalizing their hospitality and tourism curriculum. Such an approach is needed to prepare students for the global work environment of the future. It presents and evaluates the various approaches that have been taken by institutions from around the world, in their efforts to internationalize their programs. The paper then examines the case of The Hotel Management School Leeuwarden, The Netherlands, which has taken an integrated approach to curriculum internationalization. Information in this paper is drawn from examples in the literature, as well as from the international experiences of the authors. Finally, this paper concludes with a model that can be used to design a fully integrated curriculum.     

Silence as a survival strategy: will the silent be worse off? A study of Chinese migrant workers in Guangdong

Abstract

Based on a comprehensive survey of 766 migrant workers in Guangdong province in 2014, this study empirically examines the factors determining why some Chinese migrant workers remain silent when their rights are violated and the consequences of them doing so. The results of the survey show that the migrant workers who are more vulnerable in demographic factors, family dependency, job insecurity and social networks are more likely to stay silent in such circumstances. The results further indicate that silence leads them to be worse off in relation to social security benefits and labour rights. These results challenge the traditional organisational behaviour perspective on silence. The results imply that silence can be a survival strategy for second-class workers and may be evident whereby the disadvantaged have no say and remain silent in exchange for work opportunity, but by doing so are more likely to suffer unfair treatment.     

浅谈贫困山区建筑业农民工的现状与管理

近年来我国的建筑业发展迅猛,贫困地区的人们为了改善自己的生活状况,提高自己的收入纷纷加入到建筑业农民工的行列,但是由于建筑业农民工人力资源管理体系的不完善,导致他们的合法权益屡屡受到侵犯。本文先分析了贫困地区建筑业农民工的一些现状及存在的问题,提出了一些强化建筑业农民工管理的对策。     

城市化进程中新生代农民工随迁子女教育研究——基于教育认知度及教育行为的视角

本文通过对225位进城新生代农民工的调查,采用个体访谈和发放问卷相结合的的调研形式,首先分析了新生代农民工对子女教育问题的认知程度,得出结论:新生代农民工对子女教育的价值认知度,期望认知度和收益认知度都非常高。其次,运用Logistic模型分析了新生代农民工子女教育认知度对行为选择的影响,实证分析结果表明:新生代农民工对子女教育认知度与对其子女学校教育的资金投入行为、对子女教育的辅导时间投入行为、对学校老师的交流子女学习情况的行为均呈正相关。最后,提出相关政策建议。     

新生代农民工职业能力对其市民转化的促进机理研究——社会资本的调节效应

相较于上一代农民工,新生代农民工具备一定的职业技能与职业能力,且普遍存在强烈的城市融入欲望。故在新型城镇化背景下考察职业能力对新生代农民工市民转化的促进作用,需考虑社会资本作为新型社会关系在其中的调节效应。本文构建社会资本调节下职业能力对新生代农民工市民转化促进机理的理论假设模型,借助问卷调研进行计量分析,验证相关假设。结果显示,职业能力对新生代农民工市民转化的促进作用及社会资本对职业能力促进新生代农民工市民转化的调节效应均显著。鉴于此,应采取积极对策增强职业能力,优化社会资本转化渠道,提升社会资本水平,加速新生代农民工城市融入,促进其向市民转化。     

Measuring the impact of sustainability policy and practices in tourism and hospitality industry

This paper aims to investigate the impact of environmental policy and training aspects on hotels' sustainability practices, as well as the impact of these practices on their environmental and financial performance. Based on survey data from 312 managers operating in tourism and hospitality industry, this study applies structural equation modelling. Empirical results reveal that hotels' environmental policy and training aspects are positively related to sustainability practices. Environmental communication has almost equal degree of impact on resource and energy conservation, whereas both resource conservation and energy conservation have a significant positive impact on both environmental and financial performance. The main findings of this research highlight that hotels are increasingly considering sustainability issues in their business models and strategies. These findings provide practical managerial implications for the development of tourism and hospitality industry in emerging countries.     

新生代农民工的收入对幸福感的影响研究——以武汉市为例

基于对武汉市新生代农民工的抽样调查结果,运用单因素分析方法,研究了收入对新生代农民工幸福感的影响。发现绝对收入对新生代农民工的幸福感有着显著影响,并没有出现"收入-幸福悖论";而且相对收入越高,大体上看幸福感也越强。在实证研究结果的基础上,从收入角度出发,提出了提高新生代农民工幸福感水平的政策建议。     

The new workplace: change at work in Ireland

This paper examines new forms of work organization in Ireland, their incidence, shape and origins. Using data from a recently conducted national workplace survey it is timely on two counts: it provides for the first time reliable data on key dimensions of work reorganization. Previous research findings, which have relied on company listings for their sampling frames, have been of questionable statistical provenance. Second, from this more reliable statistical base, the paper seeks to question the popularly held contention that the radical shift in fortunes enjoyed by the Irish economy in recent years is, in no small measure, due to workplace innovation. In addition, the paper examines the factors associated with new work practices. Three variables stand out as exercising particularly robust effects: establishments in 'high-tech' sectors of the economy, financial services and competitive strategies that give emphasis to product and service customization. Finally, the paper attempts to locate patterns of workplace change in Ireland within the wider international literature.     

金融危机下服装行业农民工就业问题综述

本文综合金融危机对服装行业农民工就业的影响,产生这种影响的原因以及对策思考三方面的研究进行综述,为解决危机下服装行业农民工的就业问题提供参考建议。     

Demographic diversity in the workplace and its impact on employee voice: the role of trust in the employer

Abstract

This article examines the relationship between demographic diversity principles and evaluations of employee voice. An analysis of survey data from 707 employees working at 37 hospitality institutions with different star categories confirmed that trust in the employer, followed by the modest contribution of education, is of the utmost importance in the evaluation of voice systems by all employees. Employee evaluations of voice opportunities were found to display differences between male and female employee groups. While generational cohort was a differentiating attribute for the male group, job tenure had the same effect for the female employees. Implications for future research and for HR managers are discussed.     

The distribution of changes in manufacturing employment and the impact of the minimum wage

That employment for workers in durable goods industries is more sensitive to the pace of economic activity than for non-durable goods employees is not a surprising result. What is noteworthy about the conclusions of this study, however, is the manner in which increases in the minimum wage have altered the distribution of employment and sensitivity to short-run changes in employment of production workers in manufacturing industries. By focusing on the distribution of employment and how that distribution changes over the cycle, estimates of some aspects of the impact of the minimum wage that have not previously been analyzed have been developed.The evidence indicates that increases in the minimum wage over the period 1947–1975 have had a significant impact on employment patterns. Minimum wage legislation has had the effect of decreasing the share of projected employment and increasing vulnerability to cyclical changes in employment for the group of workers most ‘marginal’ to the work force low-wage industry employees. Hence, as a result of increased minimum wages, low-wage industry employees are able to obtain fewer jobs during periods of normal employment growth and their jobs are less secure in the face of short-run employment variations.Minimum wage legislation has undoubtedly resulted in higher wages for some of the relatively-low-productivity workers who were able to obtain employment than these workers would have received in its absence. The cost in terms of lost employment opportunities and cyclical vulnerability of jobs, however, has apparently been borne most heavily by low-wage industry employees. The primary beneficiaries of the shifts in the pattern of employment shares occasioned by minimum wage increases were high-wage industry workers, particularly in the ordnance, food, tobacco, and petroleum industries.     

The impact of the national minimum wage on the apparel industry

This analysis of the NMW’s initial impact in the apparel industry focuses on organisational and institutional factors in explaining the effects on pay and related issues. The NMW had a marked effect on national terms and conditions, in particular raising the minimum earnings level. At the local level, it impacted directly on the pay of a small number of employees in almost half the 42 organisations surveyed in the East Midlands and Northern Ireland. These tended to be the larger employing units facing foreign competition and selling into the domestic market. Also, in some workplaces, the NMW adversely affected the piecework system. The reaction of local management to these changes is discussed.