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Both academia and policymakers express a strong belief in higher average education levels exerting a narrowing impact on wage inequality in general and gender wage gaps in particular. The purpose of this paper is to scrutinize whether or not this effect extends to R&D- and export-intensive branches such as the technology industry.

In exploring the impact of individual and job-related background factors and, especially, of job-task evaluation schemes on the size and change in gender wage gaps in the technology industry, the paper applies an elaborated decomposition method based on unconditional quantile regression techniques.

While changes in standard human capital endowments can explain little, if anything, of the growth in real wages or the widening of wage dispersion among the Finnish technology industry's white-collar workers, a new job-task evaluation scheme introduced in 2002 seems to have succeeded, at least in part, to make the wage-setting process more transparent by re-allocating especially the technology industry's female white-collar workers in a way that better reflects their skills, efforts and responsibilities.

One crucial implication of this finding is that improving the standard human capital of women closer to that of men will not suffice to narrow the gender wage gap in the advanced parts of the economy and, hence, not also the overall gender wage gap. The reason is obvious: concomitant with rising average education levels, other skill aspects have received increasing attention in working life. Consequently, a conscious combination of formal and informal competencies as laid down in well-designed job-task evaluation schemes may, in many instances, offer a more powerful path for tackling the gender wage gap.

While the existing evidence on the impact of performance-related pay on gender wage gaps is still scarce but growing the authors know of no empirical studies analyzing the gender pay-gap effect of job-task evaluation systems.

Although digitalization in the workplace is burgeoning, tools are needed to facilitate personalized learning in informal learning settings. Existing knowledge recommendation techniques do not account for dynamic and task-oriented user preferences. The purpose of this paper is to propose a new design of a knowledge recommender system (RS) to fill this research gap and provide guidance for practitioners on how to enhance the effectiveness of workplace learning.

This study employs the design science research approach. A novel hybrid knowledge recommendation technique is proposed. An experiment was carried out in a case company to demonstrate the effectiveness of the proposed system design. Quantitative data were collected to investigate the influence of personalized knowledge service on users’ learning attitude.

The proposed personalized knowledge RS obtained satisfactory user feedback. The results also show that providing personalized knowledge service can positively influence users’ perceived usefulness of learning.

This research highlights the importance of providing digital support for workplace learners. The proposed new knowledge recommendation technique would be useful for practitioners and developers to harness information technology to facilitate workplace learning and effect organization learning strategies.

This study expands the scope of research on RS and workplace learning. This research also draws scholarly attention to the effective utilization of digital techniques, such as a RS, to support user decision making in the workplace.

Presents a special methodological approach to the study of stress and strain at work, in order to reduce excessive workload by allowing extra time for the operation. In the study three methods were used: activity sampling; job analysis and evaluation; and measurement of workplace conditions. Also, a method was used which gives criteria and grades for research and evaluation of stresses at the workplace. These are physical stress (dynamical and statical); thermal; visual; noise stress; stress caused by contact with aerosols; gases; vapours; stress caused by monotony. They are measured as ecological, physiological and comfort indexes. It is clear that stress factors enable the evaluation of most physical work. The application scope for our model of defining the ergonomic coefficient was the clothing industry. The defined ergonomic coefficient represents a smaller addition to standard time than the strain and the environmental coefficients used at present.

proposes that who have more knowledge about their buyers give more effective presentations. Addresses this issue by examining the evaluative criteria held by different functional roles represented in the decision‐making unit, how those criteria differ across the various roles, and howknowledge of this can be incorporated into sales training programs to give salespeople more information on their customers and help them be more effective during the sales interaction.

Literacy has been one of the most publicized societal problems of the past decade, and it is likely to continue as such for some time to come. Like many problems of modern society, it involves a variety of educational, social, and economic factors, and will therefore not be easily solved.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Increasing employability is important for both individuals and organizations in a fast-paced and changing business world. Increased learning helps employees improve their skills, abilities, and knowledge, which in turn increases their competence and confidence, and increases their perception of their employability, as well as the perception of their supervisors. Organizations can invest in their employees by providing high-involvement human resource practices which encourage involvement, support, trust, and autonomy. This in turn increases positive learning behaviors, which leads to increased employability and thus improved outcomes for employees and the organization as a whole.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Off-site manufacturing (OSM) has emerged as a method of modern construction that provides several benefits including achieving lower costs, a quicker schedule and environmentally friendly solutions. Although numerous researches are available that advocate the adoption of OSM, the devotion towards OSM safety is somewhat limited. However, OSM invariably generates safety risks, including dynamics and uncertainty in safety management. There is a unique call to have an investigation on the identification of OSM safety risks.

To provide a full picture on the OSM safety, a systematic literature review was adopted based on interpretivist philosophical stance. The literature search was conducted in key electronic databases to identify OSM safety-focused publications. Bibliometric analysis was adopted to identify co-occurrences of keywords and collaboration among authors in OSM safety-related research publications. Content analysis was conducted to provide a taxonomy of OSM safety risks. The identified studies were critically analysed to determine the focus of OSM safety research and provide future research directions.

The results demonstrated frequently appeared OSM safety aspects while highlighting the limitedness of collaborative research outputs in common authorships. Content analysis subsequently unveiled safety risks in OSM under human, organisational and work environmental factors. A critical analysis of extant literature revealed seven research classifications of OSM safety. Directions were offered to enhance OSM safety by applying principles of targeted safety management concepts, technology-driven safety measures and bespoke training programs.

This study provides a comprehensive review on the identification of safety risks throughout OSM while presenting the avenues useful for the development of OSM safety management strategies.

This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size.

The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews.

Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process.

The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.

Drawing on social exchange theory, prior research suggests that the adoption of human resources (HR) practices in the areas of training and development helps to maximize employees’ positive work attitudes. However, while research has generally assumed that HR practices influence all employees in the same way, there is much evidence that employees’ motives and needs change with age, suggesting that older workers may react differently to the same HR practices as compared to younger colleagues. This study seeks to shed light on this important and under-explored issue, analyzing whether the effect of HR development practices on job satisfaction (JS) and affective commitment is moderated by age in a sample of 37 companies located in Italy, involving a total of 6,182 employees. The paper aims to discuss these issues.

Applying a multilevel approach, the results confirm a positive influence of HR development practices in increasing JS and affective commitment and show that this positive relationship weakens with age.

Indeed, HR development practices were associated with lower JS and affective commitment for the oldest employees. Theoretical and managerial implications are discussed suggesting the need to attribute greater consideration to age diversity when tailoring HR practices to improve their effect on employees’ positive work attitudes.

At the theoretical level, the paper contributes to the HRM literature debate, as the role of intervening variables – such as age – in the relationship between HR practices and employees’ attitudes is still an open issue. At the methodological level, the paper tested the hypotheses using a multilevel regression model. The paper combined data at individual and the organizational levels and adopted a multilevel approach in order to provide a better understanding of the way age can moderate the HRM-employee attitudes relationship.