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This paper aims to examine the J-shaped relationship between age and job-specific skill obsolescence (JSSO), and the differential moderating effects of development and…
This paper aims to examine the J-shaped relationship between age and job-specific skill obsolescence (JSSO), and the differential moderating effects of development and maintenance HR practices on this relationship.
Regression models of survey data obtained from a sample of 722 Chinese knowledge workers were used to test the hypotheses.
The results show that among women age and JSSO are J-shaped related and the relationship weakens under high development HR practices; while among men the J-shaped age-JSSO relation is significant only under low maintenance HR practices.
This research is subject to the cross-sectional design, and the sample is restricted to knowledge workers.
This study advances previous studies that hold a linear (positive or negative) age-JSSO relationship by theorizing and testing a J-shaped one. The differentiated moderating effects of two bundles of HR practices proved improves our knowledge about how to use HR practices appropriately to sustain employee work competency in the context of workforce aging.
The purpose of this paper is to draw on triadic reciprocal determinism and social exchange theory to examine how “induced-type” and “compulsory-type” union participation…
The purpose of this paper is to draw on triadic reciprocal determinism and social exchange theory to examine how “induced-type” and “compulsory-type” union participation influence union commitment and job involvement, and how union participation in the west differs from that in China. It also examines whether the role of both organizational justice and employee participation climate (EPC) functions in the Chinese context.
Cross-sectional data are collected from 694 employees in 46 non-publicly owned enterprises, both Chinese and foreign, in the Pearl River Delta region of China. A multi-level moderated mediation test is used to examine the model of this research.
Union participation is positively related to organizational justice, union commitment and job involvement. In addition, organizational justice acts as the mediator among union participation, union commitment and job involvement. Specifically, the mediating role of organizational justice between union participation and union commitment, and between union participation and job involvement, is stronger in high-EPC contexts than low-EPC contexts.
Instead of examining the impacts of attitudes on union participation, as per most studies in the western context, this research examines the impacts of union participation in the Chinese context on attitudes, including union commitment and job involvement. It also reveals the role of both organizational justice and EPC in the process through which union participation influences union commitment and job involvement.