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Article
Publication date: 1 July 2014

Samo Pavlin and Ivan Svetlik

– The purpose of this paper is to introduce the special issue on “Employability of higher education graduates in europe” from the perspective of global changes.

3073

Abstract

Purpose

The purpose of this paper is to introduce the special issue on “Employability of higher education graduates in europe” from the perspective of global changes.

Design/methodology/approach

The empirically based papers of the special issue address six main areas related to the transition of graduates from education to the labour market: employment and employability, job (mis)match, development of particular areas of competency, new certificates of higher education, along with the disciplinarity and status of the self-perceived role of academics in supporting graduates’ careers.

Findings

This issue provides empirical findings relevant to various stakeholders of higher education systems which are essential for strategic development in the area.

Originality/value

The selection of papers proposes an interdisciplinary scientific approach in the areas of bridging (higher) education with the labour market.

Details

International Journal of Manpower, vol. 35 no. 4
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 19 June 2007

Ivan Svetlik and Eleni Stavrou‐Costea

The article seeks to demonstrate the benefits of using an integrative approach between human resource management (HRM) and knowledge management (KM), where one reinforces and…

7502

Abstract

Purpose

The article seeks to demonstrate the benefits of using an integrative approach between human resource management (HRM) and knowledge management (KM), where one reinforces and supports the other in enhancing organisational effectiveness and performance.

Design/methodology/approach

This contribution is a collection of research articles that explore how HRM and KM are interrelated and provide empirical support for such connection.

Findings

The authors firmly believe that the articles of this issue will not only provide for interesting and worthwhile reading material, but also set the stage for enlarging and enriching the research base on the relationship between HRM and KM.

Research limitations/implications

It is not an exhaustive analysis of the connections between HRM and KM; however, it is a very good first step in that direction. Even though HRM and KM have much in common, there are few studies that make such a connection explicit.

Practical implications

The article provides a very useful source of information and practical advice on how the connection between the two disciplines can enhance organisational functioning.

Originality/value

This special issue fulfils a gap in the existing literature for both academics and practitioners on the merits of using HRM and KM integratively.

Details

International Journal of Manpower, vol. 28 no. 3/4
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 July 2014

Tomaž Deželan, Danica Fink Hafner and Mateja Melink

The purpose of this paper is to examine the education-job match of political science graduates from Slovenia, as well as from selected EU countries, in the context of other…

1166

Abstract

Purpose

The purpose of this paper is to examine the education-job match of political science graduates from Slovenia, as well as from selected EU countries, in the context of other disciplines. In the frame of contested theoretical approaches, the implications of matching the knowledge that is acquired during education to the skills that are needed on the job are also examined.

Design/methodology/approach

Using the REFlex HEGESCO database, as well as other secondary data, the wider disciplinary and contextual environments are presented. Disciplinary and contextual mapping is followed by binary logistic regression of primary data collected from Slovene political science graduates. Based on the results, the authors determined the validity of certain theoretical premises of human capital, credentialist, and assignment approaches, specifically regarding education-job matching.

Findings

In terms of graduate education-job match, the results indicate that the relevance of the sector of employment relates to educational as well as skill match. The results also indicate that matched candidates utilize the skills acquired during the education process to a greater degree, which adds weight to the assignment theory's presumption. The effect of formal credentials is relevant, because graduates with Bologna degrees, despite having attended programs with virtually identical curricula at the same institution, are significantly less matched when compared to non-Bologna graduates. Accordingly, the effect of the change to the structure of the system of higher education (HE), which is amplified by the period effect of the economic crisis, implies a serious change to graduates’ opportunity structure.

Practical implications

The study should motivate a re-examination of the teleological purpose of the study by professional associations in the state. It should also motivate the adjustment of the study programs to the new conditions graduates face and strengthen the educator-employer relationship to make the latter cognizant about the study programs and the skills of graduates. In addition, the study should provide grounds for a critical discussion about the implications of governmental austerity measures on the public sector.

Originality/value

The paper provides new insights into the early careers of political scientists and social scientists at large. It also offers early evidence on the effect of the Bologna's HE reform and indications about the early career achievements in a crisis-struck post-communist country.

Details

International Journal of Manpower, vol. 35 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 1 July 2014

Samo Pavlin

The purpose of this paper is to explore perceptions by higher education (HE) senior professors and managers of their role in preparing graduates for entry to the labour market. By…

1864

Abstract

Purpose

The purpose of this paper is to explore perceptions by higher education (HE) senior professors and managers of their role in preparing graduates for entry to the labour market. By providing a theoretical and empirical overview of the functional role of HE institutions in preparing graduates for work, the paper designs an own research framework for future developments in this area.

Design/methodology/approach

The conclusions in the paper are based on a literature review and approximately 240 semi-structured interviews with HE professors and managers from six European countries and from six different study fields. The results are broadly compared with an international survey of graduates from 20, mainly European, countries.

Findings

The senior HE professors and managers see their own role in supporting graduates’ careers in a surprisingly intuitive way. There are some important differences and similarities among the study fields, although they are generally not motivated to apply an evidence-based approach to study and programme developments.

Originality/value

This paper is based on the results of a three-year survey of the European research network, and two international conferences comprising more than 100 contributions from over 30, mainly European, countries.

Details

International Journal of Manpower, vol. 35 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 19 June 2007

Bengt‐Åke Lundvall and Peter Nielsen

The purpose of this paper is to show why the establishment of “learning organisations” must be a central element of knowledge management – especially in firms operating on markets…

8929

Abstract

Purpose

The purpose of this paper is to show why the establishment of “learning organisations” must be a central element of knowledge management – especially in firms operating on markets where product innovation is an important parameter of competition.

Design/methodology/approach

The argument straddles and combines insights related to management and organisation theory with an evolutionary economic analysis of the relationship between innovation, learning and knowledge. It is supported by an empirical analysis of survey data on Danish private sector firms. The survey was addressed to all firms in the private urban sector with 25 or more employees, supplemented with a stratified proportional sample of firms with 20‐25 employees.

Findings

The analysis shows that firms that introduce several organisational practices, assumed to characterise the learning organisation, are more innovative than the average firm.

Research limitations/implications

The empirical findings are limited to the private sector and do not cover public sector organisations.

Practical implications

The learning organisation characteristics have a positive impact on dynamic performance and there are obviously lessons to be learned from the successful firms operating in turbulent environments that introduce specific organisational characteristics such as job rotation, inter‐divisional teams, delegation of responsibility and reducing the number of levels in the organisational hierarchy.

Originality/value

The paper puts “knowledge management” into the wider concept of “learning economy” and shows how a key element of knowledge management is to enhance the learning capacity of the firm.

Details

International Journal of Manpower, vol. 28 no. 3/4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 19 June 2007

Juan G. Cegarra‐Navarro and Eusebio Angel Martínez‐Conesa

E‐business requires small and medium‐sized enterprises (SMEs) to seek both external and internal knowledge and to establish external and internal relationships with partners, such…

1391

Abstract

Purpose

E‐business requires small and medium‐sized enterprises (SMEs) to seek both external and internal knowledge and to establish external and internal relationships with partners, such as customers and suppliers. This paper aims to describe a model that examines how knowledge management has an impact on the adoption of e‐business, particularly in SMEs.

Design/methodology/approach

This paper reviews literature to identify relevant measures through a structural equation model, which is validated through an empirical investigation of 107 SMEs in the Spanish telecommunications sector.

Findings

The results show that, in order to implement e‐business systems, companies need to provide and support the acquisition, sharing and application of knowledge as prior steps.

Research limitations/implications

Other factors that have not been included in this study are also likely to affect knowledge acquisition.

Practical implications

Organisations that engage in learning from their customers and suppliers not only test the effectiveness of a new direction of e‐business, but also have the potential to design their e‐business around what customers truly need and want, and as such gain a sustainable competitive advantage.

Originality/value

These results have implications for e‐business managers in formulating policies and targeting appropriate organisational capabilities to ensure the effective adoption of e‐business systems.

Details

International Journal of Manpower, vol. 28 no. 3/4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 19 June 2007

Nada Zupan and Robert Kaše

The paper aims to examine structural positions of individuals, especially HR actors (line managers and HR specialists) within relational networks for creating and sharing…

4738

Abstract

Purpose

The paper aims to examine structural positions of individuals, especially HR actors (line managers and HR specialists) within relational networks for creating and sharing knowledge and to explore implications for designing and implementing HR practices in knowledge‐intensive firms (KIF).

Design/methodology/approach

This article used exploratory research design conducting a single case study of a KIF. Social network analysis (SNA) – network centrality measures and visualization tools – was used to examine the structural position of individuals.

Findings

Line managers who are HR actors are centrally positioned within examined knowledge networks, while the HR specialist is not, which implies that the decentralized approach to HRM in KIF can be effective. Results also show that the more operational (instrumental) the information or knowledge flow is, the denser the knowledge networks.

Research limitations/implications

This study provides support for devolution of HRM to the line in KIF. It suggests that HRM could affect the process of knowledge creation and sharing by implementing HR practices through centrally positioned line managers. A limitation of the research is a single case study and observed intensity rather than quality of relations.

Practical implications

SNA appears to be an effective tool for mapping relationships in an organization. Centrally positioned HR actors (especially line managers involved in HRM) in knowledge networks are advantageous for HRM effectiveness only if obstacles to their effectiveness are properly managed. HR specialists should relate strongly to these actors to enable successful design and implementation of HR practices.

Originality/value

The paper applies SNA to the HRM field, thus expanding the traditional view of HRM into examining the position of HR actors in relational networks and exploring their role in effectively executing HR practices.

Details

International Journal of Manpower, vol. 28 no. 3/4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 1 July 2014

Carmen Delia Davila Quintana, Jose-Gines Mora Ruiz and Luis E. Vila

The purpose of this paper is to analyse three dimensions of leadership behaviour in professional environments by disclosing the specific competency profile developed by those who…

4569

Abstract

Purpose

The purpose of this paper is to analyse three dimensions of leadership behaviour in professional environments by disclosing the specific competency profile developed by those who actually lead in work organizations.

Design/methodology/approach

Using data from a graduate survey oriented to provide evidence on the transition from higher education to labour market, a structural equations model (SEM) is specified and estimated to explain leadership behaviour at work in terms of the competency profile developed by individuals and its determinants. The competency profile behind leadership behaviour is the combination of two elements: the competency accumulated through professional experience and the competency profile of individuals five years before, which was partially a result of higher education. The relationships are tested on two subsamples of graduates from engineering and business/economics fields, and on a sample of graduates from all study fields.

Findings

Estimates show evidence of significant direct and indirect effects of a specific competency profile on three connected dimensions of leadership behaviour at work: tasks, relations and change. The results show direct effects of competency profiles at the time of graduation on competency profiles five years later, and of specific higher education ways of teaching and learning on competency profiles at the time of graduation. The effects are also significant by field of study with slight differences on estimates size and on the composition of effects.

Originality/value

The analysis brings together leadership behaviour, competency development and education production literatures to help scholars and managers to better understand the relationships between the process of competency development and individual leadership behaviour in working environments.

Details

International Journal of Manpower, vol. 35 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 1 July 2014

Tomasz Gajderowicz, Gabriela Grotkowska and Leszek Wincenciak

– The purpose of this paper is to address the problem of job satisfaction determinants of higher education graduates across six selected study domains.

2284

Abstract

Purpose

The purpose of this paper is to address the problem of job satisfaction determinants of higher education graduates across six selected study domains.

Design/methodology/approach

Based on the theoretical considerations, derived from human capital theory and signalling theory, the authors formulate the model explaining job satisfaction as a broad measure of labour market success. Explanatory variables include various socio-demographic characteristics as well as market environment and process of learning, modes of teaching and study programme characteristics. Data used in the analysis comes from two special surveys of European research projects REFLEX and HEGESCO. Principal component analysis method and OLS regression were used to estimate model parameters.

Findings

The results of our research show the important role of characteristics of educational process, as well as individual graduates’ early work-related experience in predicting job satisfaction. Differences in job satisfaction determinants across domains may be to some extent explained by the differences in the labour market characteristics for graduates in given discipline. Variety of education-related characteristics taken into account in the empirical analysis of determinants of job satisfaction is a key valuable contribution to the research in the field.

Originality/value

Research findings indicate the areas of potential actions aimed at improving future job satisfaction which can be undertaken by higher education institutions’ management bodies.

Details

International Journal of Manpower, vol. 35 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 1 July 2014

Peter Robert

The purpose of this paper is to investigate vertical and horizontal mismatch between education and current occupation for graduates in four post-communist societies: Hungary…

1454

Abstract

Purpose

The purpose of this paper is to investigate vertical and horizontal mismatch between education and current occupation for graduates in four post-communist societies: Hungary, Poland, Lithuania and Slovenia. In this way it contributes to the field by exploring how mechanisms, known from previous studies on western societies, affect job mismatch in emerging market economies.

Design/methodology/approach

Two dependent variables are constructed: working in a non-graduate occupation as defined by the ISCO job title depicts vertical mismatch; assessment of the job from the perspective of the fields of study describes horizontal mismatch. Since the dependent variables are dichotomous ones, binary logistic regression models are fitted to the data predicting the incidence of mismatch. Explanatory variables cover mechanisms affecting job mismatch: variation by fields of studies, accumulated work experience during studies, labour market uncertainties during early career, trade off between job safety and job mismatch, persistence of “bad” labour market entry during early career, influence of parental background on school-to-work transition.

Findings

The analysis reveals significant differences for study fields in association with occupational specificity of the disciplines. Only study-related work experience seems to be advantageous to find a matching job. Labour market uncertainties increase the probability of job mismatch. Job safety is more important than a matching job.

Originality/value

Mismatch in first occupation has strong and long-lasting effect on the job match even five years after the graduation. The effect of parental background on job mismatch is curvilinear.

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