Nikolaos Pahos and Eleanna Galanaki
Staffing is a tool that employers use to decrease information asymmetry when hiring employees. However, how staffing effectiveness evolves according to employee demographic…
Abstract
Purpose
Staffing is a tool that employers use to decrease information asymmetry when hiring employees. However, how staffing effectiveness evolves according to employee demographic characteristics has not been thoroughly elucidated to date. The purpose of this paper is to develop and test a model linking staffing practices, age and employee performance.
Design/methodology/approach
Using a stratified sample of 1,254 employees, the authors hypothesize: the main effects of staffing practices on employee performance, the main effects of age on employee performance and the moderating effects of age on the relationship between staffing practices and employee performance.
Findings
The results show significant positive effects of staffing and age on employee performance and a negative moderating effect of age on the abovementioned relationship.
Practical implications
The organizations are urged to invest in recruitment and selection practices and implement focused practices that appeal to an aging workforce.
Originality/value
The paper is the first to explore the topic of aging workforce and the efficiency of staffing practices on employee performance in the context of the Greek labor force. The authors discuss the results, theoretical contributions, practical implications and future research directions in light of the challenge of managing an aging workforce.
Details
Keywords
The purpose was to examine the topics of ageing workforces and the usefulness of staffing practices among the Greek labor force.
Abstract
Purpose
The purpose was to examine the topics of ageing workforces and the usefulness of staffing practices among the Greek labor force.
Design/methodology/approach
Researchers tested a series of hypotheses on 1,254 employees of public and private companies, in Athens. The applicants were selected at random. Postgraduate students were trained as research assistants to distribute questionnaires to employees with at least a year of experience with their current employer. In the study, 53.2 per cent of participants were women and 46.8 per cent were men. The average age was 41.4 years,
Findings
The study demonstrated the effectiveness of staffing practices for all ages, but the results indicated they were more helpful for younger than older employees.
Originality/value
A main conclusions was that young and old reacted differently to staffing practices and HR departments should develop more targeted strategies. For example, focusing more on past experiences, reference seeking and background checks would be a good idea for mature applicants, rather than relying too much on interviews. This was because older applicants may have learned to “play” the selection game better than their younger counterparts and create false impressions.
Details
Keywords
I. Zografou, E. Galanaki, N. Pahos and I. Deligianni
Previous literature has identified human resources as a key source of competitive advantage in organizations of all sizes. However, Small and Medium-sized Enterprises (SMEs) face…
Abstract
Purpose
Previous literature has identified human resources as a key source of competitive advantage in organizations of all sizes. However, Small and Medium-sized Enterprises (SMEs) face difficulty in comprehensively implementing all recommended Human Resource Management (HRM) functions. In this study, we shed light on the field of HRM in SMEs by focusing on the context of Greek Small and Medium-sized Hotels (SMHs), which represent a dominant private sector employer across the country.
Design/methodology/approach
Using a fuzzy-set qualitative comparative analysis (fsQCA) and 34 in-depth interviews with SMHs' owners/managers, we explore the HRM conditions leading to high levels of performance, while taking into consideration the influence of internal key determinants.
Findings
We uncover three alternative successful HRM strategies that maximize business performance, namely the Compensation-based performers, the HRM developers and the HRM investors. Each strategy fits discreet organizational characteristics related to company size, ownership type and organizational structure.
Originality/value
To the best of the authors' knowledge this is among the first empirical studies that examine different and equifinal performance-enhancing configurations of HRM practices in SMHs.
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Keywords
Georgios Sfakianakis, Nikolaos Grigorakis, Georgios Galyfianakis and Maria Katharaki
Because of the 2008 global financial crisis aftermaths, economic downturn and prolonged recession, several OECD countries have adopted an austerity compound by significantly…
Abstract
Purpose
Because of the 2008 global financial crisis aftermaths, economic downturn and prolonged recession, several OECD countries have adopted an austerity compound by significantly reducing public health expenditure (PHE) for dealing with their fiscal pressure and sovereign-debt challenges. Against this backdrop, this study aims to examine the responsiveness of PHE to macro-fiscal determinants, demography, as well to private health insurance (PHI) financing.
Design/methodology/approach
The authors gather annual panel data from four international organizations databases for the total of OECD countries from a period lasting from 2000 to 2017. The authors apply static and dynamic econometric methodology to deal with panel data and assess the impact of several parameters on PHE.
Findings
The authors’ findings indicate that gross domestic product, fiscal capacity, tax revenues and population aging have a positive effect on PHE. Further, the authors find that both unemployment rate and voluntary private health insurance financing present a negative statistically significant impact on our estimated outcome variable. Different specifications and sample periods applied in the regression models reveal how inseparably associated are PHE and OECD's economies compliance on macro-fiscal policies for offsetting public finances derailment.
Practical implications
Providing more evidence on the responsiveness of PHE to several macro-fiscal drivers, it can be a helpful tool for governments to reconsider their persistence on fiscal adjustments measures and rank public health financing to the top of their political agenda. Health systems policies for meeting Universal Health Coverage (UHC) objectives, they should also take into consideration the voluntary PHI institution, especially for economies with insufficient fiscal capacity to raise public health financing.
Originality/value
To the best of knowledge, the impact of unemployment and voluntary PHI funding on public health financing, apart from other macro-fiscal and demographical parameters effect, remains unnoticed in the existing published studies on the topic.