دانلود مقاله سازمان کار انعطاف پذیر و آموزش ارائه شده توسط کارفرما
چکیده
مقدمه
بحث پیشینه
داده و متغیر
نتایج
نتیجه
منابع
Abstract
Introduction
Background discussion
Data and variable
Results
Conclusion
References
چکیده
ما این فرضیه را بررسی می‌کنیم که سازمان کاری انعطاف‌پذیر نیازمند مهارت‌های بیشتری است و از این رو، احتمال دریافت آموزش‌های ارائه‌شده توسط کارفرما را افزایش می‌دهد. این تجزیه و تحلیل بر اساس داده‌های مرتبط کارفرما-کارمند از آلمان برای سال‌های 2012، 2014 و 2016 است (12924 مشاهدات ادغام شده از 9440 کارمند در 1903 مؤسسه). نتایج ما تأیید می‌کند که کارکنان زمانی که شغلشان با استقلال تصمیم‌گیری بیشتر و تنوع وظایف، دو عنصر ضروری انعطاف‌پذیری، مشخص می‌شود، به احتمال بیشتری آموزش دریافت می‌کنند. به طور بحرانی، آموزش مرتبط با انعطاف پذیری در محل کار صرفاً منعکس کننده فناوری نیست. تغییر سازمانی مبتنی بر مهارت نقش خاص خود را ایفا می کند. علاوه بر این، ما نشان می‌دهیم که آموزش مرتبط با انعطاف‌پذیری در محل کار به طور نامتناسبی به سمت کارکنانی با تحصیلات رسمی بیشتر سوق داده می‌شود. ما شواهد کمی از سن یا تعصب جنسیتی در انعطاف پذیری محل کار پیدا کردیم
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
We examine the hypothesis that flexible work organization involves greater skill requirements and, hence, an increased likelihood of receiving employer provided training. The analysis is based on unique linked employer-employee data from Germany for the years 2012, 2014 and 2016 (12,924 pooled observations from 9,440 employees in 1,903 establishments). Our results confirm that employees are more likely to receive training when their jobs are characterized by greater decision-making autonomy and task variety, two essential elements of flexibility. Critically, the training associated with workplace flexibility does not simply reflect technology. Skill-biased organizational change plays its own role. Moreover, we show that the training associated with workplace flexibility is disproportionately oriented toward employees with a greater formal education. We find little evidence of an age or a gender bias of workplace flexibility.
Introduction
The last several decades have witnessed dramatic changes in the organization of work. These changes appear driven by a shift toward more flexible production emphasizing quality and speedy adjustments to changing market conditions. Increased multitasking and the delegation of responsibilities and decision rights to lower layers of hierarchy are key features of flexible production. These two key features of a flexible organization of work imply an increased demand for human capital. If employees perform a broader set of tasks, they need a broader set of skills. If employees make decisions, they need more information-processing and problem-solving skills.
Conclusion
Modern workplaces are increasingly characterized by flatter hierarchies, greater delegation of decision making and a wider variety of tasks. These flexible workplaces have evolved together with technological change but have brought their own skill bias. Those more skilled will be in increasing demand by firms with flexible work organization. While previous studies on skill-biased organizational change have largely focused on the formal education of employees, our examination focuses on employer provided training. We argue that the firm may benefit by generating the needed skills rather than simply trying to buy them in the labor market. Thus, using unique employer-employee data from Germany, we test whether two major indicators of flexible workplaces, decision-making autonomy and task variety, are associated with an increased likelihood of receiving employer provided training. Our results strongly confirm this association and, hence, support the notion that flexible work organization is indeed skill-biased.