Journal Article

This work deals with potential managers (large school graduates or university graduates) to better understand and implement the most appropriate practices to their profile. Thus, we investigated the professional values ​​and preferences for the post of choice socio-demographic characteristics (age, sex, marital status, number of children and social origin) and the type of degree (degree from a great school or diploma university). We have highlighted the factors influencing the professional values ​​and job preferences and differences by educational and socio-demographic characteristics of individuals. This work can therefore help human resource managers to design better management executives based on their profile. [googletranslate_en]

The stability of the labor share of income is a key foundation in macroeconomic models. We document, however, that the global labor share has significantly declined since the early 1980s, with the decline occurring within the large majority of countries and industries. We show that the decrease in the relative price of investment goods, often attributed to advances in information technology and the computer age, induced firms to shift away from labor and toward capital. The lower price of investment goods explains roughly half of the observed decline in the labor share, even when we allow for other mechanisms influencing factor shares, such as increasing profits, capital-augmenting technology growth, and the changing skill composition of the labor force. We highlight the implications of this explanation for welfare and macroeconomic dynamics.

Purpose- The purpose of this paper is to identify the new role that human resource developers play in the globally connected workplace. Towards that end, this paper explores the changing landscape of self‐directed learning (SDL) within the digital ecosystem based on the concept of World 2.0. Design/methodology/approach- This paper reviews and builds on the literatures of self‐directed learning and Web 2.0 technologies to explore how self‐directed learning is being transformed in the creative digital era. Findings- The paper outlines five transformations that change the landscape of workplace learning in the creative digital era: virtual collaboration, technological convergence, global connectivity, online communities, and digital creativity. Practical implications- This paper gives extensive guidance on how HRD specialists and practitioners can transform their strategies to adapt to the training needs of employees in the creative digital era. The paper provides new ideas and vision for industrial trainers and human resource development practitioners on self‐directed learning. Research limitations/implications-This article provides some future research areas and limitations. Originality/value- This paper opens up new possibilities for self‐directed learning and discusses how self‐directed learning might be transformed in the light of technological and workplace changes. In particular, self‐directed learning might decrease the HRD/training costs significantly while providing employees with just‐in time training.

The stability of the labor share of income is a key foundation in macroeconomic models. We document, however, that the global labor share has significantly declined since the early 1980s, with the decline occurring within the large majority of countries and industries. We show that the decrease in the relative price of investment goods, often attributed to advances in information technology and the computer age, induced firms to shift away from labor and toward capital. The lower price of investment goods explains roughly half of the observed decline in the labor share, even when we allow for other mechanisms influencing factor shares, such as increasing profits, capital-augmenting technology growth, and the changing skill composition of the labor force. We highlight the implications of this explanation for welfare and macroeconomic dynamics.

One explanation that has been proposed for rising inequality is that technical change allows highly talented individuals, or "superstars" to manage or perform on a larger scale, applying their talent to greater pools of resources and reaching larger numbers of people, thus becoming more productive and higher paid. Others argue that managerial power has increased in a way that allows those at the top to receive higher pay, that social norms against higher pay levels have broken down, or that tax policy affects the distribution of surpluses between employers and employees. We offer evidence bearing on the different theories explaining the rise in inequality in the United States over recent decades. First we look the increase in pay at the highest income levels across occupations. We consider the income share of the top 1 percent over time. And we turn to evidence on inequality of wealth at the top. In looking at the wealthiest Americans, we find that those in the Forbes 400 are less likely to have inherited their wealth or to have grown up wealthy. The Forbes 400 of today also are those who were able to access education while young and apply their skills to the most scalable industries: technology, finance, and mass retail. We believe that the US evidence on income and wealth shares for the top 1 percent is most consistent with a "superstar"-style explanation rooted in the importance of scale and skill-biased technological change. It is less consistent with an argument that the gains to the top 1 percent are rooted in greater managerial power or changes in social norms about what managers should earn.

We find that returns to occupational tenure are substantial. Everything else being constant, 5 years of occupational tenure are associated with an increase in wages of 12%–20%. Moreover, when occupational experience is taken into account, tenure with an industry or employer has relatively little importance in accounting for the wage one receives. This finding is consistent with human capital being occupation specific.

Degenerative or socially toxic work environments have returned to public and scholarly attention since the great recession of 2008. Business scholars and management experts have increasingly called for new strategies to build more sustainable work systems that better promote employee well-being as well as long-run productivity. Our research examines interview narratives by the owner-operators of 60 small businesses identified as innovative enterprises in their community. Respondents identified the building of a positive work environment for their employees as a key condition necessary for innovation. Although this was an unanticipated finding in our study of business innovation, an examination of the emerging literature on workplace toxicity and sustainable human relations management revealed significant consistency between our respondent-identified strategies and recommendations for building a regenerative work environment. These findings suggest that small innovative businesses may offer a fertile arena for the development of sustainable work systems.

Daily lives of citizens in current societies have changed with the spread of digital technologies, online services, and digital communication. Alongside this, the information and communication technology (ICT) labor force is expected to grow massively over the next years, requiring increased number of applicants for digital education and sufficient digital skills from every labor market entrant This study examines the digital abilities of Finnish upper secondary school students (N = 3206) and the students' intentions to study/work in the ICT field in the future. The results highlight a dissonance between the growth expectations and the popularity of the ICT field among young Finns. The students' future intentions are also strongly gendered; for about 9% of males, but only about 1% of females in secondary education are planning to apply in the ICT field in the future. The students' ICT intentions were predicted most strongly by being a male and possessing strong technical abilities.

The field study conducted on forty Scop of the Rhône-Alpes region shows that they can be analyzed as hybrid organizations, implementing a double project: economic and socio-political. Our observations confirm that recruitment issues are particularly important and highlight the diversity of practices of SCOP to meet these challenges. We wonder also on those that seem best able to ensure the sustainability of their double project. Among what we identify as the best practices, the "selective coupling" seems a little explored but way more appropriate than the "compromise" or "decoupling". [googletranslate_en]