Kersten Amber, van Woerkom Marianne, Geuskens Goedele A, Blonk Roland W B
Department of Human Resource Studies, School of Social and Behavioral Sciences, Tilburg University, Tilburg, The Netherlands.
Healthy Living, Netherlands Organization for Applied Scientific Research (TNO), Leiden, The Netherlands.
J Occup Rehabil. 2025 Jun;35(2):294-305. doi: 10.1007/s10926-024-10197-9. Epub 2024 May 4.
To improve the inclusion of vulnerable workers in the labor market, employer behavior is key. However, little is known about the effectiveness of strategic Human Resource Management (HRM) practices that employers use to employ vulnerable workers. Therefore, this exploratory study investigates the association between strategic HRM practices (based on social legitimacy, economic rationality and employee well-being) and the actual and intended employment of vulnerable workers in the future.
In total, 438 organizations included in the Netherlands Employers Work Survey participated in a two-wave study with a nine-month follow-up period. Logistic regression models were used to estimate the relationship between strategic HRM practices (T0) with the employment of vulnerable workers (T1) and intentions to hire vulnerable workers (T1), while controlling for organizational size, sector, and employment of vulnerable workers at baseline.
Employers who applied strategic HRM practices based on social legitimacy (e.g., inclusive mission statement or inclusive recruitment) or economic rationality (e.g., making use of reimbursements, trial placements, or subsidies) at T0 were more likely to employ vulnerable workers and to intend to hire additional vulnerable workers at T1. No significant results were found for practices related to employee well-being.
Since different types of strategic HRM practices contribute to the inclusion of vulnerable workers, employers can build on their strategic priorities and strengths to create inclusive HRM approaches. Future research is needed to study whether these strategic HRM domains also relate to sustainable employment of vulnerable workers.
为了提高弱势劳动者在劳动力市场中的融入度，雇主行为是关键。然而，对于雇主用于雇佣弱势劳动者的战略性人力资源管理（HRM）实践的有效性，我们知之甚少。因此，这项探索性研究调查了战略性HRM实践（基于社会合法性、经济合理性和员工福祉）与未来弱势劳动者的实际雇佣和预期雇佣之间的关联。
荷兰雇主工作调查中总共438家组织参与了一项为期九个月随访期的两阶段研究。使用逻辑回归模型来估计战略性HRM实践（T0）与弱势劳动者的雇佣情况（T1）以及雇佣弱势劳动者的意向（T1）之间的关系，同时控制组织规模、行业以及基线时弱势劳动者的就业情况。
在T0时应用基于社会合法性（例如包容性使命声明或包容性招聘）或经济合理性（例如利用报销、试用安置或补贴）的战略性HRM实践的雇主，更有可能雇佣弱势劳动者，并打算在T1时雇佣更多弱势劳动者。与员工福祉相关的实践未发现显著结果。
由于不同类型的战略性HRM实践有助于弱势劳动者的融入，雇主可以基于其战略重点和优势来创建包容性的HRM方法。未来需要开展研究，以探讨这些战略性HRM领域是否也与弱势劳动者的可持续就业相关。
