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1、原文：Perceptionsoftheeffectivenessoftraininganddevelopmentof‘grey-collar’workersinthePeople’sRepublicofChinaKateHutchings,CherrieJ.Zhu,BrianK.Cooper,YimingZhangandSijunShaoAnimportanthumanresourcedevelopment(HRD)implicationofthePeople’sRepublicofChina’s(PRC)rapidl
2、yexpandingeconomyhasbeentheemergenceofacriticalshortageofgrey-collarworkers(GCW).Although‘grey-collar’hasbeencommonlyusedintheWesttodescribeanagingpopulationwithintheworkforce,inChinaitreferstopeoplewhoareneitherwhitenorbluecollarworkersbuttechnicians.Theshortag
3、eofGCWconstrainsthePRC’seconomicanddevelopmentalsustainability,andhasbeenrecognizedincentralandprovincialgovernmentinitiativestoincreasetraininganddevelopmentofemployeeswithinthesefields.Whileacknowledgedasapolicyandorganizationalproblem,therehasbeennoresearchin
4、vestigatingwhatorganizationsaredoingtodeveloptheseemployees.Drawinguponasurveyof310semi-skilledandskilledemployeesinBeijing,ourfindingssuggestthatwhilethesurveyedorganizationsareinvestingheavilyinbothon-andoff-the-jobtraining,employees’perceivedvalueofsuchdiffer
5、smarkedlyaccordingtoageandposition.TheresearchhasimportantimplicationsforChina’sHRDstrategyinsuggestinglinksbetweentrainingandotherhumanresourcemanagement(HRM)functionsareyettobeevidenced.TheoreticalunderpinningsoftheresearchWetakeasourtheoreticalunderpinningthe
6、assumptionthatstrategichumanresourcemanagement(HRM)ensuresmotivationandenhancedperformanceofemployees,whichinturnleadstoenhancedorganizationalperformance(Huselid,Jackson,andSchuler1997;Wright,Gardner,andMoynihan2003;Wrightetal.2005).Whileearlyresearchonstrategic
7、HRMadvocatedthedevelopmentoflistsofbestpractices(Pfeffer1994),wetakeasourpremisethebeliefinbundlingofhighperformanceworkpractices(seeStavrouandBrewster2005)orhavingasystemapproachtoHRM(seeBowenandOstroff2004)asmosteffectiveinensuringorganizationalperformance.Imp
8、ortantly,ithasbeennotedthattrainingisakeyelementofthebundlesofpracticesarisingfromresearchintohighperformanceworksystems(AshtonandSung,2002,citedinSmithandSmith2007).
