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1、原文:Perceptionsoftheeffectivenessoftraininganddevelopmentof6grey-collar9workersinthePeopledRepublicofChinaKateHutchings,CherrieJ.Zhu,BrianK.Cooper,YimingZhangandSijunShaoAnimportanthumanresourcedevelopment(HRD)implicationofthePeopledRepublicofChina，s(PRC)rapidlyexpandingeconomyhas
2、beentheemergenceofacriticalshortageofgrey-collarworkers(GCW).Although4grey-collar,hasbeencommonlyusedintheWesttodescribeanagingpopulationwithintheworkforce,inChinaitreferstopeoplewhoareneitherwhitenorbluecollarworkersbuttechnicians.TheshortageofGCWconstrainsthePRC'seconomicanddev
3、elopmentalsustainability,andhasbeenrecognizedincentralandprovincialgovernmentinitiativestoincreasetraininganddevelopmentofemployeeswithinthesefields.Whileacknowledgedasapolicyandorganizationalproblem,therehasbeennoresearchinvestigatingwhatorganizationsaredoingtodeveloptheseemploy
4、ees.Drawinguponasurveyof310semi-skilledandskilledemployeesinBeijing,ourfindingssuggestthatwhilethesurveyedorganizationsareinvestingheavilyinbothon-andoff-the-jobtraining,employees9perceivedvalueofsuchdiffersmarkedlyaccordingtoageandposition.TheresearchhasimportantimplicationsforC
5、hina'sHRDstrategyinsuggestinglinksbetweentrainingandotherhumanresourcemanagement(HRM)functionsareyettobeevidenced.TheoreticalunderpinningsoftheresearchWetakeasourtheoreticalunderpinningtheassumptionthatstrategichumanresourcemanagement(HRM)ensuresmotivationandenhancedperformanceof
6、employees,whichinturnleadstoenhancedorganizationalperformance(Huselid,Jackson,andSchuler1997;Wright,Gardner,andMoynihan2003;Wrightetal.2005).WhileearlyresearchonstrategicHRMadvocatedthedevelopmentoflistsofbestpractices(Pfeffer1994),wetakeasourpremisethebeliefinbundlingofhighperfo
7、rmanceworkpractices(seeStavrouandBrewster2005)orhavingasystemapproachtoHRM(seeBowenandOstroff2004)asmosteffectiveinensuringorganizationalperformance.Importantly,ithasbeennotedthattrainingisakeyelementofthebundlesofpracticesarisingfromresearchintohighperformanceworksystems(Ashtona
8、ndSung,2002,citedinSmithandSmith2007).As
