Research On The Impact Of Employee Human Capital On Decent Work Perception

Since the 19 th century,the main contradiction between the increasing demand for a better life and the unbalanced and inadequate development has been the main contradiction in our society.People not only have higher demands on the material level,but also pay more attention to whether the spiritual needs can be met.Work has changed from a means of livelihood to a process of obtaining a higher quality of life and realizing the value of life.In enterprises,employees no longer regard wages and salaries as the only focus,but rather look forward to playing their own value in work and receiving respect,fair and just treatment.More and more employees are more willing to choose decent jobs that are highly recognized by the society and can obtain more growth.However,under the background of the "VUCA" era,the business environment of enterprises is facing greater uncertainty.It is particularly important to retain talents and improve the sense of dignity of employees.The purpose of this study is to explore whether human capital can help improve employees’ perception of decent work,and further reveal the mechanism and boundary conditions of the impact of human capital on decent work perception.Based on human capital theory and resource conservation theory,a moderated mediation model was established,with occupational fit as the mediating variable and overtime work as the moderating variable.Using software Stata16.0,the impact of employee human capital on perceived decent work was explored.At the same time,the micro survey data of CLDS in2014,2016,and 2018 were used to compare and analyze the differences in perceived decent work among different individual characteristics.The research results indicate that:(1)employee human capital has a significant positive impact on their perception of decent work.(2)Career fit plays a partial mediating role in the relationship between employees’ human capital and their perception of decent work,that is,human capital positively affects career fit and subsequently decent work perception;(3)Overtime work negatively moderates the impact of occupational fit on decent work perception,that is,the more serious employees’ overtime work,the weaker the positive impact of occupational fit on decent work perception,and the weaker the mesmeric effect of occupational fit on human capital’s perception of decent work;(4)Through heterogeneity analysis,it was found that there are gender differences,marital status differences,and age differences in the impact of employee human capital on the perception of decent work,with a greater impact on male employees and unmarried employees.The human capital of middle-aged employees has a greater impact on the perception of decent work.This paper probes into the mechanism of employees’ human capital affecting their perception of decent work,verifies the important management practical significance of increasing human capital investment and realizing decent work with empirical results,and provides a reference for enterprise managers on how to promote the realization of decent work by increasing employees’ human capital investment.At the individual level,this conclusion can promote employees to realize their self-worth and gain more respect and fair treatment in their work;At the enterprise level,it is helpful for enterprises to better retain employees and reduce employee turnover rate by starting to improve employees’ perception of decent work;At the social level,reduce work pressure and employment discrimination.This provides more information on corporate human resource management practices,and provides a new direction for the rational and legitimate use of human capital.