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Equal employment opportunity and diversity in restaurant labor: perspectives of restaurant employees and managers in the USA Employee Relations (IF 2.688) Pub Date : 2024-03-18 Faruk Seyitoğlu, Ozan Atsız, Ayşegül Acar
Purpose This study was designed to contribute to the extant literature by discovering the perceptions of restaurant employees and managers toward equal opportunities in restaurant labor and working in a diversity-rich restaurant work environment. Design/methodology/approach A qualitative research approach was utilized. Through in-depth interviews, data were collected purposefully from restaurant workers
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The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness Employee Relations (IF 2.688) Pub Date : 2024-02-26 Muhammad Ali, Mirit K. Grabarski, Marzena Baker
Purpose In the wake of labor shortages in the retail industry, there is value in highlighting a business case for employing neurodivergent individuals. Drawing on signaling theory, this study explores whether perceived neurodiversity management (neurodiversity policies and adjustments) helps enhance neurodiversity awareness and affective commitment and whether affective commitment leads to lower turnover
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Changes in the labour market: the perceptions of Romanian employees regarding the use of telework in the post-pandemic period Employee Relations (IF 2.688) Pub Date : 2024-02-21 Mirela Cătălina Türkeş, Aurelia Felicia Stăncioiu, Mihai Cristian Orzan, Mariana Jugănaru, Roxana-Cristina Marinescu, Ion Dănuț Jugănaru
Purpose Almost four years after the COVID-19 pandemic, the changes in the labour market and legislation, but also in people's lives, do not stop. At the same time, employees' perceptions regarding the change in the legislative and contractual framework, as well as in the working conditions and the use of telework, also change. Therefore, the aim of the paper is to identify the perceptions of employees
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Contextualising employee engagement in crisis: a protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina Employee Relations (IF 2.688) Pub Date : 2024-02-20 Almina Bešić, Christian Hirt, Zijada Rahimić
Purpose This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used. Design/methodology/approach Drawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition
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Not a single path to success: alternative HRM configurations for well-performing small and medium-sized hotels Employee Relations (IF 2.688) Pub Date : 2024-02-13 I. Zografou, E. Galanaki, N. Pahos, I. Deligianni
Purpose Previous literature has identified human resources as a key source of competitive advantage in organizations of all sizes. However, Small and Medium-sized Enterprises (SMEs) face difficulty in comprehensively implementing all recommended Human Resource Management (HRM) functions. In this study, we shed light on the field of HRM in SMEs by focusing on the context of Greek Small and Medium-sized
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Do you prefer logging in? The relevance of the experience of telework for well-being Employee Relations (IF 2.688) Pub Date : 2024-02-19 Begoña Urien, Amaya Erro-Garcés
Purpose The swift and unanticipated integration of telework by European companies due to COVID-19 gave rise to distinct features of telework. These attributes underscore the necessity of analysing its impact on employees’ well-being. This paper explores how telework experiences impact well-being by influencing work–life balance and job satisfaction. Additionally, it investigates whether employee preferences
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Firm performance in the midst of the COVID-19 pandemic: the role of perceived organizational support during change and work engagement Employee Relations (IF 2.688) Pub Date : 2024-02-15 Kleanthis K. Katsaros
Purpose By drawing on the perceived organizational support (POS) theory and the extended job demands-resources model (JD-R model), the aim of this study is to investigate the influence of different levels of organizational support during change (i.e. organizational level, supervisory level, coworker level) on firm financial performance and to explore the role of employee work engagement. Design/methodology/approach
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GCC workforce nationalization: what factors contribute to the comprehensive implementation of Qatarization practices? Employee Relations (IF 2.688) Pub Date : 2024-02-15 Said Elbanna
Purpose Most prior literature on the GCC workforce nationalization has focused on a limited set of themes (e.g. nationalization challenges), initiatives (e.g. quota system) and methodology (e.g. qualitative) and none has captured the full range of content associated with its implementation phenomenon resulting in our current incomplete knowledge on it. As one of the first studies on this phenomenon
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The impact of GHRM practices on employee workplace outcomes and organizational pride: a conservation of resource theory perspective Employee Relations (IF 2.688) Pub Date : 2024-02-15 Aiman Niazi, Muhammad Imran Qureshi, Mehwish Iftikhar, Asifa Obaid
Purpose In light of the widely acknowledged significance of GHRM practices, this study improves comprehension pertaining to GHRM practices and employee workplace outcome relationships. Drawing on the conservation of resource (COR) theory, the association between GHRM practices and employee workplace outcomes, namely green commitment and thriving at work, was explored, with a specific focus on the mediating
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Managing human capital in major league soccer: an empirical study of internal development and external acquisition Employee Relations (IF 2.688) Pub Date : 2024-02-14 Christopher M. Harris, Lee Warren Brown, Mark B. Spence
Purpose This study examines factors that influence organizations’ choices of an internal human capital development strategy and an external human capital acquisition strategy. The human resource architecture indicates that organizations will use different human capital acquisition strategies. Following the resource-based view, human capital theory and the human resource architecture, we examine factors
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Evaluating the employer branding mix model: a study in the Spanish healthcare sector Employee Relations (IF 2.688) Pub Date : 2024-02-12 M. Luisa Rayón, Marina Romeo, Montserrat Yepes-Baldó, Sefa Boria-Reverter
Purpose This research examines the applicability of the Employer Branding (EB) Mix model developed by Rayón et al. (2022), one of the few empirically validated models, to promote organizational commitment within the context of the Spanish healthcare sector. Design/methodology/approach A questionnaire was administered to 310 employees of a national company in the Spanish healthcare sector. Several multiple
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Industrial relations, the New Right and the praxis of mismanagement Employee Relations (IF 2.688) Pub Date : 2024-01-29 Tony Dobbins, Tony Dundon
Purpose The purpose of the article is to outline the insights provided by Alan Fox in Man Mismanagement in relation to the rise of the New Right political economy and the spread of unitarist managerialism. The article assesses the contemporary work and employment relations implications of mismanagement arising from a “second wave” of the New Right ideology from 2010 in the UK. Design/methodology/approach
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Pluralism and corporate governance reform Employee Relations (IF 2.688) Pub Date : 2024-01-26 Chris Rees
Purpose The article considers the utility of a pluralist perspective in the context of current debates around UK corporate governance reform. Oxford School pluralism advanced both a description of how industrial relations (IR) operated in practice plus a prescription for how it should operate. Whilst economic conditions are different today, a pluralist framing provides not only a useful way of understanding
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The impact of justice perceptions of performance appraisal practices on job satisfaction and intention to stay: the mediating role of job engagement Employee Relations (IF 2.688) Pub Date : 2024-01-26 Ram Shankar Uraon, Ravikumar Kumarasamy
Purpose This study examines the direct impact of justice perceptions of performance appraisal practices (procedural, distributive, interpersonal and informational justice) on job satisfaction, intention to stay and job engagement. Further, it investigates the effect of job engagement on job satisfaction and intention to stay. Moreover, the study tests the mediating role of job engagement on the impact
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The search for training and skill improvement of seasonal workers in tourism Employee Relations (IF 2.688) Pub Date : 2024-01-23 Vincenzo Fasone, Giulio Pedrini, Raffaele Scuderi
Purpose The paper aims at assessing the role of the different stages of the employment process in gauging workers' willingness to upskill themselves at the end of a seasonal employment contract by investing in further training. Design/methodology/approach The paper analyses data from a dedicated survey administered to a sample of seasonal employees. Through a regression analysis it explores the different
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Understanding why do we stay in our jobs? A bibliometric and content analysis of job embeddedness in the past two decades (2001–2021) Employee Relations (IF 2.688) Pub Date : 2024-01-19 Shubh Majumdarr, Shilpee A. Dasgupta
Purpose Job embeddedness is considered crucial for organizational success, as it promotes social capital and helps to reduce turnover. A holistic review of job embeddedness remains elusive despite gaining researchers' and practitioners' attention. Therefore, this study aims to synthesize the past literature to understand the concepts and emerging themes in the domain. Further, it helps identify future
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Employee corporate social responsibility and well-being: the role of work, family and culture spillover Employee Relations (IF 2.688) Pub Date : 2024-01-12 Ester Ellen Trees Bolt, Stephen T. Homer
Purpose Considering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being. Design/methodology/approach Self-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using
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The role of social partners in facilitating return to work: a comparative analysis for Belgium and Italy Employee Relations (IF 2.688) Pub Date : 2024-01-12 Ilaria Armaroli, Mehtap Akgüç
Purpose This study explores how social partners contribute to the successful return to work (RTW) of individuals affected by chronic diseases, employing the framework of actor-centred institutionalism. Design/methodology/approach This paper adopts a comparative case study methodology to assess the role of social partners in the workplace (re-)integration of people with chronic disease in Belgium and
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Work–life balance: Does leadership matter? Employee Relations (IF 2.688) Pub Date : 2024-01-10 Kareem Folohunso Sani, Toyin Ajibade Adisa
Purpose The extant literature on work–life balance (WLB) has generally overlooked the interrelationship between leadership and WLB. Does leadership have any impact on employees' use of WLB policies and practices? To answer this question, this article considers the social exchange theory as well as transformational and transactional leadership in an investigation of the impact of leadership on WLB.
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Motivating, developing and retaining talent through job enrichment: an exploration of “side-of-desk” projects in a corporate environment Employee Relations (IF 2.688) Pub Date : 2023-12-25 Carla Thomas, Lisa Rowe, Neil Moore
Purpose Global talent shortages, new skill demand and rising numbers of unfilled posts are fuelling an increasingly challenging job market, exacerbated by economic uncertainty and transformational digital change. Seeking creative solutions in response, the authors examine talent management’s (TM) theoretical and conceptual foundations, specifically the identification and selection of talent and TM
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Aligning expectations with real-world experiences: a talent management study on the restaurant industry in Finland Employee Relations (IF 2.688) Pub Date : 2023-12-22 Niko Cajander, Arto Reiman
Purpose Skilled workers are crucial for an organization’s success, and managing, retaining and attracting them is vital in long-term. This study aims to explore talent management practices in the Finnish restaurant industry and to align workers' expectations with the real-world experiences of their work to reduce turnover and enhance job satisfaction. Design/methodology/approach The study adopts a
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UK higher education staff's mental health and wellbeing during Covid-19 Employee Relations (IF 2.688) Pub Date : 2023-12-15 Rasha Kassem, Fotios Mitsakis
Purpose This paper examines the impact of the COVID-19 pandemic on the mental health and wellbeing of academic and professional Higher Education (HE) staff in the UK. Design/methodology/approach A mixed-method survey questionnaire was sent to almost 300 UK HE staff to secure qualitative and quantitative data to enable data triangulation. Findings The study found an adverse impact on academic and professional
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Organizational factors determining LGBT disclosure: an analysis of the Brazilian context Employee Relations (IF 2.688) Pub Date : 2023-12-07 Alan Bandeira Pinheiro, Nágela Bianca do Prado, Gustavo Hermínio Salati Marcondes de Moraes, Wendy Beatriz Witt Haddad Carraro
Purpose This study investigated the impact of some determinant organizational factors on disseminating LGBT information in Brazilian companies in 2019. Design/methodology/approach The study is exploratory and has a quantitative approach, which uses secondary data from the CSR Hub database 2019 of publicly traded Brazilian companies. For constructing the LGBT disclosure metric, the authors took the
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Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries Employee Relations (IF 2.688) Pub Date : 2023-12-04 Vaida Jaškevičiūtė, Tibor Zsigmond, Szilárd Berke, Nemanja Berber
Purpose The objective of this research is to explore the relationship between person-organization fit and employee well-being in the context of uncertainty across three Central European countries: Lithuania, Slovakia and Hungary. Design/methodology/approach This study employed a survey-based approach to gather primary data from Lithuania, Slovakia and Hungary, resulting in a total of 1,140 respondents
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Impact of employee well-being on performance in the context of crisis-induced remote work: role of boundary control and professional isolation Employee Relations (IF 2.688) Pub Date : 2023-11-16 Akanksha Jaiswal, Neethu Prabhakaran
Purpose COVID-19 forced employees to work remotely. Since this shift from physical to remote working was sudden and unprecedented, the authors aimed to examine the impact of employee well-being on performance in the context of remote work. Further, the authors explored how feelings of professional isolation and employees' control over their personal and professional boundaries (i.e. boundary control)
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Should I stay or should I go: how pay secrecy influences turnover intentions Employee Relations (IF 2.688) Pub Date : 2023-11-14 Shelly Rodrigue, Susie Cox
Purpose The purpose of this study is to extend the pay communication literature by examining the relationship between pay secrecy and turnover intentions with the inclusion of mediators. This study further analyzes the influence pay secrecy and organizational trust have on three key employee attitudinal variables that are directly related to turnover intentions. Design/methodology/approach The data
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“If only these conversations had happened in induction.” Influencing employee aspiration with action learning-led inductions in the Big Four Employee Relations (IF 2.688) Pub Date : 2023-11-14 Deborah Callaghan, Helen Collins
Purpose This paper explores employee experiences of induction in the Big Four accountancy firms to understand how induction influences new recruits' career aspirations. Design/methodology/approach Using Bourdieusian sociology, this article adopts an interpretivist multi-method approach through focus groups and semi-structured interviews with 28 newly appointed accounting professionals. The study defines
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Workers’ voice from the triangular employment relationship lens: towards a conceptual framework Employee Relations (IF 2.688) Pub Date : 2023-11-10 Kabiru Oyetunde, Rea Prouska, Aidan McKearney
Purpose This paper examines the circumstantial state of mediated work to develop a conceptual framework exemplifying the determinants of voice of workers in triangular employment relationships. These workers are in work context involving two or more firms – agency/platform and clients/client firms. Design/methodology/approach Paralleling employee voice research in the triangular employment relationship
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Understanding the link between HRM and innovation in SMEs through a multi-level approach Employee Relations (IF 2.688) Pub Date : 2023-11-09 Ludivine Adla, Virginie Gallego-Roquelaure
Purpose From a relational perspective, this research aims to answer the following question: How can human resource management (HRM) and innovation in small and medium-sized enterprises (SMEs) be articulated at different levels through gift/counter–gift relationships? Design/methodology/approach The authors' longitudinal and exploratory study was conducted in an innovative SME that constitutes an “emblematic”
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High-performance work systems and proactive behavior: the mediating role of customer-oriented behavior Employee Relations (IF 2.688) Pub Date : 2023-10-30 Makoto Matsuo
Purpose Although high-performance work systems (HPWS) have been shown to promote employees' proactive behavior, only a limited number of studies have examined this process. This study explores how HPWS promote proactive behavior through learning goal orientation (LGO) and customer-oriented behavior (COB). Design/methodology/approach A questionnaire survey was conducted with 279 healthcare workers in
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What does the performance appraisal approach tell us about the organizational culture's basic assumptions? Employee Relations (IF 2.688) Pub Date : 2023-10-24 Batia Ben-Hador
Purpose Performance appraisal (PA) is an organizational practice whose ultimate goal is to improve employee performance. This goal can be achieved using two approaches: the administrative approach, which emphasizes materialistic incentives and rewards excellent performers, and the developmental approach, which focuses on employee personal and professional development. The literature points out that
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Trade unions and institutional power resources in the United Kingdom Employee Relations (IF 2.688) Pub Date : 2023-10-23 Mike Rigby, Miguel Angel García Calavia
Purpose The paper examines the approach of United Kingdom (UK) Trade Unions to the use of institutional power resources (IPR) in the second half of the twentieth century. Design/methodology/approach Using secondary material, it examines the unions' approach to IPR in three cases; collective bargaining; worker representation and trade union structure. Findings The paper concludes that unions did not
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Resistance exercise: competition, coopetition and collective action among self-employed personal trainers in the UK Employee Relations (IF 2.688) Pub Date : 2023-10-24 Geraint Harvey, Jia Li, Daniel Wintersberger
Purpose The article explores the potential for self-employed personal trainers (SEPTs) to resist exploitation by gyms, with a focus on the attitudes of SEPTs towards trade unions and collective action. Design/methodology/approach This article is based on a multiple-method study with qualitative data drawn from participant observation and interviews and quantitative data from a questionnaire survey
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“Who am I? What am I doing?” The impact of the COVID-19 pandemic on work identities Employee Relations (IF 2.688) Pub Date : 2023-10-16 Mani Pillai
Purpose As every day work is central to people's lives and events serve as significant contextual factors, examining what impact the coronavirus disease 2019 (COVID-19) pandemic restrictions had on knowledge workers warrants further investigation. The author's research question investigated how employees in the London Insurance Market had made sense of their work identities during a period of mandated
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Organization justice, knowledge sharing and employees' innovative behavior: evidence from the knowledge-intensive industry Employee Relations (IF 2.688) Pub Date : 2023-09-27 Toan Khanh Tran Pham
Purpose Encouraging employees to display innovative behavior at the workplace is the need of all enterprises in this competitive era of the modern business environment. The study aims to explore the mediating role of knowledge sharing in the relationship between organizational justice and innovative behavior among employees working in the information technology (IT) industry in Vietnam. Design/methodology/approach
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Talent retention challenges among non-family talented individuals: multiple case studies of family SMEs in Jordan Employee Relations (IF 2.688) Pub Date : 2023-09-27 Mohammad Alzbaidi, Abdallah Abu Madi
Purpose This study explores the influence of Wasta, informal social network on the retention of non-family talented employees in family-owned SMEs in Jordan. Despite the increased attention received by talent management (TM) in the last decade, limited attention has focused on family-owned-SMEs. This study demonstrates while resource-based view explains how human capital provides sustainable competitive
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The perceptions of diversity management and employee performance: UAE perspectives Employee Relations (IF 2.688) Pub Date : 2023-09-26 Mohamed Osman Shereif Mahdi Abaker, Lindsey Kemp, Boo Yun Cho, Louise Patterson
Purpose The purpose of this article was to investigate the employee perceptions of diversity management and employee performance. To achieve this, employee respondents’ perceptions and perspectives have been tested, and findings are discussed. Design/methodology/approach To address this study's purpose, survey data were collected from 250 employees of two organizations in the United Arab Emirates (UAE)
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Quantum accountability: when does enough become too much in top pay decision-making? Employee Relations (IF 2.688) Pub Date : 2023-09-25 Susan Shortland, Stephen J. Perkins
Purpose The purpose of this paper is to examine how and why individuals involved in executive remuneration (top pay) decision-making consider quantum as being appropriate rather than excessive, theorised under the rubric of accountability. Design/methodology/approach In-depth interviews were conducted with non-executive directors (NEDs) serving on remuneration committees (Remcos), institutional investors
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Exploring the relationship between generational diversity and knowledge sharing: the moderating role of workplace intergenerational climate, boundary-spanning leadership and respect Employee Relations (IF 2.688) Pub Date : 2023-09-11 Swati Hans, Abdul Mohammad Nayeem, Sitamma Mikkilineni, Ritu Gupta
Purpose The current article investigates the impact of generational diversity on knowledge sharing and group performance. It, further, explores the moderating effects of intergenerational climate, boundary-spanning leadership, and respect in facilitating greater knowledge sharing and enhanced group performance. Design/methodology/approach The authors applied partial least square structural equation
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Roads to recovery in remote working. Exploration of the perceptions of energy-consuming elements of remote work and self-promoted strategies toward psychological detachment Employee Relations (IF 2.688) Pub Date : 2023-09-05 Heini Pensar, Liisa Mäkelä
Purpose This paper examines an employee's recovery process in the remote-working context. It explores which elements of remote work are energy-consuming for employees and what action they can take to instigate the essential recovery strategy of psychological detachment. Design/methodology/approach The study adopts a qualitative research approach based on 89 semi-structured interviews with employees
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Diversity and inclusion in employer branding: an explorative analysis of European companies' digital communication Employee Relations (IF 2.688) Pub Date : 2023-08-25 Maria Giovanna Confetto, Aleksandr Ključnikov, Claudia Covucci, Mara Normando
Purpose The study aims to investigate the usage of diversity and inclusion (D&I) signals in communications for employer branding through digital channels made by European companies. Design/methodology/approach A quali-quantitative content analysis approach was employed to detect the usage of D&I signals of the top 43 European companies ranked in the 2021 Refinitiv Diversity and Inclusion index. These
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Exploring Indian working mothers' transition to involuntary telecommuting Employee Relations (IF 2.688) Pub Date : 2023-08-28 Shahina Javad, Priyanka Nema, Nimit Chowdhary
Purpose During the COVID-19 pandemic, many working mothers in India adopted involuntary telecommuting work option for the first time. However, no research explored their adjustments and experiences in the new work setting. This paper aims to gain an in-depth understanding of Indian working mothers' lived experience of involuntary telecommuting. Design/methodology/approach A phenomenological research
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Work-life balance policies and organizational financial performance: a scoping review Employee Relations (IF 2.688) Pub Date : 2023-08-22 Zuzana Opatrná, Jakub Prochazka
Purpose Work-life balance (WLB) policies have become a popular topic in both academic literature and organizations. However, previous studies in this area have provided mixed results, and the impact of WLB policies on various indicators of organizational financial performance remains unclear. There has been no comprehensive review that synthesizes the current state of knowledge and indicates future
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Experiences lived by international nurses concerning professional integration and interpersonal relationships in the workplace: qualitative research Employee Relations (IF 2.688) Pub Date : 2023-08-24 Ana Luiza Ferreira Aydogdu, Ulku Baykal
Purpose The recruitment of international nurses has been used for a long time to address the global nurse shortage. In 2012, the employment of international nurses was released in Turkey. Cultural differences can hinder interpersonal relationships, and fostering strong interpersonal relationships among nurses in the workplace is known to have a positive impact on productivity, job satisfaction and
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The key role played by innovation in the talent management and organizational performance relationship Employee Relations (IF 2.688) Pub Date : 2023-08-22 Roberto Luna-Arocas
Purpose The key aspect of this study is the mediating role of innovation in the relationship between talent management (TM) and organizational performance (OP). Design/methodology/approach A structural equation model with AMOS software is used to gauge the impact of TM on innovation and OP. In this regard, innovation is the mediating variable of the model. The author uses Hayes PROCESS macro for SPSS
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Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagement Employee Relations (IF 2.688) Pub Date : 2023-07-28 Laura Innocenti, Silvia Profili, Alessia Sammarra
Purpose This study aims to examine the role that four distinct bundles (developmental, utilisation, maintenance and accommodative) of HRM practices play in enhancing work engagement among chronically ill employees, and to analyse whether perceptions of discrimination on the grounds of illness can affect these relationships. Design/methodology/approach The data were collected through a quantitative
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‘Tis the season: enhancing the workplace holiday party Employee Relations (IF 2.688) Pub Date : 2023-07-28 Michael Tews, John Michel, Ethan Kudler, Sydney Pons
Purpose The annual holiday party is a long-standing tradition in many organizations, yet academic research has largely left the holiday party unexamined. The present study sheds light on this significant social event by exploring what factors help differentiate successful events from less successful ones. Design/methodology/approach First, the authors developed a taxonomy of characteristics of good
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Sustainable HRM, training for employability and organizational outcomes: the moderating role of competitive intensity Employee Relations (IF 2.688) Pub Date : 2023-07-18 Mattia Martini, Egidio Riva, Elisabetta Marafioti
Purpose The present study connects the literature on sustainable HRM with that on employability to investigate the relationship between sustainability-oriented human resource actions and organizational outcomes. More specifically, this study explores how training for employability affects the employer–employee relationship and employee retention. Furthermore, this study considers competitive intensity
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When workplace humour turns into conflict: exploring HR practices in the case of conflict management Employee Relations (IF 2.688) Pub Date : 2023-07-06 Qiandan Liao, Jenna Pandeli
Purpose Although humour and conflict are popular topics in management, little attention has been paid to the negative effects of humour in terms of how workplace humour could turn into unexpected conflicts. From the perspective of conflict management, human resources (HR) need to better understand this dynamic transition process. The purpose of this research is to explore the transition from humour
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Human resource management, quality of patient care and burnout during the pandemic: a job demands-resources approach Employee Relations (IF 2.688) Pub Date : 2023-06-27 Andrés Salas-Vallina, Justo Herrera, Yasin Rofcanin
Purpose Based on the job-demands resources model, this study examines the potential of human resource management practices to simultaneously improve physicians' burnout and quality of patient care during the COVID-19 pandemic. Design/methodology/approach Drawing on a sample of 499 physicians working in specialised medical units, structural equation models through PLS-SEM was used to check the proposed
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The nail in the coffin? Pandemic and social dialogue in Poland Employee Relations (IF 2.688) Pub Date : 2023-06-16 Jan Czarzasty, Adam Mrozowicki
Purpose In the context of debates on the role of social partners in shaping anti-crisis policies, the article explores the developments of social dialogue in Poland following the outbreak of the pandemic. The central research question is whether the crisis has helped to revitalise social dialogue or has it further revealed its weaknesses that were apparent before it. Design/methodology/approach The
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An exploration of the practices of locational flexibility in developing economies: insights from the Nigerian higher education sector Employee Relations (IF 2.688) Pub Date : 2023-06-05 Chima Mordi, Hakeem Adeniyi Ajonbadi, Olatunji David Adekoya, Emeka Smart Oruh
Purpose This study explores the practices of locational flexibility in the Nigerian higher education sector. It examines the realities of remotely organising and managing academics' teaching and administrative workload, especially during the COVID-19 pandemic. Design/methodology/approach Relying on the interpretative paradigm, the dataset consists of semi-structured interviews with 92 professionals
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Determinants of job insecurity during COVID-19: quantitative insights from the Romanian labor market Employee Relations (IF 2.688) Pub Date : 2023-06-02 Mihai Stelian Rusu, Adela Elena Popa, Livia Dana Pogan, Giorgian Ionut Gutoiu
Purpose Following the COVID-19 pandemic, the issues related to job insecurity became even more prominent than before. This paper sets out to identify the determinants of job insecurity in the context of the COVID-19 pandemic among Romanian workers, a topic than was scarcely addressed in previous studies. Design/methodology/approach Based on a representative sample at the national level (N = 744), the
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Managing mental health problems in the workplace: are small businesses different? Employee Relations (IF 2.688) Pub Date : 2023-05-31 Annie Irvine, Jane Suter
Purpose This study addresses a gap in evidence on small employer experiences of managing mental health problems in the workplace. The authors gathered first-hand experiences of small business managers to empirically investigate how the small business context affects the management and support of mental health problems in the workplace, and the practice implications that arise. Design/methodology/approach
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Coming to work with an illness: the role of high-involvement work systems and individual competence on presenteeism Employee Relations (IF 2.688) Pub Date : 2023-05-31 Md Shamirul Islam, Muslim Amin, Feranita Feranita, Jonathan Winterton
Purpose This paper aims to examine the effect of high-involvement work systems (HIWSs) on completing work and avoiding distraction as two dimensions of presenteeism. It also investigates competence as a mediator of the effect of HIWS on presenteeism. Design/methodology/approach Data were collected from 343 Bangladeshi bank employees using an online survey. The partial least squares-structural equation
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The tail that wags the dog: lessons from the UK's independent unions for class struggle trade unionism Employee Relations (IF 2.688) Pub Date : 2023-05-30 Vera Weghmann
Purpose This article examines in what way strategies of new independent trade unions in London – that achieved pioneering, victories to end outsourcing – offer learning opportunities for more established trade unions. It proposes to (re-)encourage a culture of class struggle trade unionism. The article builds on existing research that outlined the organising practices of these independent trade unions
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Development of Gulf Cooperation Council human resources: an evidence-based review of workforce nationalization Employee Relations (IF 2.688) Pub Date : 2023-05-25 Said Elbanna, Shatha M. Obeidat, Heba Younis, Tamer H. Elsharnouby
Purpose This study aimed to contribute to the field of Human Resource Management (HRM) by providing a critical review of existing scholarly research and a thematic analysis of the workforce nationalization domain in the Gulf Cooperation Council (GCC) countries. To strengthen the literature on this topic, it seeks to identify key gaps and areas for further exploration. Design/methodology/approach A
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A hostile work climate and workplace bullying: reciprocal effects and gender differences Employee Relations (IF 2.688) Pub Date : 2023-05-16 Michael Rosander, Denise Salin
Purpose In this paper the authors argue that organizational climate and workplace bullying are connected, intertwined and affect each other. More precisely, the focus of the present study is how a hostile climate at work is related to workplace bullying. A hostile work climate is defined as an affective organizational climate permeated by distrust, suspicion and antagonism. The authors tested four
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Critical exploration of AI-driven HRM to build up organizational capabilities Employee Relations (IF 2.688) Pub Date : 2023-05-05 Nicole Böhmer, Heike Schinnenburg
Purpose Human resource management (HRM) processes are increasingly artificial intelligence (AI)-driven, and HRM supports the general digital transformation of companies' viable competitiveness. This paper points out possible positive and negative effects on HRM, workplaces and workers’ organizations along the HR processes and its potential for competitive advantage in regard to managerial decisions
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From snapshot to movie: decomposing the minimum wage effects on employment into hirings and separations Employee Relations (IF 2.688) Pub Date : 2023-04-28 Mónica Jiménez Martínez, Maribel Jiménez Martínez
Purpose While the effect of the minimum wage (MW) on employment has been widely studied, less is known about its impact on hirings and separations. Whereas the adverse effects of MW on hiring are quite familiar, results of studies indicating reductions in separations are less expected. This study aims to bridge the gap between theory and practice by performing a meta-analysis, which allows for understanding