British Journal of Industrial Relations最新文献_第2页

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2025-01-14 DOI: 10.1111/bjir.12871

David G. Blanchflower, Alex Bryson

引用次数: 0

The New Situation of Chinese Labor: Changes and Challenges in Labor Relations’—An In-Depth Analysis of Labour Relations and Labour Rights Protection 中国劳动的新形势：劳动关系的变化与挑战——对劳动关系与劳动权利保护的深度分析

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-24 DOI: 10.1111/bjir.12870

Ye ChuanZhi

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Trade Unions and Life Satisfaction in Germany 德国工会与生活满意度

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-19 DOI: 10.1111/bjir.12861

Björn Becker, Laszlo Goerke, Yue Huang

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Does Voice Gap Influence Workers’ Job Attitudes and Well-Being? Measuring Voice as a Dimension of Job Quality 声音差距是否影响员工的工作态度和幸福感？测量声音作为工作质量的一个维度

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-18 DOI: 10.1111/bjir.12866

Yaminette Díaz-Linhart, Thomas Kochan, Arrow Minster, Dongwoo Park, Duanyi Yang

{"title":"Does Voice Gap Influence Workers’ Job Attitudes and Well-Being? Measuring Voice as a Dimension of Job Quality","authors":"Yaminette Díaz-Linhart, Thomas Kochan, Arrow Minster, Dongwoo Park, Duanyi Yang","doi":"10.1111/bjir.12866","DOIUrl":"https://doi.org/10.1111/bjir.12866","url":null,"abstract":"<p>This article investigates worker voice as a dimension of job quality and examines its link with job-related outcomes. We refine and test a multi-measure concept of the ‘voice gap’ to capture how much influence workers expect to have compared to what they actually have on a set of work-related issues. Analysing a survey of 1307 American workers, we find that workers distinguish between a voice gap on issues related to their own interests (‘worker-issues voice gap’) and those related to their employing organization's interests (‘organizational-strategy voice gap’). Even after controlling for other dimensions of job quality, a larger voice gap is statistically associated with lower job satisfaction and well-being, as well as higher levels of burnout and turnover intention. Additionally, we find that worker-issues voice gap has a stronger and more significant effect than an organizational-strategy voice gap. Based on these results, we recommend incorporating the voice gap measure in future worker voice research and as a practical tool for evaluating voice as a dimension of job quality.</p>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 3","pages":"429-444"},"PeriodicalIF":2.2,"publicationDate":"2024-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/bjir.12866","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144751642","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Appraisal Process, Merit Pay and Performance: Evidence From a Longitudinal Survey of School Teachers in England and Wales 评估过程、绩效工资和绩效：来自英格兰和威尔士学校教师纵向调查的证据

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-18 DOI: 10.1111/bjir.12869

David Marsden, Lisa A. Sezer

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Research Handbook on Human Resource Management and Disruptive Technologies 人力资源管理与颠覆性技术研究手册

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-17 DOI: 10.1111/bjir.12868

Valerio della Sala

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Structural Unfairness or Disrespect and Misrecognition? Theorising the Pathway Between Feelings of Injustice and Collective Mobilisation Among Precarious Migrant Workers 结构性不公平还是不尊重和误解？不稳定农民工的不公正感受与集体动员之间的路径理论化

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-11 DOI: 10.1111/bjir.12867

Andrea Borello

{"title":"Structural Unfairness or Disrespect and Misrecognition? Theorising the Pathway Between Feelings of Injustice and Collective Mobilisation Among Precarious Migrant Workers","authors":"Andrea Borello","doi":"10.1111/bjir.12867","DOIUrl":"https://doi.org/10.1111/bjir.12867","url":null,"abstract":"<div>\u0000 \u0000 <p>Industrial relations scholars have long been concerned with theorising collective mobilisation among workers, and it is well-established that workers’ feelings of injustice can spark collective mobilisation. However, no attempts have to date been devoted to understanding how migrants experience feelings of injustice, although various other attempts have been made to theorise migrant worker collectivism. Through empirically founded field work in three sectors, this article contributes to theorise collective mobilisation among precarious migrant workers by combining Kelly's mobilisation theory with Tapia and Alberti's multi-level approach to intersectionality. It starts from the premise that collective mobilisation begins with shared feelings of injustice and offers novel evidence to migrants’ experiences with injustice in contexts of intersecting precarity. Using a conceptual prism that distinguishes between restorative and retributive forms of justice, I show that although migrants are subject to distinct structural unfairness, they rarely ascribe retribute, class-based struggles for justice as a cause for mobilisation. Rather, migrant workers mainly express feelings of injustice through disrespect and misrecognition resembling a restorative justice logic. These findings offer conceptual clarification to Kelly's mobilisation theory and can potentially move future research forward to a more nuanced understanding of the intersections between feelings, contexts of precarity and collective mobilisation.</p>\u0000 </div>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 3","pages":"413-426"},"PeriodicalIF":2.2,"publicationDate":"2024-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144751454","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Enabling Inclusion: An Analysis of Positive and Negative Outcomes of Discretionary Work Arrangements for Employees With Disabilities 促进包容：残障员工自由裁量工作安排的正面与负面结果分析

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-05 DOI: 10.1111/bjir.12862

Jonathan E. Booth, Daniela Lup

{"title":"Enabling Inclusion: An Analysis of Positive and Negative Outcomes of Discretionary Work Arrangements for Employees With Disabilities","authors":"Jonathan E. Booth, Daniela Lup","doi":"10.1111/bjir.12862","DOIUrl":"https://doi.org/10.1111/bjir.12862","url":null,"abstract":"<p>While it is well-known that employees with disabilities have significantly more negative work experiences compared to other employees, research geared towards understanding how employers could improve some of these experiences is still underdeveloped. To advance this research agenda, this study investigates links between five distinct types of discretionary arrangements (work discretion, scheduling discretion, part-timing, homeworking and pay for individual performance), and outcomes related to work experiences and the wellbeing of employees with disabilities (job satisfaction, perception of fairness, recognition, motivation, engagement, work stress and work-life interference). To explore these links, we use data from the European Working Conditions Survey (2015). We find that not all work arrangements that increase discretion at the workplace have a positive impact on employees with disabilities and that some can be especially detrimental. By unpacking the multiple ways in which various types of discretion at the workplace affect employees with disabilities, this study not only makes a theoretical contribution but also provides employers who aim to improve the working experiences of employees with disabilities with some empirical evidence to help them take more inclusive actions.</p>","PeriodicalId":47846,"journal":{"name":"British Journal of Industrial Relations","volume":"63 3","pages":"394-412"},"PeriodicalIF":2.2,"publicationDate":"2024-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/bjir.12862","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144751481","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Labour Share and Corporate Financialization: Evidence From Publicly Listed Firms 劳动份额与公司金融化：来自上市公司的证据

IF 2.2 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-03 DOI: 10.1111/bjir.12864

Alexander Guschanski, Özlem Onaran

引用次数: 0

Power to Win: The Living Wage Movement in Aotearoa New Zealand 胜利的力量：新西兰奥特罗阿的生活工资运动

IF 1.3 2区管理学

British Journal of Industrial Relations Pub Date : 2024-12-02 DOI: 10.1111/bjir.12865

Calum Carson

引用次数: 0