Employee Relations最新文献

{"title":"Reframing: a feminist reflection on Alan Fox","authors":"Anne-marie Greene, Heather Connolly, Deborah Dean","doi":"10.1108/er-01-2024-0033","DOIUrl":"https://doi.org/10.1108/er-01-2024-0033","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper contributes to the broad aim of this special issue, reflecting on the relevance of the writing of Alan Fox to the contemporary industrial relations field. It offers an original reflection from a feminist perspective on Fox’s classic insights around frames of reference.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We concentrate on Beyond Contract, Work, Power and Trust Relations (1974a) and Man Mismanagement (1974b, 1985) as the texts setting out Fox’s influential frames of reference theory, before moving on to subsequent literature in the field making use of Fox’s frames. In undertaking this review from a feminist perspective, we specifically look at the extent to which work considers standpoint, gender relations and political engagement. We draw further on wider feminist scholarship within industrial relations, critical race theory and intersectionality perspectives.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Despite the concept of inequality forming the core of Fox’s analyses, there is a lack of attention to gender or to other diversity strands in his work and, notwithstanding the weight of feminist scholarship within the industrial relations field since, this neglect has been carried forward into subsequent use of Fox’s work. We argue there is space for the frames to be interpreted and used in ways that leave space for attention to feminist concerns and call on academics to approach their use of Fox from a more critically-informed perspective.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The paper’s argument has implications for the field of industrial relations in terms of conceptual understanding and methodological approaches. With space, it would have been useful to apply our revised understanding of Fox’s key concepts to empirical cases.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Greater clarity in what constitutes “unitary” and “pluralist” perspectives and categories will help employment relations actors.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>We present a novel feminist re-framing of Fox’s work, providing new understandings of the strengths, weaknesses and applicability of the frames of reference within contemporary industrial relations research and practice. We advocate for methodological and scholarly approaches which advance theoretical and empirical justice in the field, moving beyond gender to draw on critical race theory and intersectionality frameworks.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"49 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141746287","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The new pluralism: interests, identity and social change","authors":"Patrick McGovern","doi":"10.1108/er-09-2023-0449","DOIUrl":"https://doi.org/10.1108/er-09-2023-0449","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The paper reviews Fox’s frames of reference against subsequent changes in the composition of the labour force, shifts in social values and the arrival of the politics of identity.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A close reading of the frames of reference is placed in the context of Fox’s writing on the search for managerial legitimacy. That search is then considered in relation to the subsequent revolution in equal opportunities and contemporary efforts to promote equality, diversity and inclusion (EDI).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>At the core of Fox’s frames lies the fundamental question of whether employers accept trade unions as a legitimate expression of employee interests. Changes in the composition of the labour force and the related arrival of identity politics has led to the emergence of a new set of interests based on social identity. These interests exist because of state legislation, social pressure from campaign groups and the awareness of the right to equal treatment regardless of gender, race, sexuality etc. It follows that the emergence of these identity-based interests means that employers are all pluralists now. This new pluralism has the ideological challenge of gaining approval not only from employees but also from the public in a world where errant employers are vulnerable to hashtag activism.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>By revisiting Fox’s frames of reference, and emphasizing the role of employee interests, the paper shows that Fox's original insights on managerial authority and the need for “legitimising sentiments” are still relevant even if his frames are now outdated.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"15 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141744129","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Work in the platform economy: a systematic literature review","authors":"Raavi Masta, Pavni Kaushiva","doi":"10.1108/er-12-2023-0638","DOIUrl":"https://doi.org/10.1108/er-12-2023-0638","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>With the increasing global popularity of the gig economy encompassing freelancers, online platform workers, self-employed, on-call workers and other temporary contractual workers, this study aims to review research focusing on the gig economy to explore the nuances of working in various alternative work arrangements. We aim to enhance the understanding of existing literature and highlight underexplored areas for future research.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A systematic literature review of 258 studies based on gig economy and gig work was conducted. It follows systematic search criteria and SPAR-4-SLR protocols. The analysis uses different gig worker profiles given by Watson <em>et al</em>. (2021) to categorize studies, followed by thematic analysis to identify patterns in the literature.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Our analysis of studies on gig economy shows that the majority of existing literature is based on gig service providers. Within this literature subset, major areas of study are work conditions, financial conditions, emergence and role of collectives, the impact of algorithmic management and the impact of rise of the gig economy on entrepreneurship. There is little research focusing on gig goods providers, gig data providers, agency gig workers and traditional gig worker profiles. More focus is also needed on emerging markets and markets transitioning to the gig economy.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Differing from reviews that have attempted to define gig work and workers, we focus on literature on the lived experiences of gig workers. By reviewing studies on different gig worker profiles, we are able to highlight future research directions for pointed sample sets and comparative underexplored areas.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"35 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141746276","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Is the future of work hybrid? Examining motivations and expectations related to working from home in knowledge workers' lived experiences","authors":"Maggie Boyraz, Rosemarie Gilbert","doi":"10.1108/er-09-2023-0478","DOIUrl":"https://doi.org/10.1108/er-09-2023-0478","url":null,"abstract":"&lt;h3&gt;Purpose&lt;/h3&gt;\u0000&lt;p&gt;This study explores the topic of remote work and the changing motivations to working from home after the COVID-19 pandemic-induced exposure to working from home. It examines the effects of that forced work from home (WFH) experience on subsequent motivations for continuing part or all of that changed mode of working. In this study, the authors examine the perspective of front-line knowledge workers regarding the motivation to WFH based on their lived experiences.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Design/methodology/approach&lt;/h3&gt;\u0000&lt;p&gt;Self-determination theory (SDT) provided the theoretical basis for the study (Ryan and Deci, 2000, 2017). The authors employed semi-structured individual and group interviews (with 28 participants) and explored the following questions: How has the competence aspect of motivation to WFH changed due to the shift that occurred during the pandemic? How has the relatedness aspect of motivation to WFH changed due to the shift that occurred during the pandemic? How has the autonomy aspect of motivation to WFH changed due to the shift that transpired during the pandemic?&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Findings&lt;/h3&gt;\u0000&lt;p&gt;The findings show that there was a change from an extrinsic motivation based on external factors to one that is more intrinsic, or internal, in nature for knowledge workers who experienced the switch to working from home during the COVID-19 pandemic. The study makes an important contribution by developing a theoretical model based on SDT (Ryan and Deci, 2000, 2017) in the context of WFH. In the first phase (Phase 1), workers experienced many transitional challenges due to the suddenness and intensiveness of the shift. However, over time workers adapted and adjusted (we refer to this as Phase 2 in our model). Ultimately, all three aspects of SDT – competence, relatedness and autonomy – increased motivation to work from home. However, we also found some factors that act as demotivators to knowledge workers for embracing remote work such as those involving career advancement and the expectation of voice. Despite these moderating factors, the overall progression toward the desire to WFH, at least on a hybrid basis, has continued after adjusting to the forced experience of telecommuting during the pandemic.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Originality/value&lt;/h3&gt;\u0000&lt;p&gt;The contribution of this study is to disaggregate the short-term effects of the sudden transition, to the longer-term effects after adaption and adjustment occurred, and to connect that to a new perspective on work by employees. It does this by extending SDT to the context of motivation regarding work from home. The COVID-19 pandemic provided experience of and opportunities for telework to more employees and changed many of their expectations and motivations. By looking at front-line knowledge workers’ expectations and motivations related to home-based work, we can better understand the increased demand by workers for hybrid work schedu","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"73 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141719099","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Job insecurity amid the COVID-19 pandemic and beyond: a systematic review and research agenda","authors":"Himanshu Gupta, Rajib Lochan Dhar","doi":"10.1108/er-09-2023-0491","DOIUrl":"https://doi.org/10.1108/er-09-2023-0491","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The catastrophic effects of the COVID-19 pandemic have considerably impacted the labour market and increased job insecurity among workers. This study systematically reviews the literature on job insecurity conducted in the context of the COVID-19 pandemic with three key objectives. First, to identify the key antecedents of job insecurity during the pandemic. Second, to identify the outcomes associated with job insecurity during the pandemic. Third, to identify the underlying boundary conditions that strengthened or alleviated the association between the antecedents of job insecurity and its associated outcomes.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study followed PRISMA 2020 guidelines for the selection and inclusion of scientific literature by systematically searching five electronic databases, namely, Scopus, ScienceDirect, PubMed, Web of Science and Psych Info.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>A perception of health-related risks, negative economic consequences and organizational restructuring during the pandemic were the primary factors contributing to job insecurity among workers. The consequences encompassed detrimental impacts on health and well-being, proactive measures undertaken by employees to alleviate the threat of job loss, and a variety of tactics employed to cope with stress arising from job insecurity. The boundary conditions elucidate the factors that alleviated job insecurity among workers and influenced both their work and non-work outcomes.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This is the first systematic review summarizing the literature on employees' experiences with job insecurity amid the COVID-19 pandemic. Based on a systematic review, this study provides doable steps that HR managers can take to effectively manage job insecurity among workers, particularly during a crisis.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"16 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141613718","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Talent management in small and medium-sized enterprises: towards an integrative multilevel approach in the French context","authors":"Kousay Abid, Sabrina Loufrani","doi":"10.1108/er-12-2023-0634","DOIUrl":"https://doi.org/10.1108/er-12-2023-0634","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This research seeks to unveil an integrative perspective on talent management (TM) in small and medium-sized enterprises (SMEs), particularly through a multilevel approach and within the French context. Drawing on dynamic capability theory and focusing on French SMEs as a rich domain for multilevel studies, the research aims to elucidate how these enterprises operationalize TM while addressing and integrating their distinct capabilities and requirements, internal dynamics and challenges.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Through an integrative study based on a qualitative approach, we collect data from 15 French SMEs. In total, 20 semi-structured interviews with individuals from different levels, managing and working in SMEs, were conducted and analyzed thematically to identify patterns across all SMEs. Companies and interviewees represented a variety of sectors such as telecommunication, high-tech, circular economy, etc.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We present an integrative multilevel approach through TM in French SMEs, describing how SMEs operationalize TM. Across three main levels (organizational, collective and individual) and key SMEs’ capabilities, our results underscore the significance of top management commitment capabilities and SMEs' assessment capabilities, the involvement of line managers in facilitating strategic agility and cultivating the talent ecosystem and the outcomes of TM in driving SMEs' reconfiguration, extending beyond mere TM-level integrations and articulations. We address these findings for foreign SMEs intending to enter the French context and SMEs’ actors on the importance of contextual issues and level articulations while calling for future research focusing on group-level and managers’ roles in TM.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This article moves the TM research towards an integrative multilevel view in SMEs as a fertile ground for studying multilevel TM. As part of recent studies on TM in French SMEs within the broader European competitive context, it expands the integrative approach in SMEs by accommodating the unique requirements, the multilevel dynamics and the challenges that they encounter with TM, especially when compared to multinational enterprises (MNEs).</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"152 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141584783","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Confronting social dominance ideology: how professional women manage career stereotypes in male-dominated occupations","authors":"Babatunde Akanji, Chima Mordi, Hakeem Adeniyi Ajonbadi","doi":"10.1108/er-04-2022-0161","DOIUrl":"https://doi.org/10.1108/er-04-2022-0161","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Using social dominance theory as a conceptual lens, this study explores how female managers and professionals strive to defy the perceived career stereotypes in traditionally male-dominated occupations.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The dataset comprises 30 interviews with female bank managers and senior engineers in Nigeria – a non-Western location and work group – a sample that is considered under-researched.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The qualitative analysis identifies how the interviewed women adopted three strategies in managing gender and career stereotypes, with some expressing concerns of experiencing emotional dissonance as they contend with occupational segregation based on gender.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The extent to which the findings can be generalised may be constrained by the study’s limited sample size. Nevertheless, the findings shed light on the underlying importance of disclosing how working women exert themselves in navigating the social dominance ideology in Nigeria that is notable for extreme gender role differentiation. This often results in an intensification of the efforts made by female professionals in confronting the endemic nature of male chauvinism in Nigerian organisations.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Research on gender and career constraints has, in the main, restricted our understanding of the barriers that Nigerian women face in their careers as a result of the masculine hegemony perpetuated by social dominance. The present study aims to challenge, however, proponents of social dominance by unveiling the mitigating strategies that women living in an inegalitarian society adopt to confront occupational male-group ascendency.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"8 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141567989","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Investigating the primary factors of work happiness in gig workers","authors":"Anjali Tiwari, Saleena Khan, Renju Chandran, Alok Tewari","doi":"10.1108/er-07-2023-0369","DOIUrl":"https://doi.org/10.1108/er-07-2023-0369","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study dwells into the crucial aspects of gig workers' jobs that are absent, with specific focus on the work life of food delivery workers (FDWs) and how it impacts their work happiness.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>To create a conceptual model, 21 delivery workers were first interviewed, and the data gathered were scrutinized. Subsequently, a questionnaire was sent to 493 delivery partners, probing about their opinions of work factors that could affect their level of happiness. The collected data were put to study by the authors using AMOS and SPSS.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Five missing work components were revealed by qualitative investigation. The absence of voice, recognition, career growth, work satisfaction, and dignity at work contributed to unhappiness of the workers. The qualitative analysis was supported by quantitative findings. Additionally, company policy moderated the relationship between absence of voice, absence of career growth, absence of job satisfaction and absence of work happiness.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>To the best of the authors’ knowledge, this is one of the first studies using a mixed-method approach to identify factors contributing to the unhappiness of FDWs in work. The originality of this study also lies in establishing the moderating influence of company policy on the relationship between the absence of voice, absence of career growth, absence of work satisfaction and absence of workplace happiness among the workers.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"35 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141567988","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Team-level HR practices and team engagement: mediating role of team-level psychological capital","authors":"Muhammad Farrukh, Saman Attiq, Muhammad Rafiq, Ali Raza, Nabeel Younus Ansari","doi":"10.1108/er-08-2022-0370","DOIUrl":"https://doi.org/10.1108/er-08-2022-0370","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Although the importance of high-performance work practices to foster individual-level outcomes is well documented, how team-level perception of HPWPs impacts team-level outcomes is not well researched, particularly in the hospitality sector. To fill this research gap, the role of team-level perception of HPWPs in fostering team engagement through team psychological capital is investigated.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A survey was conducted using a structured questionnaire.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The study findings suggest that in the presence of HPWPs, front-line service employees have high psychological resources and are more engaged in performing their organizational tasks.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The hotel management should benefit from high-performance work practices to enhance employees' attachment with their service organizations for exhibiting work engagement.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"79 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141567990","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Shaping the future of work: how labour market intermediaries (LMIs) use institutional work to transition to triadic, project-based employment relationships","authors":"Anna Schneider","doi":"10.1108/er-03-2023-0131","DOIUrl":"https://doi.org/10.1108/er-03-2023-0131","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper identifies how the operations of labour market intermediaries (LMIs) transform dyadic employment relationships into triadic ones. It reveals the change dynamics that LMIs engage in to bring about this transformation and that contribute to the projectification of work.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Drawing on an institutional-work lens and using interview data from both TempX, a German-based staffing service provider, and its client organizations, the analytical framework details the dynamics by which LMIs appropriate various HR tasks and different labour-market-organizing roles and thus create these triadic employment relationships.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>TempX assumes a powerful position between its client organizations and workers by increasingly taking over HR tasks from its client organizations, alternating between profiting from market transactions and engaging as a buyer and seller of labour. This powerful position, gradually created through four distinct, sequential, institutional work dynamics, allows it to transform dyadic employment relationships into triadic ones and to promote project-based work.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>By showing how LMIs capitalize on the multiple services they offer, and how they use these services to establish a powerful position in both the labour market and in their relations with client organizations, this paper contributes to research on how LMIs change their institutional environment. Second, by showing that LMIs switch between different labour-market organizing roles and HR tasks, this paper reveals how essential this switching is for LMIs to establish triadic employment relationships and to drive the projectification of work, and thus it also contributes to research on LMIs’ role in the projectification of work.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"36 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141568204","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}