Employee Relations最新文献

{"title":"Impact of employee well-being on performance in the context of crisis-induced remote work: role of boundary control and professional isolation","authors":"Akanksha Jaiswal, Neethu Prabhakaran","doi":"10.1108/er-08-2022-0384","DOIUrl":"https://doi.org/10.1108/er-08-2022-0384","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>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) moderated the well-being and performance link. The authors invoke the equity theory and boundary theory to augment their hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>With 218 full-time employees representing large information technology organisations in India, the authors tested the hypothesised relationships using regression and double moderation in the PROCESS macro.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results indicate that well-being has a significant positive impact on employee performance as they worked remotely. Further, the authors found that professional isolation and boundary control moderated the link between well-being and performance such that when boundary control is high and professional isolation is low, the aforementioned relationship strengthened and vice versa.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The authors extend the boundary theory as the crisis-induced remote work highlighted the employees' need for deploying alternating boundary management styles to balance their personal and professional lives.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Organisations must develop flexible work policies to facilitate remote work and managers must efficiently craft the overall management of professional isolation and employees' boundaries to boost their well-being and performance.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The authors not only examine the impact of employee well-being on performance in the context of remote work but also, in a first, examine the role of boundary control and professional isolation in this relationship.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"51 15","pages":""},"PeriodicalIF":3.4,"publicationDate":"2023-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138503089","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":"“If only these conversations had happened in induction.” Influencing employee aspiration with action learning-led inductions in the Big Four","authors":"Deborah Callaghan, Helen Collins","doi":"10.1108/er-03-2023-0120","DOIUrl":"https://doi.org/10.1108/er-03-2023-0120","url":null,"abstract":"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 newly appointed as those who have experienced induction within the last two years of their employment. Findings The study's findings challenge the authenticity of induction from a shared employee consensus. It cites contagious spin, regarding career progression opportunities espoused during induction, at odds with the reality of work, ultimately contributing towards unfulfilled employee aspiration. As current strategies suggest that the intersection between employee aspiration and employer provision in the accountancy profession, is too broad, this study argues for more collaborative inductions. In addition, it proposes that accountancy firms should re-evaluate their current strategies and co-construct more authentic inductions that benefit all stakeholders to develop a stronger psychological contract that positively influences employee aspiration. Research limitations/implications The paper posits action-learning as a solution to address employee aspiration in induction campaigns in the accountancy profession. Practical implications As aspiration is the genesis of motivation and engagement, this study’s findings suggest that the use of an action-learning ethos in induction activities may provide an opportunity to explore the complexities of employee socialisation and provide a voice to new recruits attempting to influence any tensions or disappointment that may arise, as unmet career aspirations emerge. Originality/value The paper posits action learning as a solution to address employee aspiration in induction campaigns in the accountancy profession.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"6 7","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136229447","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":"Should I stay or should I go: how pay secrecy influences turnover intentions","authors":"Shelly Rodrigue, Susie Cox","doi":"10.1108/er-01-2023-0032","DOIUrl":"https://doi.org/10.1108/er-01-2023-0032","url":null,"abstract":"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 were collected from participants that were recruited using Mechanical Turk, yielding a sample size of 496. Structural equation modeling (SEM) was used to analyze the hypotheses. Findings Findings demonstrate pay secrecy positively influences turnover intentions. This relationship is double-mediated by organizational trust with organizational cynicism, organizational disidentification, and job embeddedness. All hypotheses were supported. Practical implications This research shows that pay secrecy has negative effects on employee attitudes and behaviors. Based on the findings of this study, organizations should take steps toward pay openness to avoid employees becoming distrustful and more cynical of the organization, boost feelings of being embedded, and deter organizational disidentification. Originality/value This study contributes to the pay communication literature by further explaining the pay secrecy–turnover intentions relationship with the inclusion of mediators that have shown mixed results or have not been previously analyzed to the researchers' knowledge. Specifically, organizational trust, organizational cynicism, organizational disidentification, and job embeddedness were examined as mediators. Previous research has shown mixed results for the influence pay secrecy has on organizational trust, with some studies demonstrating pay secrecy to have a positive effect and others a negative effect. This study demonstrates support for pay secrecy's negative relationship with organizational trust.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"5 5","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136229285","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":"Can female executives improve employment relations outcomes? Empirical evidence from China with gender implications","authors":"Fang Yuan, Fang Lee Cooke, Xiaozhen Fang, Fansuo An, Yiming He","doi":"10.1108/er-01-2023-0001","DOIUrl":"https://doi.org/10.1108/er-01-2023-0001","url":null,"abstract":"Purpose Despite the growing research interest in gender diversity, the presence of female executives and organizational outcomes, the relationship between female executives and employment relations outcomes remains under-researched. This study aims to examine the potential relationship between female executives and employment relations outcomes, with the gender gap as a focus. Design/methodology/approach A cross-sectional survey was used to collect data from 2,682 workers from 119 manufacturing firms in Guangdong Province, southern China. Findings Results show that firms with female executives are more likely to comply with labor laws and promote staff development. The association between female executives and promotion opportunities is stronger for female employees than for male employees. However, there is no significant association between female executives and employee salaries. Originality/value This research contributes to employment relations literature and extends the application of social role theory to studies of employment relations in particular societal contexts. This study also provides possible boundary conditions for the existence of queen bee behavior by using data from Chinese factories.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"52 46","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134993519","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":"Workers’ voice from the triangular employment relationship lens: towards a conceptual framework","authors":"Kabiru Oyetunde, Rea Prouska, Aidan McKearney","doi":"10.1108/er-02-2023-0095","DOIUrl":"https://doi.org/10.1108/er-02-2023-0095","url":null,"abstract":"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 context, the authors theorised the influencing forces at four levels to propose 12 distinct antecedents of triangular workers' voice. External level (2) – legal employer ambiguity and legal regulation and protection; employment context level (3) – availability and presence, assignment duration and autonomy; firm level (3) – institutional complexity, cost and control and governance structure conflicts; individual level (4) – perceived relative equity, voice skill, self-identity and transition opportunity. Findings The triangular workers' voice determinants framework provides a comprehensive outlook on how the external, employment context, firm and individual forces influence voice of workers in triangular employment relationships. Research limitations/implications Emanating from the framework are propositions that can be empirically tested for validation. Hence, as with conceptual papers, this paper is limited by non-empirical testing. Practical implications Managers of workers in these employment relationships should be cognizant of the different levels of forces that can influence their voice. Originality/value This paper contributes to the employee voice literature by presenting a four-level framework that demonstrate a holistic view of how triangular workers' voice is influenced.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"111 14","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135137673","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":"Understanding the link between HRM and innovation in SMEs through a multi-level approach","authors":"Ludivine Adla, Virginie Gallego-Roquelaure","doi":"10.1108/er-12-2022-0538","DOIUrl":"https://doi.org/10.1108/er-12-2022-0538","url":null,"abstract":"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” case. The data were gathered from diverse sources: 2 life stories, 21 semi-structured interviews, observations and documentary analyses. Findings The results provide a dynamic view of the relationship between HRM and innovation through multi-level analysis. The authors consequently propose a three-step process: freeing up, mobilizing and rethinking gifts. Originality/value This article examines how to articulate HRM and innovation in SMEs through gift/counter-gift theory. This relationship is analyzed from a relational and multi-level perspective.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":" 7","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135192939","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":"Boundaryless career orientation and Internet professionals' grievance strategies: evidence from China","authors":"Xiaojing Zheng","doi":"10.1108/er-12-2022-0551","DOIUrl":"https://doi.org/10.1108/er-12-2022-0551","url":null,"abstract":"Purpose This article aims to examine the role of boundaryless career orientation in influencing Internet professionals' strategies toward workplace problems in China's Internet companies, which feature prominent problems including excessive overwork. It addresses one question: how do Chinese Internet professionals make grievance strategies? Design/methodology/approach This article draws on qualitative data based on semi-structured, in-depth interviews with 134 employees from 6 representative Chinese Internet companies. The data were collected during 2018-2021 and analyzed with a grounded theory approach. Findings This article highlights the role of boundaryless career orientation in explaining Chinese Internet professionals' strategies toward workplace grievances. The author develops a comprehensive model to illustrate how boundaryless career orientation influences four grievance strategies namely, strategic compliance, exit, dissent expression and resistance that correspond to four different motives to advance the professionals' boundaryless career: learning, transferring, relieving and resolving. Internet professionals choose different grievance strategies based on how each option can benefit their boundaryless career goals. Originality/value This article is one of the first to bring in boundaryless career orientation as a key factor in explaining Chinese Internet professionals' grievance strategies. It provides a fuller picture than previous studies by showing wide varieties of professionals' grievance behaviors. The finding of high-level boundaryless career orientation among Internet professionals offers insights on how companies can improve employment relations by improving career management practices.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"278 ","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872857","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":"High-performance work systems and proactive behavior: the mediating role of customer-oriented behavior","authors":"Makoto Matsuo","doi":"10.1108/er-07-2022-0317","DOIUrl":"https://doi.org/10.1108/er-07-2022-0317","url":null,"abstract":"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 nursing homes. Structural equation modeling was conducted to test the hypotheses. Findings The results show that HPWS positively influenced proactive behavior through COB and that HPWS positively influenced proactive behavior through LGO and subsequently through COB. The findings indicate that COB is vital in linking HPWS to proactive behavior in healthcare service organizations. Originality/value The results suggest that HPWS provide job resources that enable health care workers to take initiatives to change their work environment through performance management, incentive systems and training programs. This study is the first to identify the mediating role of COB in linking HPWS to proactive behavior.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"35 9","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136105258","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":"What does the performance appraisal approach tell us about the organizational culture's basic assumptions?","authors":"Batia Ben-Hador","doi":"10.1108/er-04-2023-0221","DOIUrl":"https://doi.org/10.1108/er-04-2023-0221","url":null,"abstract":"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 organizations cannot utilize both approaches at the same time, but the reason for this is vague. Therefore, the research purpose is to bridge this gap by exploring the basic assumptions behind the administrative and developmental PA approaches as part of the hidden layers of organizational culture. Design/methodology/approach A qualitative document analysis (QDA) was used to analyze 124 Israeli organizations' PA forms and employee reports. Findings The organization's PA approaches were diagnosed as a first step in revealing the reason for the inability to use both approaches simultaneously. In the next step, it was revealed that organizational culture assumptions are the reason for the contradiction of the PA approaches. Eventually, McGregor's theory X is the basic assumption behind the administrative approach, and theory Y is the assumption behind the developmental approach. Since these two approaches contradict each other, it explains the difficulty of using both approaches simultaneously. Originality/value This study dives into the hidden levels of organizational culture and attempts to bridge a long-standing but still current research gap, as well as extend and refine organizational culture and performance appraisal theories.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135273255","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":"Resistance exercise: competition, coopetition and collective action among self-employed personal trainers in the UK","authors":"Geraint Harvey, Jia Li, Daniel Wintersberger","doi":"10.1108/er-04-2023-0207","DOIUrl":"https://doi.org/10.1108/er-04-2023-0207","url":null,"abstract":"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. The data were collected in 2018. Findings The potential for individual resistance to exploitation among SEPTs is limited. However, attitudes towards a collective response were largely positive, albeit there is certainly no consensus agreement on the value of trade unions. The logic of coopetition is applied to explain the issues on which trade unions might organize SEPTs. Research limitations/implications The study suggests coopetition as an organizing logic for highly individualized self-employed workers in intense proximal competition with one another. However, the research presented in this article was undertaken with a unique group of solo self-employed workers. Further study is required to demonstrate the applicability of these findings. Practical implications The commercialization of work poses a threat to traditional employment and trade unions. It is crucial that trade unions represent the interests of all workers by focusing on workers who do not traditionally form the vanguard of its membership (e.g. dependent workers and the falsely self-employed). The study illustrates the way in which trade unions can organize micro-entrepreneurs. Social implications Coopetitive representation whereby micro-entrepreneurs collaborate to resist exploitation while remaining independent has the potential to change the perspectives and values of entrepreneurs. Originality/value The article assesses the potential of organizing a highly individualized and competitive self-employed worker. Coopetitive representation is presented as distinct from other approaches to representation and as a means of trade union revitalization.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"2021 19","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135219398","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}