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This paper aims to describe the role of human resource management (HRM) in targets' coping with workplace bullying.

The paper draws on a study rooted in van Manen's hermeneutic phenomenology, conducted with agents working in international facing call centres in Mumbai and Bangalore, India. Exploring targets' lived experiences, conversational interviews and sententious and selective thematic analyzes were undertaken.

Targets' experiences were captured by the core theme of “protecting my interests” which subsumes four themes, experiencing confusion, engaging organizational options, moving inwards and exiting the organization. The findings highlight targets' attempts to deal with the experience of bullying, relying on their personal and social resources as well as on organizational options in order to ensure that their emotional well‐being, task‐related performance and long‐term career goals were not hampered by victimization. Participants' endeavours displayed two prominent features: the presence of turning points and the critical role of HRM in influencing multiple facets of the experience.

The study achieves theoretical generalizability but further research is needed to establish statistical generalizability.

The engagement of HRM as a truly unitarist ideology, the development of effective employee redressal mechanisms and the relevance of pluralist approaches and collectivization endeavours emerge as crucial areas for application.

In addition to breaking new ground in empirically uncovering the organization's etiological role in workplace bullying, going beyond the existing work‐environment hypothesis and organization as bully conceptualization, the findings provide a new perspective on targets' exit coping response. To the authors' knowledge, workplace bullying has not been studied in India.

The year 1988 marks a special anniversary for Russia. Exactly 1,000 years ago Christianity was officially introduced into Russia from Byzantium. This was accomplished when, in 988, Prince Vladimir of Kiev ordered a mass baptism of the Russian people

The purpose of this manuscript is to examine the negotiations of health among low-wage migrant workers in Singapore amidst the COVID-19 outbreaks in dormitories housing them. In doing so, the manuscript attends to the ways in which human rights are constituted amidst labor and communicative rights, constituting the backdrop against which the pandemic outbreaks take place and the pandemic response is negotiated.

The study is part of a long-term culture-centered ethnography conducted with low-wage migrant workers in Singapore, seeking to build communicative infrastructures for rights-based advocacy and interventions.

The findings articulate the ways in which the outbreaks in dormitories housing low-wage migrant workers are constituted amidst structural contexts of organizing migrant work in Singapore. These structural contexts of extreme neoliberalism work catalyze capitalist accumulation through the exploitation of low-wage migrant workers. The poor living conditions that constitute the outbreak are situated in relationship to the absence of labor and communicative rights in Singapore. The absence of communicative rights and dignity to livelihood constitutes the context within which the COVID-19 outbreak emerges and the ways in which it is negotiated among low-wage migrant workers in Singapore.

This manuscript foregrounds the interplays of labor and communicative rights in the context of the health experiences of low-wage migrant workers amidst the pandemic. Even as COVID-19 has made visible the deeply unequal societies we inhabit, the manuscript suggests the relevance of turning to communicative rights as the basis for addressing these inequalities. It contributes to the extant literature on the culture-centered approach by depicting the ways in which a pandemic as a health crisis exacerbates the challenges to health and well-being among precarious workers.

Marxism‐Leninism has played an instrumental role in the achievement and consolidation of a hitherto unparalleled concentration of power by the Communist Party of the Soviet Union. The key aspects of this ideology are: (1) the concept of a Vanguard Party led by professional revolutionaries which possesses the true Marxist class consciousness unattainable by the workers themselves; and (2) Lenin′s distinction between strategy and tactics. While the ultimate strategic goal is the worldwide overthrow of capitalism, the tactical steps by which this goal is to be achieved must continuously be adapted to the prevailing requirements of time, place and circumstances. There is no indication, so far, that perestroika represents the abandonment of the strategic goal of world revolution; rather, it is one more tactical response to the newest and most severe Soviet crisis. Like past “reforms”, it is aimed at saving the power of the Communist Party and the new class it has created.

Performance‐related pay (PRP) has grown in importance in the 1980s and is likely to continue growing. The reasons for this growth are examined: labour market factors, changes in organisational objectives, fairness in payment initiatives, weakening of collectivisation, and “fashion”. Problems associated with PRP are also explored. It is argued that PRP has a capacity to subvert the purposes for which it is intended by distorting pay structures, creating unfairness in reward systems and harming team spirit. PRP also detracts from the value of other performance appraisal objectives. Some of the problems inherent in measuring individual job performance are also considered.

The chapter elaborates how organizational governance can optimally address workplace bullying, a synergy possible because organizational governance seeks to promote ethical functioning while workplace bullying is considered an unethical behavior. Through its suggestions, the chapter aims at furthering employee dignity and well-being, cohering with international calls for human rights at work.

A review of two literatures was conducted: (a) workplace bullying differentiated on the basis of its situatedness and level into internal bullying – of an interpersonal and depersonalized nature – and external bullying; and (b) organizational governance including its theoretical perspectives, especially the societal lens, and international, national, and firm codes.

Several organizational governance measures at institutional level – both international and national in scope – and at firm level are proposed to deal with varieties of workplace bullying encompassing primary, secondary, and tertiary prevention. Accordingly, a shift in organizational effectiveness from goal-based models to process-oriented frameworks so that economic and non-economic objectives are balanced, following the stakeholder approach, is advocated. The political dynamics involved in such an initiative are alluded to.

Application, drawing on secondary rather than primary data, is the essential thrust of the chapter, with recommendations anchored in organizational governance, particularly its societal perspective, conceptualized to address workplace bullying in a holistic manner.

First, despite the clear relevance of organizational governance to workplace bullying, the prospect of interventions from this standpoint has never been previously explored. Second, the term “varieties of workplace bullying” is propounded to capture the different types of emotional abuse at work known so far.

This study aims to investigate the reasons for the shutdown of a mobile night market during the COVID-19 pandemic. Lack of tourists was obviously one of the causes but social reasons must also exist. The study investigates territoriality, collectivization and human relations in urban social spaces which are essential for the sustainability of a market than solely short-term profit and unconnected customers.

In this study qualitative methods are used, including reviewing contents, semi-structured interviews with vendors and customers, and informant interviews.

Drawing from urban space theories, this paper argues that trendy markets catering for diverse market segments sustain their business. Once the market has shifted away from local Thai customers to main tourists, it loses its base and becomes vulnerable in territoriality negotiation.

The findings and model provide practice information for local authorities, town planners and night market operators in the design of open-air marketplaces. Such knowledge pinpoints the importance of connecting place and people in order to sustain a business.

Studies on mobile marketplaces are rare. The findings address the “detaching” process and consequence from the perspective of place attachment.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-04-2021-0218

Gorbachev′s book Perestroika is used to explain why the author believes the new policy of restructuring of the Soviet economy cannot and will not work. The policies of Perestroika are introduced and evaluated and the existing socio‐economic system presented. At the end of this sceptical Western analysis, it is concluded that the policy is cosmetic restructuring and Gorbachev′s downfall, like Khruschev′s, is assured.

This paper has the aim of revisiting the works of Beatrice and Sidney Webb in the field of industrial relations and assessing their intellectual contributions to the study of the labour market, unions and collective bargaining in Britain.

The paper discusses the Webbs' studies of trade union history and union organisation, policy and methods that were first published at the end of the nineteenth century.

In refuting critiques of unions in the market economy by English classical and neo‐classical economists, and drawing on the ideas of the German school of historical economics, the Webbs incorporated organised labour into mainstream economic and political thought. Their major theoretical propositions were to set out an “agency model” of trade unions and an advanced system of democracy, in politics and at work, which unions would play a major part in promoting. In justifying the collectivisation of the employment relationship, the Webbs provided the intellectual foundations of the pluralist‐institutional model of industrial relations, which was built upon by other scholars following the end of the World War II. Their prediction that collective bargaining would decline in importance, as democracy matured, and be replaced by legal regulation, has taken place for reasons unforeseen by themselves.

The value of this paper is its reassessment of the Webbs' contribution to theory in the field and to the British collectivist tradition of industrial relations.