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Human Resource Management (HRM), Industrial Relations, Labor Law (Indian business context), Organizational Behavior, Trade Union and Employer-Employee Relationship.

Academic students (MBA and BBA), management trainees, HR managers and top management of organizations interested in understanding the importance HRM practices.

This case describes an Industrial Relations situation in an automobile company in India. It begins with the mention of Maruti Suzuki India Limited's (MSIL) brush with an unprecedented labor violence that rocked its Manesar facility on July 18, 2012, eventually leading to the lock out of the same on July 21, 2012. Further, it describes the background of the company, employer-employee relationship, a series of strikes experienced by the company, incidents that led to the violence, incidents that happened on the day of violence and finally actions taken after the violence by the company, the government and the union. With such details, the case raises questions on the prolonged people management issues afflicting MSIL. It endeavors to educate the discussants on the specifics of an industrial relations system and the role of each actor toward maintaining industrial peace.

Understanding the role of actors of industrial relations toward effective HRM in the organization. Analyzing the compliance of the actors under the existing labor laws as applicable to the organization. Comprehending the attitude of employees, employers and industry toward each other and also toward the job. To understand the nuances of people management function and its contribution toward the violence that eventually resulted in lockout. To comprehend various organizational behavior concepts that shall help synergize the employees' objectives and employer's goal. To analyze the complete incident with relevant organizational and industrial relations (IR) theories.

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The purpose of this paper is to develop and validate a new measure of gender equality at male-dominated workplaces, allowing quantitative analyses of men's beliefs about gender-based inequality at work.

The present paper examines a questionnaire developed from qualitative interviews based on grounded theory methodology and designed to assess men's beliefs about gender inequality. A 23-item version of the Men's Polarized Gender Thinking Questionnaire (MPGQ) was completed by a sample of 220 men from three different male-dominated organizations in Sweden. Recommended psychometric testing procedures were conducted.

Confirmatory factor analysis supported a six-factor model of male attitudes to gender-based inequality: different views on success, stereotypical gender roles – different jargons, benevolent sexism, conscious of gender order, conscious of the male norm system and strategies for gender equality at work. The final model showed acceptable fit to data. All six factors were positively intercorrelated.

It was concluded that the MPGQ provides a useful tool for further studies of men's sometimes polarized views of gender equality in male-dominated workplaces. Hence, MPGQ may allow researchers and practitioners to go deeper in their understanding of persistent and often hidden gender-based inequality at work.

Equality plans are difficult to fulfill if people do not know on which subtle mechanisms the concept gender-based inequality is founded. The MPGQ illustrates how they are manifested at a specific workplace. Because of the scarcity of this type of workplace measures, this study may make a contribution of concern to the literature. By measuring these sometimes polarized beliefs, management strategies aiming at decreasing barriers to gender equality at work could become more accurate and efficient.

One non‐traditional area of banking is workplace banking – the provision of banking services to company employees at their place of work. Describes a part of the research work carried out by a Canadian trust company, Montreal Trust, to assess the feasibility of offering such a service to a major corporation, Bell Canada. Reports the results of a series of focus group interviews among employees and members of the Bell Canada management team. The research sought to ascertain whether workplace banking would be attractive to employers and employees, what features of the service would be most attractive to them, and to what extent employees would be likely to utilize the service. The results were in general positive. Outlines a preliminary marketing strategy developed to address factors based on key success factors suggested by the service.

The purpose of this paper is to: consider the extent to which recent research in industrial and organizational (I&O) psychology has examined the symbiotic relations between organizations and society; review the societal changes affecting organizations and individuals; and offer directions for future research.

Two researchers reviewed and categorized topics published in the key journals in the field during the period 2008‐2010 including: Journal of Applied Psychology (JAP), Personnel Psychology (PPsy), Organizational Behavior and Human Decision Processes (OBHDP), and the Journal of Managerial Psychology (JMP). There was considerable agreement on the categorization of topics in the journals.

The results of the review revealed that the majority of topics published in these journals focused on enhancing organizational effectiveness, and relatively few studies concentrated on social issues. In particular, 21 percent of articles in JAP and PPsy, 12 percent of articles in OBHDP, and 56 percent of articles in JMP emphasized social issues.

Only four journals in the field were reviewed, and a more thorough review of research in all journals is needed.

The review has implications for understanding the impact of societal changes on organizations and individuals, and for developing new human resource policies and practices.

The review indicated that more research is needed on social issues.

The paper adds unique value to the literature because it stresses the symbiotic relation between organizations, and society, highlights the importance of social issues, and offers directions for future research.

This paper seeks to analyze government survey data on what concerns leisure and hospitality employers most when considering hiring people with disabilities, as well as what hiring practices best alleviate these concerns. Special attention is to be given to the theory of planned behavior in these aims.

US government survey data of leisure and hospitality employers' perspectives were disaggregated and examined using F‐, T‐, and Z‐tests.

Employee abilities and workplace accommodations raised substantial concerns, while financial incentives and practices addressing workplace attitudes were seen as especially helpful solutions. Employer concerns toward hiring varied significantly by employer size, with employers with more workers being more likely to hire those with disabilities than those with fewer workers.

Future research should work to overcome limitations inherent in the source data used by further disaggregating business types within the leisure and hospitality industry, and to examine how socio‐demographic factors impact employer perceptions.

This is the first study to statistically test and apply the theory of planned behavior to the most recent nationally representative and randomized survey data of leisure and hospitality employer perceptions on hiring people with disabilities.

The purpose of this paper is to examine and summarize the findings of a survey carried out to identify the role of a human recourse manager in Lithuanian organisations today, emphasizing that the role of a human resource (HR) manager should focus on the facilitation of individuals' learning.

The methodology of this study includes a critical and systemic analysis of available literature on the subject as well as quantitative research, which was completed in 2006‐2007. The following methods are used: analysis of recent legal and political educational documents, the questionnaire comprising of open and closed type questions.

It is found that researchers emphasise the diversity of sub‐roles that a human recourse manager is expected to perform in organisations. It can be concluded that in Lithuanian organisations, the role of a HR manager is comprised of the following functions: to support and organise learning in organisations that is related to professional development in specific professional fields; to support and also organise learning in organisations that is related to opportunities for upward mobility (promotion); to negotiate and maintain good relations with the system of formal education (various institutions within it), as members of organisations still highly value formal education as a preferred context for learning; to inform employees about the opportunities for learning at all levels, with emphasis on those holding lower positions, since employees in lower positions reported not having received information about possibilities to learn, or employees do not considered these opportunities designed for them; to encourage employees, especially in lower positions, to use the available opportunities for learning, as employees in those positions need additional support and investment and to expect that a HR manager will support and facilitate learning for pursuing personal interests.

As only members of organisations in the Klaipeda District (one of ten administrative districts in Lithuania) took part, this may be considered as the primary limitation of the study.

The findings could be used to design procedures for educating professionals to perform the role of HR manager in contemporary organisations, as well as to develop study programs of HR managers for initial education in HE.

A targeted study enables an informed identification of the attitudes of members of organisations towards the perceived role of HR managers and the support for learning in organisations.

This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations. Moreover, this study identifies the research gaps by investigating the review of ER’ mediating and moderating variables and the relationship between ER and sustainable organizations.

This study is based on the systematic literature review methodology involving 257 studies in the final stage. The Scopus and Google Scholar databases with search criteria “employee relations” and “employee relations and sustainable organization” were used to achieve the research objective. After applying inclusion and exclusion criteria, researchers come to the distribution of the articles based on the subthemes, geographical region, types of methods, top authors with affiliation and complete research articles based on the citation. In the final stage, this study concluded with the conceptual model comprising mediators and moderators of ER as well as the mediating and moderating variables of the relationship between ER and sustainable organizations.

The reviewed literature shows that employee relation is an optimal strategy for retaining employees via proper disclosure of human resources (HRs) and ER Index. This study included the top six publishers, namely, Emerald, Elsevier, Sage, Springer, Taylor and Francis and Wiley Online Library, to do an exhaustive review on a specific topic. The findings indicate that after COVID-19, the ER index, HR disclosures and the sustainability of ER are among the new and required paradigm shifts needed to manage a crisis impact and perform productively. The mediator and moderator variables that can improve employee–employer relationships are organizational trusts, organizational justice, perceived job satisfaction, organizational structure and firm ownership. On the other hand, variables that mediate and moderate the relationship between ER and sustainable organizations are organizational climate, organization trust, organization culture, perceived organization support, psychological empowerment, firm ownership, leadership behavior and attitude, respectively. The findings concluded that harmonious and cordial ER are pertinent in building sustainable organizations and accomplishing organizational goals.

The mediating and moderating variables that have been identified can be helpful for enthusiastic researchers in contributing to empirical research. Practitioners and managers can use the findings in making an effective organizational model that develops good employee–employer relationships and helps create a culture of trust and harmony. This study focuses on exploring the variables of ER, which strengthens employee–employer relationships and supports organizations to stay agile and attain sustainability to endure in the future.

This study insights on the specific mediating and moderating variables of ER and sustainable organizations. Till date, studies exploring constructs of ER and sustainable organizations are still in deficit. Better employee relation reflects and leads to a more resilient organization. Future researchers should explore the connection between pandemics and ER which is done insufficiently in the present time.

This paper focuses on the possibilities of the long‐term development of flexible working as a work‐life policy, through understanding the power dynamics between the individual and the organisation. The study presents a framework which summarises the factors influencing the employee‐employer power dynamics, and leads us to the research questions. The methodology involves triangulation in case studies in two organisations based on surveys of representative samples in each organisation (n = 243 and n = 128) and interviews with the management. Findings support the long‐term development of employee‐friendly flexible working. There is a strong desire, and a lack of polarisation of attitudes, among employees for greater flexibility. Certain employee groups with stronger negotiating power have initiated the work‐life debate, but in doing so, they have increased the power of all employees through lowering ideological barriers, and creating knowledge of new possibilities and aspirations. Favourable external pressures and changing business needs also improve the position of employees.

This paper aims to investigate perceptions of the employees on decent work and explore the path how employees, employers, social partners and public policymakers contribute to a united response to the implementation of sustainability dimensions to foster community cohesion and promote common vision.

The survey was conducted in country of Kosova and aimed to target respondents under employment relationship at the time of the survey administration. Respondents were categorized into two groups: those working in the public sector and the ones working in the private sector. The sample consisted of 580 respondents. Descriptive statistics, reliability measures and Person correlation coefficient were used for data analysis.

The results showed that strong positive correlation is found between having rights of employees protected and safety at workplace; equal treatment at workplace and receiving a fair pay; the positive impact of social partners and protection of employees; and finally, efforts of government to create conditions for decent work and its active support of decent employment.

To the best of the authors’ knowledge, this research topic is among the first studies in country that has been developed at the Universum International College as one of the constituting research themes deriving from the Institution’s research plan on sustainability. It explains the multiform and multifold ways through which decent work may be promoted as common vision between employees, employers, social partners and public institutions.

Compares attitudes regarding the ethical use of computers in samples of business students from universities in the United States and Australia. Finds that the two groups are statistically significantly different on 17 of the 26 ethics questions. Results show that significant differences in attitudes towards property and privacy issues exist; attitudes toward ethics in employee‐employer relations were not significantly different. In general, students in Australia tend to take ethical positions supporting greater freedom of action for computer users, while students in the United States take more restrictive positions.