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1 – 10 of over 4000
Article
Publication date: 3 July 2023

Charlotte Brøgger Bond, Mette Jensen Stochkendahl, Karen Søgaard and Lotte Nygaard Andersen

Health ambassadors are co-workers assigned to facilitate healthy choices amongst the ambassadors'' colleagues and are increasingly used in workplace health promotion. In a…

Abstract

Purpose

Health ambassadors are co-workers assigned to facilitate healthy choices amongst the ambassadors'' colleagues and are increasingly used in workplace health promotion. In a municipality in the southern region of Denmark, occupational health and safety (OHS) representatives were appointed as health ambassadors to facilitate the development of healthy lifestyle initiatives at the ambassadors' workplace and the uptake of various health offers from the municipality's workplace health programme amongst the ambassadors' colleagues. The aim of this study was to understand how employees and managers from the municipality experienced the health ambassador-facilitated implementation of the health programme.

Design/methodology/approach

The study was designed as an interview study with (n = 13) semi-structured interviews. Using purposeful sampling, the authors invited participants who held different positions (e.g. managers and regular employees) on two different work teams in the municipality. The work teams (a construction team and a healthcare team) differed in gender profile and work tasks but were both categorised as physically heavy work. Malterud's systematic text condensation was used to devise the strategy for the analysis.

Findings

The authors' findings show that the employees considered health a private matter that the workplace should not interfere with, and this challenged the implementation of the health programme. Secondly, the health ambassadors were not properly trained to facilitate health initiatives amongst the ambassadors' colleagues; instead, the managers were the driving force in the implementation of health initiatives.

Originality/value

The study provides useful insights into the processes of implementing health in the workplace and emphasises the importance of involving employees in design and planning of initiatives for workplace health promotion.

Details

International Journal of Workplace Health Management, vol. 16 no. 4
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 21 February 2024

Nicolas Aubert, Miguel Cordova and Gonzalo Hernandez

This study aims to investigate how a French multinational enterprise (MNE) is developing employee stock ownership (ESO) in its subsidiaries in Peru and Mexico, both Latin American…

Abstract

Purpose

This study aims to investigate how a French multinational enterprise (MNE) is developing employee stock ownership (ESO) in its subsidiaries in Peru and Mexico, both Latin American countries with deep social and economic inequalities.

Design/methodology/approach

This is a qualitative case study which conducted interviews with representatives of the French MNE and its subsidiaries in Peru and Mexico.

Findings

The employee stock purchase plans offered by the company to its employees support the achievement of the sustainable development goals (SDGs) 1, 8 and 10 in these countries.

Social implications

The authors argue that MNEs could become flagships in the SDG achievement in emerging economies.

Originality/value

By contributing to better workplace outcomes and enhanced corporate performance, ESO is in line with SDG 8. ESO also fulfills SDGs 1 and 10 by allowing employees to build up savings and wealth, whose lack is the main source of inequality and poverty. Reciprocity and binary economics theories explain these relationships.

Details

Critical Perspectives on International Business, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1742-2043

Keywords

Article
Publication date: 25 December 2023

Joseph Blasi, Adria Scharf and Douglas Kruse

This viewpoint will present some statistical information about employee ownership in the US and interpret and analyze this information in order to address the barriers question…

Abstract

Purpose

This viewpoint will present some statistical information about employee ownership in the US and interpret and analyze this information in order to address the barriers question using material from qualitative interviews that the authors have conducted over the last ten years with practitioners in the field. There have been few actual empirical studies that sort out the different barriers to employee ownership. The authors have chosen to focus on employee stock ownership plan (ESOP) in the US because this is the principal example from which people could learn from, and the high prevalence of ESOPs plays an important role in the US. This overview will present interpretations of these interviews with conceptual arguments that cannot always be supported with either overwhelming empirical studies or arguments that conclusively eliminate one or other explanation. This is an initial attempt to bring some comprehensive treatment and data to this incipient discussion. This is based on an interpretive analysis of qualitative interviews without quantification or social survey methods used for measurement. The advantage of this approach is that it lays out a completely different level of analysis of the barriers to employee ownership in the US that is “closer to the ground” and more based in the views of front-line practitioners who are actually implementing it.

Design/methodology/approach

Analysis and interpretation of qualitative interviews.

Findings

The list of barriers that has been identified is not exhaustive. The preliminary conclusions are that (not necessarily in this order) limitations of investment banking models, poor supportive infrastructure, complexity and cost and regulatory issues, the lack of support by political parties and social movements, the sale of companies due to financial considerations and legal complexities and lack of clarity and resistance by Federal agencies are major barriers in the US. Various sectors of Wall Street has been amenable to employee ownership with the proper government and private sector support. What is needed now is a series of quantitative surveys and qualitative interviews of retiring business owners in closely held companies and of CEOs and CFOs in stock market companies in order to gauge the barriers that they believe are blocking their own action in the employee share ownership area. The Rutgers Institute for the Study of Employee Ownership and Profit Sharing is working on such a research agenda at this time. In addition, with the future size of the US employee ownership sector at stake, a more intensive one-year interview project would make sense in order to present these different explanations to key actors and practitioners and ask them to provide evidence to prove or disprove the relevance of the different barriers.

Research limitations/implications

Empirical research which can resolve which barriers are more important than others is presented, when possible; however, studies that provide metrics to compare different barriers are not available and need to be carried out.

Practical implications

Other countries considering employee ownership policies can learn from the US experience. US policymakers and legislators can learn from an original, recent discussion of barriers.

Social implications

If employee ownership sectors are to be developed, a careful discussion of barriers is most relevant.

Originality/value

Original document by the authors based on original interviews.

Details

Journal of Participation and Employee Ownership, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-7641

Keywords

Article
Publication date: 20 July 2023

Elisabeth Nöhammer and Wolfgang Fischmann

Preventing diseases and promoting health is most effective in large settings like the workplace. Digital workplace health promotion (DWHP) became more popular during the…

Abstract

Purpose

Preventing diseases and promoting health is most effective in large settings like the workplace. Digital workplace health promotion (DWHP) became more popular during the SARS-CoV-2 pandemic. While e-health appliances have received research interest, little is known regarding the target populations' perspective on and potentials of the DWPH.

Design/methodology/approach

An online pilot study was done in Germany in June 2021. The study is representative regarding age, gender and education. The user perspective on DWHP was investigated using 12 quantitative and 2 qualitative items.

Findings

The majority of the 690 participants perceives DWHP as valid long-term addition to regular workplace health promotion. Nearly 55.7% use DWHP when available, but most (65.4%) do not use these offers more than regular ones. Spontaneous participation is relevant for about 55%. Problems occur due to technical equipment (29.4%) and premises (36.3%). Open remarks highlight specifics to be observed in offer design, for example, data security issues.

Research limitations/implications

To conclude, DWHP has a high potential to improve health at the workplace initiatives regarding participation rates, outcomes and costs. Challenges can be overcome by ensuring data protection and skills, which can be transferred to other life domains, improving population health. The potentials of DWHP for population health via spillover effects, employee well-being and employer branding have not yet been reached.

Originality/value

The aim of this study is giving a first overview of employee views on and use of DWHP.

Details

International Journal of Workplace Health Management, vol. 16 no. 4
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 30 August 2023

Vibeke Thøis Madsen and Helle Tougaard Andersen

Journalists moving into corporate communication have for many years been regarded as a move to the “dark side”. This paper turns the lens to explore how trained journalists…

Abstract

Purpose

Journalists moving into corporate communication have for many years been regarded as a move to the “dark side”. This paper turns the lens to explore how trained journalists working as internal communication practitioners due to their journalistic self-concept and skills can contribute to internal communication.

Design/methodology/approach

An interview study was conducted with twelve trained journalists working with internal communication in different types of organizations. Three indicators of professionalism, namely autonomy, altruism and expert knowledge, were used as categories to structure the interviews and analysis.

Findings

The respondents perceived that their journalistic self-concept and skills helped them identify the employee perspective, write relevant stories and deliver them quickly. Furthermore, their courage and lack of fear of authorities enabled them to challenge decisions made by their senior managers, especially regarding how, what and when to communicate.

Research limitations/implications

The three indicators of the journalist profession, – autonomy, altruism and journalistic knowledge and skills – may help establish internal communication that is relevant, transparent and trustworthy.

Practical implications

Organizations may benefit from building their internal communication around the three indicators of the journalist profession. They could, for example, host independent internal media that present the employees’ perspective and maintain a critical attitude to the organization in a relevant and compelling manner.

Originality/value

Few studies have explored the role of journalists working as internal communication practitioners and their contributions to internal communication.

Details

Corporate Communications: An International Journal, vol. 29 no. 2
Type: Research Article
ISSN: 1356-3289

Keywords

Open Access
Article
Publication date: 28 July 2023

Jeremias De Klerk and Bernard Swart

Background: Amid increasing leadership failures in the global business context, the mining industry is one of the industries with many adverse incidents, affecting employee…

Abstract

Background: Amid increasing leadership failures in the global business context, the mining industry is one of the industries with many adverse incidents, affecting employee safety, the environment, and surrounding communities. Emerging economies tend to have unique socio-economic challenges and greater relative economic dependence on mining, presenting unique challenges to leaders. The purpose of this research was to study the realities of responsible leadership in the mining industry in an emerging economy.

Methods: A qualitative research study, consisting of semi-structured interviews was conducted. Nine senior mine managers were selected to represent perspectives from different operations and mining houses. Data was gathered from August to October 2020 in South Africa, an emerging economy with significant mining operations. A thematic analysis of interview transcripts was conducted through the use of software, rendering five themes, with 12 sub-themes.

Results: The research found that requirements on mining leaders in emerging economies demand consistent balancing of a complex set of competing risks, whilst attending to paradoxical requirements among operations, and internal and external stakeholders. Leaders face several competing requirements from stakeholders, the environment, mining practices, and time frames. Responsible leaders must navigate a paradoxical maze of needs and time horizons, with several conflicting forces and dilemmas, and dichotomous relationships. Responsible leadership in the mining industry of an emerging economy is a proverbial minefield of paradoxes and dilemmas between responsible intentions and practical realities. These paradoxes and dilemmas are specifically acute in the context of emerging economies due to the dire socio-economic situations. A total of 10 competencies emerged as essential responsible leadership requirements in this context.

Conclusions: The study provides an in-depth understanding of the intricacies of responsible leadership in the mining industry of an emerging economy. This understanding will contribute to capacitating leaders in the mining industries of emerging economies to act responsibly.

Details

Emerald Open Research, vol. 1 no. 11
Type: Research Article
ISSN: 2631-3952

Keywords

Article
Publication date: 3 October 2022

Mohamed Mohiya

Performance-driven culture has received extensive attention from both academics and practitioners because of its impact on organisations’ performance. Employees’ tacit knowledge…

Abstract

Purpose

Performance-driven culture has received extensive attention from both academics and practitioners because of its impact on organisations’ performance. Employees’ tacit knowledge about performance-driven culture is pivotal to identify, as it contributes to increasing the organisation’s performance. With the aim of enriching ongoing debate in human resources and knowledge management research, this paper proposes a conceptual model for emancipating and investigating the main factors of employees’ tacit knowledge that shape and affect performance-driven culture of a Saudi Arabian organisation.

Design/methodology/approach

The validity of the conceptual model is examined through a qualitative study developed using a thematic analysis of 134 employees’ unbridged computerised typewritten comments about organisation’s performance-driven culture.

Findings

Findings confirm the utility of conceptual models in explaining and categorising employees’ emancipated tacit knowledge, providing a potential contribution to academics and practitioners interested in developing managerial processes for improving organisation’s performance-driven culture.

Originality/value

Both the conceptual reflections and empirical-based evidence herein enrich ongoing debate in the area of human resources and knowledge management about employees’ tacit knowledge and performance-driven culture.

Details

Journal of Knowledge Management, vol. 27 no. 6
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 6 July 2022

Liqian Yang, Qian Zhang, Hao Gong and Yanyuan Cheng

The purpose of this paper is to investigate the relationship between union practices and two types of employees’ extra-role behaviors, namely, union citizenship behavior (UCB) and…

Abstract

Purpose

The purpose of this paper is to investigate the relationship between union practices and two types of employees’ extra-role behaviors, namely, union citizenship behavior (UCB) and employee voice (EV), and the mechanisms that mediate this relationship.

Design/methodology/approach

Using matched data from 46 union leaders and 279 union members of 33 workplaces in China, this study utilized multilevel structural equation modeling to test the cross-level influences of union practices on employees’ extra-role behaviors and the mediation effects.

Findings

The results show that (1) union practices have a positive impact on employees’ UCB and EV, and (2) union practices increase UCB and EV through the improvement of industrial relations (IR) climate at the workplace level, as well as union commitment (UC) and union instrumentality (UI) at the individual level.

Research limitations/implications

Although the authors collected data from multi-sources (i.e. union leaders and members), the cross-sectional data of this study limited the ability to make casual inferences.

Originality/value

This study contributes to the literature by providing theoretical explanation and empirical evidence to illustrate the role of union practices in increasing the extra-role behaviors of employees (i.e. UCB and EV). This is of particular importance in elaborating the effectiveness of enterprise unions under the recent reforms in China. In addition, the authors also unpacked the antecedents of extra-role behaviors in the union context by investigating how IR climate, UC and UI mediate the relationship between union practices and extra-role behaviors of employees.

Details

International Journal of Manpower, vol. 44 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 20 December 2022

Raphael Oriaghe Oseghale, Dennis Pepple, Simeon Emezana Ifere and Amarachi Ngozi Amaugo

Given that institutional and cultural factors affect the transfer of HRM practices between multinational companies (MNCs) and their subsidiaries, the paper set out to investigate…

Abstract

Purpose

Given that institutional and cultural factors affect the transfer of HRM practices between multinational companies (MNCs) and their subsidiaries, the paper set out to investigate the explanatory mechanism for the replication of transferred HRM practices and the factors likely to influence the choice of transfer mechanisms.

Design/methodology/approach

Using an exploratory qualitative approach, 40 interviews were conducted with senior managers and employees in two MNC subsidiaries located in the alcoholic beverage and oil industries in Nigeria.

Findings

The findings suggest that organizational culture (OC) was the mechanism for MNC HRM replication and inhibition. In addition to explaining the mechanisms for HRM practice replication, the authors developed a conceptual framework to explain how clan and hierarchical OC influence the extent to which human resource (HR) practices are replicated or inhibited and how institutional and cultural factors influence the choice of OC.

Originality/value

The study uncovered that MNCs deploy hierarchical OC to oversee the replication of transferred practices. Interestingly, the authors found that institutional and cultural environments were key factors that influenced the choice of mechanism for overseeing the replication of HR practices. The conceptual framework can help managers of MNCs to understand how to replicate transferred HRM practices in developing countries.

Details

Employee Relations: The International Journal, vol. 45 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 29 May 2023

Tolulope Ibukun and Virginie Pérotin

The paper investigates the effects of individual employees' empowerment on different forms of job satisfaction in British workplaces while controlling for the presence of job…

Abstract

Purpose

The paper investigates the effects of individual employees' empowerment on different forms of job satisfaction in British workplaces while controlling for the presence of job demands and whether these effects depend on the presence of an equality plan in the workplace. The demand-control model that the authors test proposes that imbalances between the demands placed on employees and the control they have in their job negatively affect employee well-being and health. Control may also be strengthened, and demands mitigated, by effective equality policies. This study looks at nine forms of job satisfaction and examines the individual effects of job demands, job control, the interaction of control and demands and their joint effects with equality plans.

Design/methodology/approach

The study uses matched employee–employer British data from the 2011 Workplace Employment Relations Survey (WERS). The authors conduct principal component analysis (PCA) and logit estimations and estimate a recursive simultaneous bivariate probit model.

Findings

Employee empowerment, or job control, is a key predictor of job satisfaction, and job demands are negatively associated with various aspects of job satisfaction. The presence of equality plans strengthens the positive effects of job control and mitigates the detrimental effects of job demands. Consistent with the demand-control model, employees are more likely to be satisfied in low strain jobs (jobs with low demands and high control) than in high strain jobs (jobs with high demands and low control). Employees in passive jobs (jobs with low demand and low control) on the other hand are less likely to be satisfied with achievement and influence than employees in low strain job.

Originality/value

Much of the empirical literature has focused on collective empowerment practices and none has tested the demand-control model. This paper adds to the literature on employee empowerment practices with a focus on individualised job control and the way its effects interact with equality plans. In the process, the authors provide novel and rigorous empirical evidence on an extended version of the demand-control model.

Details

Journal of Participation and Employee Ownership, vol. 6 no. 1
Type: Research Article
ISSN: 2514-7641

Keywords

1 – 10 of over 4000