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Lynn M Shore, Lois E Tetrick, M.Susan Taylor, Jaqueline A.-M Coyle Shapiro, Robert C Liden, Judi McLean Parks, Elizabeth Wolfe Morrison, Lyman W Porter, Sandra L Robinson, Mark V Roehling, Denise M Rousseau, René Schalk, Anne S Tsui and Linn Van Dyne

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial…

Abstract

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-103-3

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Article

Jo Carby‐Hall

Discusses the long existing and confusing problems of establishing the relationship of who is, and who if not, a dependent worker. Reflects developments which have…

Abstract

Discusses the long existing and confusing problems of establishing the relationship of who is, and who if not, a dependent worker. Reflects developments which have occurred in British law as it affects the employment field, plus an evaluation and analysis of some of the different types of employment relationships which have evolved by examining, where possible, the status of each of these relationships. Concludes that the typical worker nowadays finds himself in a vulnerable position both economically and psychologically owing to the insecurity which exists.

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Managerial Law, vol. 44 no. 6
Type: Research Article
ISSN: 0309-0558

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Article

Richard D. Waters, Denise Sevick Bortree and Natalie T.J. Tindall

The purpose of this paper is to use relationship management theory to measure the impact of relationship cultivation on the employer-employee relationship. Specifically…

Abstract

Purpose

The purpose of this paper is to use relationship management theory to measure the impact of relationship cultivation on the employer-employee relationship. Specifically, the paper examines how well Kelly's (2001) conceptualization of stewardship can impact internal stakeholders.

Design/methodology/approach

Through intercept surveys of 421 adults, the paper used existing scales to measure dimensions of the employer-employee relationship and the participants’ perceptions of stewardship in the workplace.

Findings

This study found that the four dimensions of stewardship significantly impact feelings of trust, commitment, satisfaction, and balanced power between the employer and the employee. Additionally, increased use of stewardship resulted in increased involvement by employees.

Practical implications

The results of the paper offer several specific suggestions employers can do to communicate more effectively with their employees so that they are not only more informed but also feel more positively about the relationship they have with the employer.

Originality/value

Original stewardship scales were developed for the paper so that they can be tested in domains outside the nonprofit sector, where they have been routinely tested with donors and volunteers.

Details

Employee Relations, vol. 35 no. 6
Type: Research Article
ISSN: 0142-5455

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Article

Jo Carby‐Hall

Proposes to treat social law contracts by covering the two most important aspects of the contract of employment, and also the collective agreement. Covers the contract of…

Abstract

Proposes to treat social law contracts by covering the two most important aspects of the contract of employment, and also the collective agreement. Covers the contract of employment in full with all the integral laws explained as required, including its characteristics, written particulars, sources or regulations, with regard to employers, are also covered. Lengthy coverage of the collective agreement is also included, showing legal as well as moral (!) requirements, also included are cases in law that are covered in depth.

Details

Managerial Law, vol. 45 no. 3/4
Type: Research Article
ISSN: 0309-0558

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Article

Ahmed Raja Ahmed Haj Ali, Kamaruzaman Bin Noordin and Meguellati Achour

The exchange approach in management has viewed employee and employer relationship as a mutual relation, and this notion offers a causal explanation for the exchanges that…

Abstract

Purpose

The exchange approach in management has viewed employee and employer relationship as a mutual relation, and this notion offers a causal explanation for the exchanges that occur between employee and employer. The purpose of the paper is to use the notion of “mutual relations” in the employment context to reflect on similar conceptions from the Islamic perspective and to throw light on Muslim obligations in employeeemployer mutual relations seeking for benefits and preventing harm.

Design/methodology/approach

This paper draws on observations of other scholars in exchange theories based on reciprocity norm, well-being (maslaha), Islamic spiritual bases (taqwa, seeking for halal), work ethics in Islam and other Islamic teachings play toward understanding the nature of employeeemployer mutual relationship from Islamic perspective. Two main social exchange theories (SET) are discussed to give a comprehensive view to the paper’s issue along with the literature reviewed from early Muslim scholars’ works, sayings of Prophet Muhammad PBUM and Holy Qur’an.

Findings

The literature indicates that it is possible to identify common ethical and contractual obligations in the employer’s and employee’s mutual relations from Islamic ideology. Given the paucity of research on employment relations in Islam, the paper offers an original perspective on this topic.

Originality/value

The paper concludes that a Muslim work obligation has to be based on the understanding of the scope and nature of the contract between employee and employer. Allah (The All-Knowing) knows that even if all obligations in employee and employer mutual relations are clear, human error might occur.

Details

International Journal of Ethics and Systems, vol. 34 no. 3
Type: Research Article
ISSN: 0828-8666

Keywords

Content available
Article

Yuchao Zhang, Ting Ren and Xuanye Li

This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in…

Abstract

Purpose

This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in terms of state-owned and private enterprises) and employment type (in terms of permanent and temporary employees) on employee perceptions of psychological contract. In addition, the associations between fulfilled psychological contract and various dimensions of employee attitudes were examined.

Design/methodology/approach

The authors adopted a questionnaire as the primary instrument to investigate the impact of firm ownership and employment type on psychological contract perceptions and outcomes. The analysis was based on a Chinese sample of a size of 363 employees.

Findings

The results indicate that state-owned employees overall reported fewer promises (employer under-obligation promised psychological contract), while private employees tended to have more promises (mutual high obligation, employer over-obligation and quasi-spot obligation promise-based psychological contract). Permanent employees reported high fulfillment (employer over-obligation, mutual high obligation and employer under-obligation fulfilled psychological contract). In contrast, temporary employees presented many promises (mutual high obligation promised psychological contract) and low fulfillment (quasi-spot fulfilled psychological contract). In general, firm ownership had weak effects on permanent and temporary employees’ perceptions of promise-based psychological contract, but no significant influence on fulfillment-based psychological contract. Moreover, psychological contract fulfillment was positively related to employees’ fairness perception and job satisfaction, while negatively related to the intention to quit. The authors failed to find comprehensive statistical support for the moderating effects of firm ownership or employment type.

Originality/value

The study contributes to the literature through a number of ways. First, instead of psychological contract breach, the authors use psychological contract fulfillment as a direct measure to examine the relationship between psychological contract and employees’ attitudes. Second, they investigate the effects of firm ownership on employment relationship under the psychological contract framework, enriching the institutional lens of the issue. Third, while majority of psychological contract studies concerning employment type concentrate on either permanent or temporary employees, the authors take both types into account. Fourth, they integrate perspectives of firm ownership and employment type. Finally, the authors perform the study in the Chinese context, which offers extra evidence to the body of psychological contract literature.

Details

Chinese Management Studies, vol. 13 no. 1
Type: Research Article
ISSN: 1750-614X

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Article

Helle Kryger Aggerholm, Sophie Esmann Andersen and Christa Thomsen

The purpose of this paper is to reconceptualise employer branding in sustainable organizations at the intersection of branding, strategic human resource management (HRM…

Abstract

Purpose

The purpose of this paper is to reconceptualise employer branding in sustainable organizations at the intersection of branding, strategic human resource management (HRM) and corporate social responsibility (CSR).

Design/methodology/approach

Based on an outline of current conceptualisations of employer branding, the paper discusses the strategic potentials of merging corporate branding processes, strategic HRM and CSR into a theoretical framework for reconceptualising employer branding as co‐created processes and sustainable employeremployee relationships.

Findings

When organizations adapt strategies for sustainable development (including CSR), it affects how to approach stakeholder relations and organizational processes, including the employeeemployer relationship and employer branding processes. However, current employer branding conceptualisations do not comply with such changed corporate conditions. The suggested framework reconceptualises employer branding as an integrated part of a CSR strategy, thus offering a new way of approaching employer branding as supporting sustainable organizational development and long‐term employeremployee relationships.

Practical implications

The proposed conceptualisation of employer branding implies a shift in focus from end result to process. As part of the process, organizations need to approach employees as corporate partners in order to co‐create employeremployee values.

Originality/value

This paper suggests and discusses a new conceptualisation of employer branding, which appreciates co‐creation and employeremployee dialogue as strategic processes for supporting sustainable organizational development.

Details

Corporate Communications: An International Journal, vol. 16 no. 2
Type: Research Article
ISSN: 1356-3289

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Article

J.R. Carby‐Hall

The status of employee which draws the distinction between a contract of service and a contract for services, and the practical aspects of the two relationships have been…

Abstract

The status of employee which draws the distinction between a contract of service and a contract for services, and the practical aspects of the two relationships have been discussed. The transfer of the employee by the permanent to the temporary employer has also been considered. It is now proposed to treat a variety of employment relationships which will include short term and casual labour, temporary workers supplied by an agency, labour only sub contracting, outworkers, apprentices, students and cadets, part time labour, crown employment, office holders; probationary employees and finally merchant seamen. The criterias discussed and analysed in relation to the status of employee apply to some, but not to all, of these employment relationships.

Details

Managerial Law, vol. 25 no. 4
Type: Research Article
ISSN: 0309-0558

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Article

Stefanie App and Marion Büttgen

The purpose of this paper is to investigate whether both perceived sustainable organizational and supervisor support, which represent a sustainable human resource…

Abstract

Purpose

The purpose of this paper is to investigate whether both perceived sustainable organizational and supervisor support, which represent a sustainable human resource management (HRM) approach, can induce commitment to the employer brand.

Design/methodology/approach

This study includes a diverse sample of 3,016 employees drawn from various German organizations. To test the developed hypotheses, a structural model that included all the hypothesized effects was built, using Mplus 7.

Findings

Perceived sustainable supervisor support (PSSS) has a direct effect on brand commitment, whereas perceived sustainable organizational support (PSOS) only generates brand commitment indirectly, mediated by brand prestige, brand distinctiveness, and brand trust. The findings further underline that, compared with PSOS, PSSS has a stronger impact on trust in respect of the employer brand.

Originality/value

By considering current employees and their commitment to the employer brand, this study takes an insider view and sheds new light on how an employer brand based on sustainable HRM can achieve commitment, as well as how several mediators affect this link.

Details

Employee Relations, vol. 38 no. 5
Type: Research Article
ISSN: 0142-5455

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Article

Sultan Alshathry, Marilyn Clarke and Steve Goodman

The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified…

Abstract

Purpose

The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified framework for employee attraction and retention.

Design/methodology/approach

This paper extends previous conceptual work on EBE by identifying the role of EBE antecedents in internal and external employer branding. In addition, it recognizes the interactive nature of employer-employee relationship.

Findings

The framework incorporates employee experience with the employer, which relates to the interaction between employee and employer and recognizes the internal and external perspectives simultaneously. Further, the unified framework helps to develop a four-cell typology for the strategic management of an employer brand.

Originality/value

Existing research has failed to integrate the two perspectives of employment customers in a clear model and, thus, offered limited applicability to an employment setting. The EBE framework goes beyond existing models by providing a conceptualization that aims to reflect the employer-brand relationship from the perspective of existing and potential employees. Further, it provides theoretical and empirical rationale for a set of propositions that can empirically be examined in future research.

Details

International Journal of Organizational Analysis, vol. 25 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

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