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Article
Publication date: 14 December 2022

Rajesh Gupta and Navya Bagga

Employment exchanges have been playing a significant role in the worldwide labor market for more than a hundred years now. In India, since 1946, millions of aspiring Indian youths…

Abstract

Purpose

Employment exchanges have been playing a significant role in the worldwide labor market for more than a hundred years now. In India, since 1946, millions of aspiring Indian youths have registered themselves with the government-run employment exchanges to find a job. About four million job seekers got registered at 1,000 employment exchanges in India, it is important to analyze the placement statistics of these exchanges. In recent years, new methods of job search have evolved. This study examines whether employment exchanges are effective in the changed scenario?

Design/methodology/approach

Using state-level employment exchange data for the period 2010–2011 to 2019–2020, this study analyzes the determinants of job placement at employment exchanges in India. A critical analysis of the functioning of employment exchanges along with recommendations to improve the job search ecosystem in India is also presented in the study.

Findings

This study found that increased share of service sector in the state economy negatively impacts placement at employment exchanges.

Research limitations/implications

The absence of focus on the service sector requires policy intervention if Indian employment exchanges are to remain relavant.

Practical implications

The government administration should rethink that ignoring service sector employment potential is unaffordable for an emerging economy and employment exchanges should be aligned accordingly.

Social implications

About 30 million people are unemployed in India. If employment exchanges are transformed, it can have far-reaching socio-economic advantages.

Originality/value

This study is the first sub-country level study on the institution of employment exchanges. This study comprehensively maps the landscape of career services in India. Empirically establishing the impact of sectoral structure of economy on efficacy of employment exchanges, and makes the case for policy intervention that is needed to keep the employment exchanges relevant in India.

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

Keywords

Article
Publication date: 27 September 2011

Xiaoxiao Hu, Lois Tetrick and Lynn M. Shore

The goal of this paper is to examine the relation of reciprocity to organizational commitment and the employment exchange relationship. In addition, it aims to investigate…

1508

Abstract

Purpose

The goal of this paper is to examine the relation of reciprocity to organizational commitment and the employment exchange relationship. In addition, it aims to investigate cross‐cultural differences on this relation between China and the USA.

Design/methodology/approach

Data were collected from a sample of Chinese employees working on their MBAs (n=321), a sample of employed MBA students in the USA (n=199), and a sample of employed undergraduates from the USA (n=348). Hierarchical moderated regression analyses were used to explore the interactive effects of the three dimensions of reciprocity on organizational commitment and the employment exchange relationship.

Findings

The three dimensions of reciprocity were related to organizational commitment and the employment exchange relationship in all three samples. Nonetheless, in the US samples these dimensions reflected an additive model and in the Chinese sample the dimensions interacted, supporting the notion that Chinese perceive their employment exchange relationships more holistically than Americans.

Research limitations/implications

The data were cross‐sectional and therefore causal inferences need to be made with caution.

Practical implications

Different strategies should be adopted to manage Chinese and American employees' commitment and employment relationship.

Originality/value

This study offers new insights on the relation of reciprocity to organizational commitment and the employment exchange relationship in different cultures. It integrates cross‐cultural differences in cognition into organizational research and reveals that Chinese employees tend to use a more holistic approach to understand their employment exchange relationships than their American counterparts.

Details

Journal of Managerial Psychology, vol. 26 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 4 November 2014

Robert Buch, Bård Kuvaas, Lynn Shore and Anders Dysvik

The purpose of this paper is to examine the relationship between previous employer's psychological contract breach and exchange perceptions with the current employer, and seeks to…

1335

Abstract

Purpose

The purpose of this paper is to examine the relationship between previous employer's psychological contract breach and exchange perceptions with the current employer, and seeks to uncover moderating influences of perceived organizational support (POS).

Design/methodology/approach

Data were obtained from a cross-lagged sample of 314 employees in Norway. Hierarchical moderated regression analysis was used to test the hypotheses.

Findings

The authors found a positive relationship between previous employer's psychological contract breach and economic exchange with the current employer, and a negative relationship between previous employer's psychological breach and social exchange with the current employer. The authors also found that POS from the current employer attenuates the positive association between previous employer's breach and economic exchange with the current employer.

Research limitations/implications

The data were cross-lagged, so causal inferences should be made with caution.

Practical implications

Managers should be aware that past employment experiences may relate to present employment exchange relationships. In addition, POS from current employer may serve to counterbalance the “carry over” effects of past employment experiences.

Social implications

In light of the present global economic climate, increasing POS among employees could decrease the likelihood that they assume that the employment relationship constitutes an economic exchange relationship.

Originality/value

This study contributes to a more complete understanding of factors that shape employees’ relationships with their organization. Furthermore, this study suggests a way by which organizations can repair damages incurred by previous employer's psychological contract breach.

Details

Journal of Managerial Psychology, vol. 29 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 29 May 2009

Ling Zhang, Ting Nie and Yongtai Luo

With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have…

2991

Abstract

Purpose

With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that organizational justice plays a critical role in effective management of employees' attitude and behaviors. The purpose of this paper is to demonstrate a framework for matching organizational justice and employment mode.

Design/methodology/approach

Quantitative research method is used in this study. Base on literature review of organizational justice, HR architecture social exchange and so on. The study tries to find out the relations between organizational justice and employment mode.

Findings

The study integrates these two seemingly disparate streams of research, and put forwards a framework for matching organizational justice and employment mode. Different groups of employees are managed differently and may require different organizational justice styles, and organizational justice styles should be consistent with the underlying objectives and psychological contracts underlying different employment modes.

Originality/value

The study tries to make organizational justice strategies match with employment modes and it is an attempt to use organizational justice to manage different employee groups from contingent and deploying perspective.

Details

Journal of Technology Management in China, vol. 4 no. 2
Type: Research Article
ISSN: 1746-8779

Keywords

Article
Publication date: 1 February 1972

Christine Fulop

Explores the application of segmentation in this market and compares state with private provisions in the UK, states the state service cannot hope to match private provision…

Abstract

Explores the application of segmentation in this market and compares state with private provisions in the UK, states the state service cannot hope to match private provision. Accepts there is general acceptance that the concepts of marketing are as applicable to industrial as to consumer products. Reveals that the labour market suffers from lack of knowledge about vacancies, job opportunities and prospects, and about the differences in wages and salaries offered by employers. Proposes that in monetary terms, if people can be placed in work just one day earlier than at present this would save £21/2 million annually in unemployment benefits and raise national output by £10 million. Concludes that if sufficient finance could be provided by charging employers for the services of the state employment exchanges, then the introduction of necessary marketing techniques could take place much sooner.

Details

European Journal of Marketing, vol. 6 no. 2
Type: Research Article
ISSN: 0309-0566

Keywords

Article
Publication date: 10 July 2017

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 framework…

7107

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

Article
Publication date: 1 January 1978

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act…

1363

Abstract

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

Details

Managerial Law, vol. 21 no. 1
Type: Research Article
ISSN: 0309-0558

Article
Publication date: 30 March 2010

Severin Hornung and Jürgen Glaser

Investigating employee responses to relational fulfilment of the psychological contract and work‐life benefits of a telecommuting program, this study aims to contribute to the…

2421

Abstract

Purpose

Investigating employee responses to relational fulfilment of the psychological contract and work‐life benefits of a telecommuting program, this study aims to contribute to the literature on social exchange in employment.

Design/methodology/approach

The setting of the study was the German public administration. Survey data from 947 Civil Servants were analyzed in structural equation models. Analysis of mean structure was used to compare telecommuting participants (n=601) and regular workers (n=346).

Findings

Trust and affective commitment consecutively mediated between relational fulfilment of the psychological contract and organizational citizenship behavior. Members of the telecommuting program had more positive representations of social exchange, reporting higher levels of fulfilment, trust, and commitment than their peers.

Research limitations/implications

Reliance on cross‐sectional self‐report data poses a limitation. Selection effects in the quasi‐experimental design for comparing telecommuters and regular employees cannot be ruled out. Generalizability to more transactional or short‐term employment is debatable.

Originality/value

The study adds to a more integrated understanding of the psychological processes that reinforce and strengthen employee trust and commitment, thus forming the basis of the motivation to go above and beyond specified duties and reward‐contingent behavior.

Details

International Journal of Manpower, vol. 31 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 January 1981

Margaret Grieco

The affluent worker study has held sway as one of the most important works, if not the most important work in British sociology over the last decade. Its findings remain…

Abstract

The affluent worker study has held sway as one of the most important works, if not the most important work in British sociology over the last decade. Its findings remain unchallenged in the literature to date. Many analyses of industrial behaviour, political behaviour, family behaviour and “community” behaviour take the findings as the starting point of their investigation. For British sociology the findings of the Affluent Worker have foundation status. This paper sets out to fault the claims of prototypicality and typicality made for the affluent workers of Luton by the study team.

Details

International Journal of Sociology and Social Policy, vol. 1 no. 1
Type: Research Article
ISSN: 0144-333X

Book part
Publication date: 12 July 2011

Timothy M. Gardner, Niclas L. Erhardt and Carlos Martin-Rios

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the past 10–15…

Abstract

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the past 10–15 years, there has been growth in a hybrid stream of research combining branding concepts from the consumer psychology literature with I/O psychology frameworks of organizational attraction and applicant job search behavior. In this chapter, we take an entirely different approach and suggest that the theoretical models built around product/service brand knowledge can readily accommodate employment brands and branding without hybridizing the framework with I/O psychology. This merging of employment brand with product and service brands is accomplished simply by recognizing employment as an economic exchange between workers and employers and recognizing workers as cognitive and emotional beings that vary in their talents and have their own vectors of preferences for the employment offering. After developing a testable model of the components, antecedents, and consequences of employment brand knowledge, we review the existing employment brand and organizational attraction literature and identify multiple opportunities for additional research.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

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