Search results

1 – 10 of over 1000
Book part
Publication date: 17 August 2016

Anne S. Miner and Olubukunola (Bukky) Akinsanmi

Idiosyncratic jobs occur when formal job duties match the abilities or interests of a specific person. New duties can accrue or be negotiated to match an existing employee or a…

Abstract

Idiosyncratic jobs occur when formal job duties match the abilities or interests of a specific person. New duties can accrue or be negotiated to match an existing employee or a potential hire. Idiosyncratic jobs can help organizations deal with changing contexts, and influence organizational goals and structure. They can affect job holders’ careers and organizational job structures. The evolutionary accumulation of idiosyncratic jobs can potentially generate unplanned organizational learning. Promising research frontiers include links to work on job crafting, I-Deals, negotiated joining, and ecologies of jobs. Deeper exploration of these domains can advance core theories of job design and organizational transformation and inform normative theory on organizational use of idiosyncratic jobs without falling into cronyism, inefficiency, or injustice.

Details

The Structuring of Work in Organizations
Type: Book
ISBN: 978-1-78635-436-5

Keywords

Book part
Publication date: 17 August 2016

M. Diane Burton, Lisa E. Cohen and Michael Lounsbury

In this paper, we call for renewed attention to the structure and structuring of work within and between organizations. We argue that a multi-level approach, with jobs as a core…

Abstract

In this paper, we call for renewed attention to the structure and structuring of work within and between organizations. We argue that a multi-level approach, with jobs as a core analytic construct, is a way to draw connections among economic sociology, organizational sociology, the sociology of work and occupations, labor studies and stratification and address the important problems of both increasing inequality and declining economic productivity.

Details

The Structuring of Work in Organizations
Type: Book
ISBN: 978-1-78635-436-5

Keywords

Book part
Publication date: 17 August 2016

Lisa E. Cohen

Jobs fundamentally influence and are influenced by individuals, organizations, and societies. However, jobs themselves are largely conceptualized in an atomized and disembodied…

Abstract

Jobs fundamentally influence and are influenced by individuals, organizations, and societies. However, jobs themselves are largely conceptualized in an atomized and disembodied way. They are understood as being designed, altered, and dissolved and bringing their consequences one at a time. I advance an alternative view of jobs as a system of ties that span jobs, organizations, and the environment beyond organizational boundaries. These ties create Gordian Knots that hold jobs in place and explain how they change. I illustrate the model with case study evidence and propose an agenda for research on jobs as organizational systems.

Details

The Structuring of Work in Organizations
Type: Book
ISBN: 978-1-78635-436-5

Keywords

Book part
Publication date: 16 September 2019

Davide de Gennaro

Abstract

Details

Job Crafting
Type: Book
ISBN: 978-1-83867-222-5

Book part
Publication date: 30 June 2016

P. Matthijs Bal and Paul G. W. Jansen

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility…

Abstract

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

Keywords

Book part
Publication date: 14 August 2014

Jeroen Meijerink

The purpose of this conceptual study is to explain the way in which employees influence social innovation in the employee–organization relationship, such as job crafting, i-deals…

Abstract

Purpose

The purpose of this conceptual study is to explain the way in which employees influence social innovation in the employee–organization relationship, such as job crafting, i-deals, New World of Work, talent management, or high performance work practices.

Methodology/Approach

This study applies a practice perspective in order to explain how employees affect their employee–organization relationship and thus influence the outcomes of social innovation.

Implications

The theoretical exploration suggest that employees can engage in the enactment of the employee–organization relationship in three ways: enacting employment relationships, enacting employment practices, and enacting employment practices’ outcomes. In doing so, they can draw on interpretive schemes, resources, and norms for realizing the benefits of social innovation for themselves and/or their employer.

Originality/Value

Although organizations have started social innovation initiatives that allow employees to actively shape the employee–organization relationship, existing studies still treat employees as inactive recipients in the relationship with their employer. As a result, it remains unclear how social innovation in employee–organization relationships is implemented in practice and thus, how social innovation provides benefits to the employee and the organization. The originality of this study is its focus on how employees, as (pro-)active constituents, shape the employee–organization relationship, for finding better explanations of the outcomes of social innovation initiatives.

Details

Human Resource Management, Social Innovation and Technology
Type: Book
ISBN: 978-1-78441-130-5

Keywords

Book part
Publication date: 17 August 2016

Heather A. Haveman, Anand Swaminathan and Eric B. Johnson

We show how organizational forms shape job structures, specifically the variety and types of jobs employees hold, extending previous research on job structures in four ways…

Abstract

We show how organizational forms shape job structures, specifically the variety and types of jobs employees hold, extending previous research on job structures in four ways. First, the social codes associated with wineries’ generalist and specialist forms constrain the number of jobs and functional areas delineated by job titles. Second, form-based constraints are weakened by institutional rules that impose categorical distinctions on organizations. Third, these constraints are stronger when there is more consensus around forms. Fourth, these constraints are contingent on the legitimacy and resources of organizations of varying ages and sizes.

Details

The Structuring of Work in Organizations
Type: Book
ISBN: 978-1-78635-436-5

Keywords

Abstract

Details

Panel Data and Structural Labour Market Models
Type: Book
ISBN: 978-0-44450-319-0

Book part
Publication date: 15 July 2020

Matthew Bidwell

Mobility processes, the routines that organizations use to move employees into and across jobs, are a critical determinant of the way that human capital is allocated within…

Abstract

Mobility processes, the routines that organizations use to move employees into and across jobs, are a critical determinant of the way that human capital is allocated within organizations and careers developed. Most existing work on these mobility processes has examined processes in which mobility is tightly coupled to the filling of vacancies. There is substantial evidence, though, that many organizations adopt very different processes for managing mobility. In this theory chapter, I compare vacancy-based, “job-pull” systems with alternative, “person-push” systems in which mobility is keyed to employees' attainment of performance and skill thresholds to explain how and why mobility processes vary. I identify two, inter-related dimensions along which mobility processes vary: whether their decision processes emphasize the need to match employees to tasks versus providing predictable rewards; and whether the system of jobs that people move between prioritizes flexibility or control of agency costs. I use these dimensions to predict when organizations will adopt different mobility processes, and how those processes will affect employees' mobility.

Details

Employee Inter- and Intra-Firm Mobility
Type: Book
ISBN: 978-1-78973-550-5

Book part
Publication date: 27 July 2012

Daniel C. Feldman, Thomas W.H. Ng and Ryan M. Vogel

We propose that off-the-job embeddedness (OTJE) be reconceptualized as a separate and distinct, albeit related, construct from job embeddedness. We conceptualize OTJE as the…

Abstract

We propose that off-the-job embeddedness (OTJE) be reconceptualized as a separate and distinct, albeit related, construct from job embeddedness. We conceptualize OTJE as the totality of outside-work forces which keep an individual bound to his/her current geographical area and argue that this construct includes important factors which do not fall under the umbrella of “community embeddedness.” Moreover, we propose that these outside-work forces may embed individuals in their jobs either directly or indirectly (through the perceived or expressed preferences of spouses, children, and extended family). This paper identifies the key components of OJTE, addresses the measurement of OTJE, explains the relationships between job embeddedness and OTJE (and their respective components), highlights how OTJE can either amplify or counteract the effects of job embeddedness, and illustrates the direct and indirect effects of OTJE on both work-related and personal outcomes.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78190-172-4

1 – 10 of over 1000