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The purpose of this paper is to examine the association between networking ability, autonomy and work performance.
The data, collected from a sample of 510 employees in a professional service firm, were analysed using regression analysis.
First, networking ability and autonomy are positively associated with in-role and extra-role performance. Second, the greater the job autonomy, the stronger the effect of networking ability on in-role performance.
This paper adds to the growing body of literature on demand for social and interpersonal skills in organisations. The authors combine the literature on work design with the literature on networking ability and complexity in employment relations. The authors’ findings show the importance of networking ability and autonomy for work performance, as well as pointing to factors such as age and work experience.
The purpose of this paper is to examine how occupations and the institutional setting shape the power balance (individual bargaining power) between employees and…
The purpose of this paper is to examine how occupations and the institutional setting shape the power balance (individual bargaining power) between employees and employers. It builds on theoretical approaches on knowledge work and institutional theory.
The paper uses the European Social Survey data in 2010/2011 to compare the power balance between employees and employers in three countries: Denmark, Sweden, and Norway. Multinomial logit regression was employed.
The results show that occupation and the institutional setting shape the power balance between employees and employers. Employees in highly skilled occupations perceive greater power vis-à-vis their employer, and employees in Denmark, characterized by greater flexibility for employers, perceive less power than in Sweden and Norway. In addition, age and gender are important demographic factors determining employees’ perceived power towards their employers.
The literature makes a number of assumptions with regard to the attitudes and behaviour of knowledge workers. However, research that compares employees in knowledge work with other occupational groups is scarce. This paper adds to the literature by comparing employees in highly skilled knowledge work with employees in lower skilled occupations. It also empirically shows how different approaches to definitions of knowledge work correspond.