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1 – 10 of 11Filipa Sobral, Eddy S. Ng, Filipa Castanheira, Maria José Chambel and Bas Koene
A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers…
Abstract
Purpose
A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers as they extend their work lives. Temporary workers tend to report lower affective commitment and consequently poorer work outcomes. However, different generations of workers may conceive temporary work differently from each other. The purpose of this paper is to explore how different generations of temporary workers, respond to human resource practices (HRP), which in turn influences their affective commitment and work performance.
Design/methodology/approach
The sample is comprised of 3,876 temporary agency workers (TAWs) from seven temporary employment agencies in Portugal. The authors undertook multiple group SEM analyses to test a moderated mediation model that accounts for TAWs’ affective commitment (toward the agency and the client company) across three generations (Baby Boomers, Generation X and Millennials) in the relationship between human resources practices and overall perceived performance.
Findings
After controlling for gender, age and tenure, the authors find generational differences in the perceptions of HRP and perceived performance. The results support the moderator effect of generations in the direct and indirect relationships – through both affective commitments – between TAWs’ perceived HRP and perceived performance.
Research limitations/implications
The cross-sectional design limits the possibility to make causal inferences.
Originality/value
This study contributes to a better understanding of how different generations respond to temporary employment relationships. The findings suggest important differences in the way in which the same HRP system relates (directly and indirectly thorough affective commitment toward the client) with their perceived performance across different generations.
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The purpose of this paper is to critically review the literature to assess the relevance of the S‐shaped model of family labor supply for industrialized countries.
Abstract
Purpose
The purpose of this paper is to critically review the literature to assess the relevance of the S‐shaped model of family labor supply for industrialized countries.
Design/methodology/approach
Studies use a wide variety of methodologies and therefore are not readily comparable, but instead they cover a wide range of relevant factors such as historical trends, fringe benefits and home mortgages, ethnic differences, farm labor, low‐income households, child care, the impact of welfare benefits, and the problem of the measurement of work hours.
Findings
In spite of welfare systems that blur somewhat the predicted income effect at lower wage levels (forward falling segment primarily for women), this model appears to still bear some relevance for these countries, in particular in the face of declining real wages. Families have generally moved up higher along that curve, with less differentiated gender roles, women's stronger labor force attachment, and assortative mating of educated women.
Originality/value
The model is mostly relevant for LDCs and has far‐reaching practical consequences, while the review highlights the complexity of labor supply in industrialized countries.
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Franco Fraccaroli, Sara Zaniboni and Donald Truxillo
In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider…
Abstract
In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider theoretic approaches to the study of job design over the last decades, including recent frameworks, measurement, and research. We follow this with a specific focus on the topic of job design for older workers. We argue that the rules of “good job design” are not applicable to all workers, focusing specifically on the issues of age and career stage. We next show through a theoretical model and some empirical research that some job characteristics may be more suitable or beneficial for people in older age groups or later stages of their careers (e.g., Truxillo, Cadiz, Rineer, Zaniboni, & Fraccaroli, 2012). Empirical support for the role of age in job design is considered. We conclude by defining some avenues for future research, including the identification of additional factors that may determine how age and job characteristics affect worker behavior, attitudes, and well-being.
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Maureen S. Bogdanowicz and Elaine K. Bailey
States that in the new developing economy of the millennium knowledge is an asset that should be valued, developed and managed, since it is a component of the intellectual capital…
Abstract
States that in the new developing economy of the millennium knowledge is an asset that should be valued, developed and managed, since it is a component of the intellectual capital of an organization. Reveals that knowledge is increasingly being regarded as a corporate asset in an age when data and information help sustain competitive advantage. Remarks that knowledge is, however, an intangible asset and so managing it creates a number of challenges in the area of human resource development, especially when workers are more concerned with their employability. Concludes that if a company values knowledge it must value its knowledge workers.
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Arnaldo Camuffo and Federica De Stefano
In this paper, we argue that work should be recognized as “commons.” We call for a new approach to how managers define their role and responsibility regarding the problem of work…
Abstract
In this paper, we argue that work should be recognized as “commons.” We call for a new approach to how managers define their role and responsibility regarding the problem of work flexibility and of its societal implications. We argue that, in the global and digitized economy, it is in the best interest of all the company’s stakeholders that managers choose combinations of work arrangements and human resource policies considering the externalities of these decisions. Managers’ responsibility spans to the costs and risks that the broader social system of organizational stakeholders will bear because of their decisions. When labor market institutions are “thin,” it is management’s responsibility to contribute structuring and shaping them, so that the interests of workers, independent of the work arrangements, are considered.
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The purpose of this paper is to examine potential differences in identity commitment and career success perceptions between casually and permanently employed nurses. Specifically…
Abstract
Purpose
The purpose of this paper is to examine potential differences in identity commitment and career success perceptions between casually and permanently employed nurses. Specifically, it aims to investigate whether casually employed nurses have lower levels of commitment to their professional identity, as compared to permanently employed nurses, and whether this in turn negatively affects their perceptions of career success.
Design/methodology/approach
Role identity theory was used to predict the career success perceptions of casually employed (n=181) versus permanently employed (n=476) nurses. Data were collected via a self‐report questionnaire.
Findings
The data revealed that casual nurses had lower levels of identity commitment and more negative career success perceptions. Affective commitment fully mediated the relationship between employment status and subjective career success.
Research limitations/implications
Future studies should test the replicability of these findings with longitudinal data.
Originality/value
This paper provides novel insights to the temporary employment and careers literatures. Given the previously uncharted territory of understanding the role of identity in the career success perceptions of different categories of workers, it opens avenues for future research, while also answering theoretical questions about the identity and career consequences of temporary employment.
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Thomas N. Garavan, Michael Morley, Patrick Gunnigle and David McGuire
Workplace learning and HRD are considered legitimate topics for study and investigation alongside organisational strategies and practices. Considers key themes in the workplace…
Abstract
Workplace learning and HRD are considered legitimate topics for study and investigation alongside organisational strategies and practices. Considers key themes in the workplace earning literature in addition to its relationship with HRD. Identifies a paradigm shift from formalised, intermittent and discontinuous learning to increasingly informal, experiential, asynchronous and real‐time situated learning. Highlights three contemporary themes in both the workplace learning and HRD literatures, namely: knowledge, expertise, competence and capability; organisational learning; and employability and career issues.
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Abimbola P. Alamu and Rocky J. Dwyer
The purpose of this paper is to explore human capital (HC) productivity strategies used by the tourism, hospitality, and leisure (THL) industry business leaders in Nigeria which…
Abstract
Purpose
The purpose of this paper is to explore human capital (HC) productivity strategies used by the tourism, hospitality, and leisure (THL) industry business leaders in Nigeria which improved the employee productivity.
Design/methodology/approach
The participants in this research study comprised randomly selected Southern Nigerian business leaders with specialist expertise in the THL industry. Individual interviews were undertaken with participants to gain both an insight and understanding regarding which strategies are best suited to improve employee productivity. A further analysis of workplace policies and procedures provided additional insights related to the application of such workplace practices toward productivity improvements.
Findings
The findings of this study identified that recruiting persons with essential social capital, inducting them into high ethical standards, providing in-house training, motivating employees with reward and recognition, and the adoption of affordable technologies are key industry strategies to build a productive employee workforce.
Practical implications
Implementing the findings from this study may help develop a new type of THL professionals, especially in the hotel and restaurant sub-sectors that will enhance the attractiveness of the THL industry and encourage patronage. The opportunity to interact with new people in THL businesses and locations may promote social interaction and integration that are invaluable to an ethnically and religiously diverse country such as Nigeria. These benefits are valuable and are essential positive social changes.
Originality/value
A structured HCD program might deliver a net benefit to the industry. To the employees, there may be improved remuneration, increased self-esteem, and job security. To the industry, there may be a reduction in employee turnover, improvement in productivity, improved attraction of graduates, and reduced engagement of illegal workers. The government could also experience increased gross domestic product.
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The purpose of this article is to analyse the organisation of the Bolivian “water war” in Cochabamba that saw a social movement resist international business and the privatisation…
Abstract
Purpose
The purpose of this article is to analyse the organisation of the Bolivian “water war” in Cochabamba that saw a social movement resist international business and the privatisation of public goods. The implications for the study of resistance in management and organisation studies will be evaluated.
Design/methodology/approach
Laclau's discourse theory is used to analyse the organisation of resistance and the establishment of a new discourse of “the people”. A range of primary and secondary data are drawn upon.
Findings
The study shows how the resistance movement was successfully organised in Cochabamba, Bolivia. Through various “horizontal” and “vertical” methods of organising, the Coordinadora, the overarching resistance organisation, was able to unite formerly disparate discourses into a single demand. This establishment of a united front was a key element in the formation of the discourse of “the people”, which successfully challenged neo‐liberal privatisation and management discourses put forward by the government, multinational companies and international finance institutions.
Research limitations/implications
The research was primarily focused on studying the discursive shift that occurred during the Bolivian “water war” in 1999 and 2000. The paper was not able to discuss the aftermath of the successful resistance movement, and the various problems the new municipal water organisation ran into after it regained control of the water resources in Cochabamba.
Practical implications
The primary audience of practitioners are participants in social movements that are engaged in resistance struggles against multinational companies and governments. Drawing on the experiences from the Bolivian “water war”, the paper offers a range of practical insights into how to effectively organise resistance movements. This paper might also be useful to policy makers and managers in the area of water management.
Originality/value
This is one of the first papers that analyses the Bolivian “water war” to consider its implications for the study of resistance within management and organisation studies.
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