Employee Relations: An International Journal

Iain Bright, Mark

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605679

Purpose Aims to illustrate how Japan possesses cultural characteristics to support mentoring as a relationship, as opposed to the West, whose favoured approach is to view mentoring as a strategy.Designmethodologyapproach A comparative analysis of the mentoring literature from two world views the Japanese mentoring context primarily the senpaikohai relationship is compared and contrasted with the Western mentoring context.Findings The US and European context for mentoring increasingly consists of formalised schemes, targeted at specific groups such as the talented or socially disadvantaged, and forms a coordinated activity of human resource departments. As Western organisations have changed, mentoring has become defined in strategic terms, and aligned with a variety of popular management theories. In contrast, Japanese views of mentoring are characterised by informality, organic growth of relationships at all organisational levels, and are based on emotional bonds between seniors and juniors.Practical implications A very useful source to explain why Western organisations find it difficult to establish mentoring relationships based on emotional bonds. The Japanese show that there is an alternative one requiring many Western organisations to adapt their organisational cultures and reconceptualise their views of mentoring.Originalityvalue This paper brings together the few contributions by authors of the Japanese senpaikohai relationship a form of mentoring exclusive to Japan. It compares a rarely examined context in the mentoring debate i.e. Eastern views of mentoring with the larger body of work examining mentoring in the West. Originality resides in the results of the comparative analysis, revealing one context which views mentoring as a relationship, and another which views mentoring as a strategy.

Gerry Palmer; Jeff Parry; Mike Webb

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605688

Purpose – Seeks to investigate decisions by small unions to engage in “transfers of engagement” whereby they are in effect “absorbed” by a larger union. Design/methodology/approach – Uses case study evidence from two small unions in the UK carpet industry. The study is based on interviews with officials who were involved in the merger decisions, and on supporting documentary evidence. Findings – The findings show that small unions have significant bargaining strength in merger negotiations and that they use this power to determine when merger is right for them, with whom they merge, and the terms of their transfer. Research limitations/implications – The case studies rely heavily on evidence from union officials and officers – the authors acknowledge that the attitudes and influence of the wider union membership were beyond the scope of the research. They also propose that it would be valuable to carry out a longitudinal study of the impact of mergers over time. Practical implications – Suggests that the actions and motivations of small unions, and barriers to their merger, need to feature more centrally in explanations of mergers in the UK. Originality/value – The paper shows how structural influences interact with individual and group decisions in merger situations. Also provides a useful survey of the literature on aspects of union mergers.

Kay Greasley; Alan Bryman; Andrew Dainty; Andrew Price; Robby Soetanto; Nicola King

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605697

Purpose – This study aims to examine how empowerment is perceived by individuals employed on construction projects. In contrast with previous research which has predominantly been conducted from a management perspective, this paper deals with employee perceptions of empowerment. Design/methodology/approach – A qualitative approach was adopted for this study employing in‐depth interviews on four major construction projects. Findings – The findings from the study indicate that there can be a gap between the employee experience and the management rhetoric. Health and Safety issues were often cited by the employees as a major barrier to empowerment. The strict Health and Safety regulations under which construction employees operate limit their freedom to influence the work that they undertake. A further factor that was found to have a strong influence on the diffusion of empowerment was the role of the employees’ immediate supervisor. Research limitations/implications – The data are based on case studies that illuminate our understanding of empowerment in relation to construction projects. This area of research would benefit from alternative research approaches that could establish the generalizability of the findings reported. Originality/value – This article explores the notion that, as empowerment is a perception, management cannot easily regulate employees’ empowerment. This emphasises the importance of exploring employee perspectives when examining employee empowerment and its impact on workplace relations.

Edward Webster; Geoffrey Wood

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605705

Purpose – This article aims to explore the nature of contemporary HRM practice in Mozambique, and the extent to which “best practice” HRM strategies are likely to emerge, given present institutional realities. Design/methodology/approach – The research was based on an extensive survey of Mozambican employers concentrated in the major urban centres of the country. Findings – The survey revealed little evidence of innovation or of leading edge practices, other than in a small minority of firms. It is concluded that the diffusion of higher value added managerial strategies is only likely to take place in a more supportive institutional context. Practical implications – The failure of innovative HRM techniques to diffuse across the economy, despite heightened external pressures, highlights organizational inertia, including the continued reliance of many firms on low‐paid and low‐skilled workers, and on autocratic paternalism. It remains uncertain whether a more “high value” added path is viable in a context of cut‐throat competition from abroad. Originality/value – The Mozambique experience underscores the importance of an institutional context which encourages firms to buy into mutually advantageous sets of rules governing fair play and limits the rewards accruing to bad practice. Whilst the more efficient enforcement of legislation may encourage the broader adoption of “high road” practices, their sustainability is, at least in part, contingent on the diffusion and reconstitution of supportive conventions; regrettably, this makes it extremely difficult to depart from the low value added path.

Emer O’Hagan

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605714

Purpose – The European Works Council (EWC) Directive reflects a shift to a softer style of governance which has been adopted by the EU in recent years. This article sets out to explore how successful this soft style governance is when implemented at the national level. Design/methodology/approach – The paper introduces the literature on the subject and shows that two main theses have been developed to date; one which favours the softer mechanism of governance and one which is critical of it. Two propositions are developed from the literature. The article explores them by examining them in light of the manner in which the Directive has bedded down in the Irish context. It does this through a micro and macro analysis of material available on the EWC in Ireland and a series of interviews. Ireland is regarded as a suitable arena in which to explore these propositions. Findings – The article finds that the EWC Directive was implemented in Ireland in a manner which was deemed suitable for its smooth integration into the Irish context. However, the transposition’s flexible nature is such that it is unclear that it has made any significant contribution to Ireland’s system of industrial relations. It is suggested that the EU may not yet have developed a form of governance suitable for a disparate, expanding community. Originality/value – The paper provides a micro‐analysis of how the EWC Directive has been transposed in one Member State (Ireland). It combines this with a macro‐analysis which enables us to compare the Irish transposition with other Member States. This approach indicates that the Directive has been applied in a very heterogeneous style throughout the Member States, which tends to reproduce indigenous industrial relations systems rather than reform or challenge them.

Marlies Ott; Han van Dijk

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605723

Purpose – HRM is supposed to increase job satisfaction. But does it also increase client satisfaction? Sets out to discuss this issue. Design/methodology/approach – The unit of analysis is the home. Using data from a benchmark study among Dutch homes for elderly care, 154 homes were scored on three groups of indicators: HRM activities as experienced by employees, employee satisfaction, and client satisfaction. Scores were based on interviews with 3,542 patients and surveys of 12,193 employees. Findings – HRM does affect job and client satisfaction. Correlations between HRM and client satisfaction were generally rather low. Employees’ satisfaction with their organisation is a better predictor of client satisfaction than job satisfaction. Job‐related training showed no relation with job satisfaction, but a clear relation with client satisfaction, while leadership style of their manager had a significant relation with job satisfaction, and a more limited one with client satisfaction. Regular performance reviews are important for job satisfaction and client satisfaction. Employee and client satisfaction can also conflict: more regular schedules increase employee satisfaction, but decrease client satisfaction. Research limitations/implications – To decide on best practices the correlations found need to be explained. For instance, why do performance reviews correlate with employee satisfaction and with client satisfaction about employee expertise? Practical implications – These results confirm the importance of the leadership style of line managers. Helping middle management to develop a supportive and transparent leadership style can improve employee satisfaction. The HRM activity most relevant for client satisfaction seems to be job‐related training. Originality/value – The paper is unique in combining data on employee and client satisfaction. It is of interest both to HRM researchers and to health‐care management.

Ronald J. Burke; Aslaug Mikkelsen

2005 Employee Relations: An International Journal

doi: 10.1108/01425450510605732

Purpose – This exploratory study aims to compare job demands, work outcomes, social and coping resources and indicators of psychological and physical health of male and female police officers in Norway. Design/methodology/approach – Data were collected using anonymously completed questionnaires. Findings – Many demographic differences were present in that male officers were older, worked more hours and overtime hours, were more likely to work continuous shiftwork, worked in smaller forces and were less educated. Few differences were found on job demands but male officers experienced more violence and threat, and female officers more harassment and discrimination. The two groups were generally similar on work satisfactions, social and coping resources and psychological and physical health. Research limitations/implications – All data were collected using questionnaires raising the possibility of common method variance. It is also not clear extent to what these findings generalize to police officers in other countries. Practical implications – While few differences were found between male and female police officers, the fact that females reported more harassment and discrimination suggests that police forces need to continue to address these gender issues. Originality/value – While other studies of police officers have suggested widespread gender differences, few appeared here.