Employee Relations: An International Journal

Syamantak Bhattacharya

2011 Employee Relations: An International Journal

doi: 10.1108/01425451211183237

Purpose – The purpose of this paper is to present the ways in which underlying social and organisational factors and employment relations underpin the practice of incident reporting in the international shipping industry. Design/methodology/approach – The paper uses a qualitative case study method involving field trips to two shipping organisations and sailing on research voyages on two ships of each of the organisations. It draws on empirical data using semi‐structured interviews, notes from fieldwork observations and documentary analysis of company policies, procedures and practices. Findings – In the two companies studied there were significant gaps between the policy and practice of incident reporting, which were present primarily due to the employees' fear of losing jobs. It is shown that these findings were manifestations of deeper sociological issues and organisational weaknesses in the shipping industry. In particular ineffective regulatory infrastructure, weak employment practices, the absence of trade union support and lack of organisational trust were the key underlying concerns which made incident reporting notably ineffective in the shipping context. Originality/value – While the weaknesses in the practice of incident reporting in the shipping industry were reported in the past, previous studies did not offer further explanations. This paper addresses the gap and provides another illustration of the need for looking into deeper sociological underpinnings for practices in the workplace. The author also hopes that the study will have a positive impact on policy makers in the shipping industry.

James Richards

2011 Employee Relations: An International Journal

doi: 10.1108/01425451211183246

Purpose – The main purpose of this paper is to assess the extent to which employees have benefitted in the internet age and to identify research gaps that surround such activities. Design/methodology/approach – The approach is a combination of a systematic literature review and an empirical analysis of secondary data drawn from press reports of emergent employee internet activities. Findings – The internet continues to provide fresh and exciting opportunities for the employee to explore in relation to furthering employment‐related interests. However, the internet very much represents a “double‐edged sword” in that the many advantages of the internet can be quickly cancelled out by employer attempts to monitor, control, and exploit for themselves such activities, for their own ends. It is also evident that a full assessment of some activities cannot be made without further research. Research limitations/implications – The paper is reliant on extant literature and resources that are known to have limited scholarly application. Practical implications – A broad and eclectic discussion of employee internet activities is likely to be of interest to academics and human resource practitioners whose interests are based on a blend of employee relations practices and new internet‐based technological developments. Social implications – The study addresses how a distinct actor in employee relations has faired in an age denoted by shrinking opportunities for collective action, yet also denoted by rapid developments in empowering user‐generated and social networking forms of information communication technology. Originality/value – This paper synthesises literature and data from a wide range of largely incongruous academic and non‐academic sub‐disciplines to provide a fresh and authoritative account of emergent employee behaviour.

Franz Josef Gellert; René Schalk

2011 Employee Relations: An International Journal

doi: 10.1108/01425451211183255

Purpose – This paper seeks to examine age‐related perceptions of the quality of relationships at work and performance in mentally and physically demanding care service work settings. Design/methodology/approach – The study was conducted in six residential homes for the elderly in Germany. Data of 150 respondents were analyzed using multiple hierarchical regression and mediation tests. The mediating role of relationship quality in the relationship between age and employee performance was examined. Findings – It was found that older employees experienced better exchange relationships with their supervisors, and that this mediated the relationship between age and job satisfaction. Research limitations/implications – The sample is female dominated. Organizations are in transition from conventional organizational structure to team structure with employees' high company and job tenure. Practical implications – A higher relationship quality suggests a higher quality of older workers' job appraisal, which might be a starting point for older followers to rethink career perspectives and start further individual development. Originality/value – The findings extend earlier studies and provide more insight into the relationship between age, relationship quality, and employee performance from a follower's point‐of‐view.

Dev Raj Adhikari; Katsuhiko Hirasawa; Yutaka Takakubo; Dhruba Lal Pandey

2011 Employee Relations: An International Journal

doi: 10.1108/01425451211183264

Purpose – This paper aims to review the situation of decent work (DW) and quality of work life (QWL) in the context of Nepal. Design/methodology/approach – The paper is based on a literature survey. Institutional arrangements for DW and QWL are studied in connection with current labor legislations, national policy documents, and company policies and initiatives. The status of DW and QWL is described, examining national policy documents published by the Government of Nepal, National Planning Commission, labor legislations, International Labor Organization (ILO) and other relevant literature. Findings – At present, although the country has been successful in reducing the number of people under the poverty line, there are challenges in meeting the DW goals. In the case of QWL, since there is rising dissatisfaction among employers and employees in the present economic and political circumstances, they are interested in short‐term benefits. Research limitations/implications – There are a number of factors affecting DW and QWL. In this paper only national economic and social conditions, poverty level, employment situation and income generation are considered for analysis. The analysis of the QWL situation is done only on the basis of published information rather than using primary sources of information. Practical implications – The findings of this study will have a number of implications in understanding and improving the level of current institutional arrangements in order to ensure DW and QWL. The observations made in this paper can add some value in the process of formulation of national policy for, and regulation of DW. The issues discussed will have substantial implication for the development and framing of new labor laws and policies. Originality/value – The paper focuses on DW and QWL for the first time in the Nepalese context. This is an original contribution by the authors to familiarize readers with the situation of DW and QWL in Nepalese organizations.

Andrea Winkelmann‐Gleed

2011 Employee Relations: An International Journal

doi: 10.1108/01425451211183273

Purpose – The purpose of this paper is to provide a UK older worker's perspective on the influences of multiple work and non‐work related commitments on their decision to extend working lives or to retire. As demographic change and economic challenges related to the financing of health care and pension plans affect retirement policies, this paper seeks to explore the individual worker's perspective. Their choice is framed by seeking to balance financial security in later life with the positive elements of work and the desire to match work with other commitments, something hardly taken into consideration by employers. Design/methodology/approach – The paper combines findings from existing research studies and UK based, semi‐structured interviews conducted as part of two ESF (European Social Fund) funded projects aiming at extending labour market participation for older workers. Key areas, such as retirement planning, training, flexibility and health are explored and the organisational identities/commitment literature provides a conceptual framework for understanding the push and pull factors associated with labour market exit among the over 50s. Findings – Fundamental to the success of changes in government pension policies in terms of extending labour market participation of older workers is the element of individual agency rather than a view of victimisation. Viewing older workers as the ones who have to pay for increasing life expectancy by working longer could lead to people staying in work for the wrong reasons, negatively affecting productivity and job satisfaction. The discussion and conclusion stress the need for deeper understanding of work as one contributor to overall quality of life. Originality/value – The political agenda to prolong working lives is principally driven by economic arguments. However, for any future policies to lead to an intrinsic motivation to want to remain in work, the voices of older workers express the desire to combine work with non‐work related commitments and identities. Achieving such balance could benefit the whole labour force.

Brian Abbott; Edmund Heery; Stephen Williams

2011 Employee Relations: An International Journal

doi: 10.1108/01425451211183282

Purpose – This paper seeks to focus on civil society organizations (CSOs) and their capacity to exercise power in the employment relationship. In particular, the paper is concerned with identifying the sources of power, how it is exercised and whether CSOs can exert pressure on other employment actors despite their apparent lack of resources possessed by more established representative structures. Design/methodology/approach – Findings are based on 139 completed postal questionnaires and 47 interviews, primarily face‐to‐face, across 34 different CSOs. Findings – Adopting a resource dependence framework suggests that CSOs have the capacity to exercise power and influence key employment actors. However, the power of CSOs is undermined by the absence of an internal organizational presence, making it difficult to mobilize workers. Research limitations/implications – The research highlights the role of an often‐ignored employment actor. To provide further insights further research is needed to garner the views of other employment participants. Originality/value – In employee relations discussions of workplace power have typically focused on the power of the state, employers and trade unions. This paper adopts a novel angle by exploring the role of CSOs and their ability to exercise power.