Employee Relations: An International Journal

Boniface Michael; Rashmi Michael

2013 Employee Relations: An International Journal

doi: 10.1108/ER-10-2011-0057

Purpose – The purpose of this paper is to draw on previous research and propose a framework for evaluating interest‐based bargaining (IBB) around three criteria: efficient, amicable and wise, where mutual gains are not self‐evident. Design/methodology/approach – This paper reviews both survey and case study research on IBB in the USA and Canada. Based on trends discerned in the data, the paper uses the three criteria to present research and propositions on evaluating the IBB process. Findings – IBB connects front stage acts by negotiators during collective bargaining with backstage environments and fosters collaboration hinging on dialogue across competing values involving online and offline processes during negotiations. Where mutual gains are not self evident, there these findings underpin criteria for evaluating the IBB process’s potential to serve enduring values of industrial democracy and employee voice and the newer values of collaboration and partnership in strategic decision making. Research limitations/implications – The amicable criterion predisposes the framework favorably towards amicable relations, which creates a favorable bias within the framework towards the IBB process when compared to other bargaining processes. There is a need for updated quantitative data on IBB trends at a national level, similar to the three FMCS surveys last reported in 2004, and a need for institutional linkages that will increase case study research on IBB, similar to recent research on Kaiser Permanente. Practical implications – Negotiators, trainers and policy makers will gain from the criteria listed here to evaluate IBB where mutual gains are not self‐evident. Originality/value – The framework presented in the paper advances an original framework to evaluate IBB.

Kunle Akingbola

2013 Employee Relations: An International Journal

doi: 10.1108/ER-01-2012-0009

Purpose – The change in the environment of nonprofit organizations (NPOs) has accentuated the need for managers to understand the relationship between strategy, HRM and organizational effectiveness. The purpose of this paper is to examine contingencies that underlie strategy, HRM and the dimensions of fit and flexibility in the actual HRM practices implemented by two study organizations that have deployed HRM in strategic change. Design/methodology/approach – The research used two case studies of NPOs who reported that they adopted HR practices as an integral component of their adaptive strategy to achieve a fit. Thus, the research adopted purposive sampling to determine the cases that are appropriate to examine the research questions. Findings – The findings provide evidence of horizontal and vertical fit and flexibility‐focused HRM practices designed to provide strategic alternatives. The research raises questions about how well NPOs’ managers understand contingency drivers of strategy, HRM practices and the direction of HRM in NPOs. A number of factors contributed to promote fit, flexibility and HR practices. First, the emphasis on HRM as a critical priority in strategy by senior management. Second, factor that may have contributed to fit and flexibility dimension is the use of professional managers in the NPOs. The case organizations involved either internal or external consultants with HRM expertise in strategic planning process. Finally, organisational structure that facilitated communication channels within both organizations. Both organizations emphasized internal communications as a way of engaging employees. Research limitations/implications – The findings set the groundwork for major research which could extend findings from previous empirical research, that strategy of NPOs is aligned with the level of HR practices in some functions such as training and not aligned in others practices such as recruitment. Practice implications – For nonprofit managers, this research reinforced the importance of senior management commitment and HR expertise to develop and implement HR practices that are aligned with current strategy and the need to develop employees’ skills to facilitate flexibility to adapt to change in the environment. It is imperative for the HR practices of NPOs not only to achieve horizontal and vertical fit, but also to build in flexibility the organization requires to develop, deploy and sustain employee skills and behaviour needed to cope with the competitive environment and to help with the achievement of organisational goals. Originality/value – The important point of this research is that it extends our understanding of fit and flexibility in NPOs. It provides an example of how two NPOs adopted and emphasized SHRM as a critical component of their strategy.

Doris Ruth Eikhof; Chris Warhurst

2013 Employee Relations: An International Journal

doi: 10.1108/ER-08-2012-0061

Purpose – The purpose of this paper is to develop a more comprehensive understanding of why social inequalities and discrimination remain in the creative industries. Design/methodology/approach – The paper synthesizes existing academic and industry research and data, with a particular focus on the creative media industries. Findings – The paper reveals that existing understanding of the lack of diversity in the creative industries’ workforce is conceptually limited. Better understanding is enabled through an approach centred on the creative industries’ model of production. This approach explains why disadvantage and discrimination are systemic, not transitory. Practical implications – The findings suggest that current policy assumptions about the creative industries are misguided and need to be reconsidered. The findings also indicate how future research of the creative industries ought to be framed. Originality/value – The paper provides a novel synthesis of existing research and data to explain how the creative industries’ model of production translates into particular features of work and employment, which then translate into social inequalities that entrench discrimination based on sex, race and class.

Axel Hauser‐Ditz; Markus Hertwig; Ludger Pries

2013 Employee Relations: An International Journal

doi: 10.1108/ER-03-2012-0021

Purpose – The purpose of this paper is to analyse the distribution and the contextual conditions of statutory and non‐statutory forms of employee representation in Germany (works councils and non‐statutory employee representation (NSRs) respectively). It aims to contribute to the debate by proposing a theoretical model which improves our understanding of why works councils and NSRs exist in companies and by presenting an empirical analysis of the explanatory factors based on representative data. Design/methodology/approach – Based on a representative survey of 3,254 German private‐sector companies, descriptive statistics and regression models are calculated in order to identify the contextual conditions which promote or prevent the establishment of the different forms of employee representation. Findings – The data show that the distribution of works councils and NSRs differs considerably between industries. Works councils are more likely to be found in large and relatively old traditional‐sector companies with a high union density, while NSRs have a stronghold in (new) service sectors and smaller companies. NSRs are also more likely to be found in companies where management has a positive attitude towards employee involvement. Research limitations/implications – Although case studies indicate that there is a huge variety of NSRs, this study could only use a relatively broad category. Future survey research should analyse the various types of NSRs and works councils. Social implications – Works councils are still the main form of employee representation and the German model of industrial relations appears to be stable in terms of firm‐level employee representation. However, with new service sectors becoming increasingly important (due to socio‐economic development), this model may be in jeopardy. Originality/value – This paper extends previous research on the distribution and contextual conditions of works councils by providing a comprehensive analysis of works councils and NSRs, based on a representative survey that includes a variety of variables which have strong effects, but have not previously been examined in other studies.

Christine A. Grant; Louise M. Wallace; Peter C. Spurgeon

2013 Employee Relations: An International Journal

doi: 10.1108/ER-08-2012-0059

Purpose – The purpose of this paper is to explore the impact of remote e‐working on the key research areas of work‐life balance, job effectiveness and well‐being. The study provides a set of generalisable themes drawn from the key research areas, including building trust, management style and the quality of work and non‐working life. Design/methodology/approach – The paper is an exploratory study into the psychological factors affecting remote e‐workers using qualitative thematic analysis of eleven in‐depth interviews with e‐workers, across five organisations and three sectors. All participants worked remotely using technology independent of time and location for several years and considered themselves to be experts. Findings – The paper provides insights into the diverse factors affecting remote e‐workers and produces ten emerging themes. Differentiating factors between e‐workers included access to technology, ability to work flexibly and individual competencies. Adverse impacts were found on well‐being, due to over‐working and a lack of time for recuperation. Trust and management style were found to be key influences on e‐worker effectiveness. Research limitations/implications – Because of the exploratory nature of the research and approach the research requires further testing for generalisability. The emerging themes could be used to develop a wide‐scale survey of e‐workers, whereby the themes would be further validated. Practical implications – Practical working examples are provided by the e‐workers and those who also manage e‐workers based on the ten emerging themes. Originality/value – This paper identifies a number of generalisable themes that can be used to inform the psychological factors affecting remote e‐worker effectiveness.

Arminda do Paço; Ana Cláudia Nave

2013 Employee Relations: An International Journal

doi: 10.1108/ER-12-2012-0089

Purpose – Given the increased awareness about the social issues in organisations and the need for more research, particularly in the area of employee voluntary activities, the purpose of this paper is to analyse the motivations that lead employees to agree to participate in the corporate volunteering activities promoted by their companies, as well as to assess their level of satisfaction and happiness with the activity of volunteering. Design/methodology/approach – This research had the collaboration of a company to develop the case study about its volunteering programme and for the collection of data through an electronic questionnaire. Findings – The results indicate a similar hierarchical organisation of the motivations when compared with some previous studies. The volunteers’ experience is satisfactory in all aspects, and is positively related to feelings of happiness. However, the results evidence a weak/moderate relation between volunteers’ motivations and happiness/satisfaction. Practical implications – More efforts are needed to improve the volunteers’ training and formation, which was pointed as the less satisfactory aspect (similarly to other studies). Thus, it is necessary to question the methods usually used in the training provided, which may involve the restructuring of the training plan to adapt it to the employees’ needs and to guarantee the quality of the work. Originality/value – A great part of the existent research is focused on the motivations of “conventional” volunteers which collaborate occasionally with non‐profit organisations. Thus, present study will expand the research in the area of corporate volunteering, contributing to better understand what really motivates, satisfies and makes volunteers happy with this activity.