Employee Relations: An International Journal

Hennekam, Sophie

2016 Employee Relations: An International Journal

doi: 10.1108/ER-05-2014-0054

Purpose – The purpose of this paper is to examine the influence of the competencies motivation, integrity and social skills on both intrinsic and extrinsic career success. Design/methodology/approach – In total, 1,112 individuals aged 45 or above registered at a job agency specialized in older employees in the Netherlands filled out a survey. The results were analyzed using multiple regression. Findings – The three competencies had a positive relationship with intrinsic career success (job satisfaction). Motivation and social skills were also positively related to extrinsic career success, while integrity was unrelated. Originality/value – The influence of competencies on career success of older workers has received only little attention from researchers.

Viitala, Riitta ; Kantola, Jenni

2016 Employee Relations: An International Journal

doi: 10.1108/ER-01-2015-0012

Purpose – The purpose of this paper is to investigate the kinds of effects that using a temporary agency workforce may cause on an organisational level, especially on relations between employees. In this study the authors explore the organisation as a community, leaning on the theory of social capital. Design/methodology/approach – The data were gathered via semi-structured interviews with 18 temporary agency workers and five employees in permanent positions. Discourse analysis with some degree of pragmatism was employed in comprehending the speech of the interviewees. Findings – The position of agency workers may be problematic from the perspective of social capital formulation in a work organisation. The short duration of contracts and different conditions of employment shake relations in a work group. Agency workers may also be outside the information flows. Additionally the norms and rules may be different for temporary and permanent employees and thus cause confusion. Research limitations/implications – The findings will hopefully provoke researchers to investigate the effects of using a temporary agency workforce in different organisational contexts. In addition, the study indicates that the theory of social capital is fruitful for investigating the topic on the organisational level. Practical implications – The use of agency workforce should be considered comprehensively in organisations. Its effects on work organisations may be conflicting. If temporary agency workers are needed as interim help, HRM practices should be developed in order to minimise the potential problems in terms of social capital. Originality/value – The study adopted an organisational perspective on the agency workforce, which is still rare in studies on the topic.

Karl, Katherine ; Peluchette, Joy Van Eck ; Hall, Leda McIntyre

2016 Employee Relations: An International Journal

doi: 10.1108/ER-05-2015-0083

Purpose – The increasing prevalence of unconventional appearance attributes (e.g. tattoos, piercings, unnatural hair color, alternative clothing) is a concern among employers as these appearance attributes are often viewed negatively. Because much of the existing employee appearance research has been conducted in the USA, the purpose of this paper is to examine employee beliefs regarding the impact of unconventional employee appearance on customer perceptions of service quality in Mexico and Turkey. The authors also examine the impact of gender, age, and position level. Design/methodology/approach – The sample consisted of 295 white collar employees in various service industries in Turkey and Mexico. Respondents reported how they thought eight employee appearance factors (tattoos, facial piercings, unconventional hair color, unconventional hair styles, sweat pants, clothing with rips or tears, clothing that bears midriffs, belly-buttons, or cleavage, and uniforms) would affect customer perceptions of service quality. Findings – Employees in both Mexico and Turkey indicated that uniforms would have a positive impact on customer perceptions of service quality and all seven unconventional employee appearance attributes would have a negative impact. Significant differences for country, gender, age, and position level were also found. Research limitations/implications – Future research including a more diverse group of countries and cultures is needed. Future research should also attempt to control for differences in type of organization, organizational culture, and job type. Practical implications – Alternative fashion and appearance styles may be trendy but there are risks in how these might be perceived by customers and by colleagues at work. Originality/value – This study examines employee beliefs regarding the impact of a variety of unconventional employee appearance attributes on customers’ perceptions of service quality in Mexico and Turkey.

Trif, Aurora ; Geary, John

2016 Employee Relations: An International Journal

doi: 10.1108/ER-01-2015-0004

Purpose – The purpose of this paper is to contribute to the debate concerning the compatibility of variable pay schemes (VPS) and trade unions, by investigating the effects of the managerial function (to increase management control over employees) and market function (to attract and retain suitably qualified employees) of VPS for trade unions. Design/methodology/approach – A critical case study approach was used to verify how the two varying functions of VPS affect the trade union of a large multi-establishment Irish financial institution. Data are based on a total of 60 in-depth interviews with key informants (trade unions, managers and non-managerial employees) at various levels in the organisational hierarchy and a representative survey of employees. Findings – While the findings confirmed the a priori expectation that the managerial function of VPS is more likely to damage unions than the market function, this study revealed that the interplay between the two functions varied over time and across outlets, and was primarily contingent on the disposition of line management towards the use of VPS and the market context. Research limitations/implications – The consequences of the shift to a managerial function of VPS following the 2008 economic crisis could only be assessed in a preliminary manner due to the time frame of the study. Practical implications – Trade unions, managers and employees need to consider the potential gaps between the intended purposes of VPS and their actual implementation to assess whether they are of potential benefit. Originality/value – This paper contributes to the existing literature in two main ways. First, it adds that the market function of VPS serves managers’ aims not only in aiding them attract, retain and motivate suitably qualified employees as indicated by Flanders (1970), but also in helping them gain great control over labour costs, which in turn, has mixed effects for trade unions. Second, in addition to the pragmatic reasons identified by previous studies, the findings show that a key determinant in unions’ acceptance of VPS involves earlier experiences of unions fighting unsuccessfully against the adoption of VPS.

Varma, Arup ; Russell, Linda

2016 Employee Relations: An International Journal

doi: 10.1108/ER-02-2015-0019

Purpose – The purpose of the paper is twofold – first, to explore the role of perceived organizational support (POS) during the three critical stages of the female expatriate experience, with a view to explaining the disproportionately low numbers of females in expatriate roles; and second, to offer specific suggestions to multi-national enterprises to help them create a level playing field so females can compete for expatriate assignments. Design/methodology/approach – The authors draw upon the theory of POS to explore how the perceived lack of support from their organization during the critical stages of expatriate assignments affects women’s interest, and potentially their performance, in expatriate assignments. The authors develop and present relevant propositions. Findings – This is a conceptual paper that offers a process model of the impact of POS on the three stages of selection of females for expatriates. Research limitations/implications – From a theoretical perspective it is clear that POS can play an important role in the willingness of females to accept international assignments. Thus POS can be a critical determinant of the potential levels of female participation in expatriate assignments. Previously, scholars have argued that the low numbers of female expatriates may be a result of a lack of interest on their part, or because they may not be welcomed in many countries. However, subsequent theses have argued, and many studies have shown, that females can be equally successful. The proposed process model helps to better understand how organizations might dismantle the barriers faced by potential female expatriates, by addressing the key issues at each stage. Practical implications – Multinational enterprises need to ensure that they are drawing from their full pool of talent, if they are to compete effectively against other multinational enterprises. By paying attention to the suggestions, and adopting and executing the propositions, they will be able to avoid the possibility that their qualified female employees may withdraw from the organization if they believe that they are not likely to be considered for expatriate assignments, simply because of their gender, even though they are interested. Social implications – From a societal perspective, it is indeed critical that qualified females are provided the same opportunities that are made available to males. Given that roughly half the population is female, multi-national enterprises that fail to treat their female employees fairly will be seen as poor corporate citizens. Originality/value – This is the first paper to address the critical issue of low numbers of females on expatriate assignments by drawing upon the tenets of the theory of POS. The authors offer several propositions to help multinational enterprises understand the impact of the gender imbalance in expatriate assignments, and offer suggestions on how organizations might improve the participation of females in expatriate assignments.

Sharma, Neha Paliwal ; Sharma, Tanuja ; Agarwal, Madhushree Nanda

2016 Employee Relations: An International Journal

doi: 10.1108/ER-01-2015-0006

Purpose – Concerns about the effectiveness of performance management systems (PMS) have long-driven researchers and practitioners to explore ways of measuring it. It is imperative for organizations to understand, how employees perceive the effectiveness of their PMS, for positive employee outcomes. Hence, the purpose of this paper is to explore the operationalization of the construct “employee perception of PMS effectiveness” (PMSE). An evidence of construct validity for the “two-factor PMS effectiveness” measure with perceived “PMS accuracy” and “PMS fairness” as its two factors is provided. In addition, a scale to measure “employee perception of PMS accuracy” is developed. Design/methodology/approach – Mixed-methods research methodology. Findings – Findings confirmed the possible existence of the two-factor PMSE construct, with PMS accuracy and fairness as its factors. Construct validity is established through its correlations with important outcome variables. The development of a valid and reliable 12-item scale for perceived PMS accuracy (Cronbach α value=0.83) is an additional key contribution. Research limitations/implications – The research presents opportunities for future empirical studies to examine the influence of PMS accuracy and effectiveness on employee outcomes (engagement, retention, etc.). Researchers may also cross-validate the PMSE measure in different socio-cultural contexts. Practical implications – The perceived PMS accuracy and effectiveness measures can serve as powerful investigative tools to measure employee perceptions regarding PMS. It can help organizations identify and correct the shortcomings in their existing PMS. Originality/value – This is the first paper to offer a cogent conceptualization and operationalization of employee perceptions of PMS accuracy and effectiveness. Hence, it has key implications for academics and practitioners.

Ryan, Lorraine ; Wallace, Joseph

2016 Employee Relations: An International Journal

doi: 10.1108/ER-11-2014-0137

Purpose – The purpose of this paper is to explore the capacity of annual hours (AH) to deliver gains to both workers and management and assesses the role of workplace partnership in three Irish companies that have adopted AH. Design/methodology/approach – Three case studies are compared and contrasted. The case studies were compiled through semi-structured interviews with management and trade union representatives, a survey of 205 workers and secondary material. Findings – The authors find that workplace partnership is not a prerequisite for achieving mutual gains where AH are concerned. The research draws attention to the importance of a mechanism for the creation of gains, in these cases, AH and that such gains can arise from different processes. Mutual gains output is not confined to workplace partnership but can arise from collective bargaining. Originality/value – The paper highlights the importance of comparing case studies so that the role of factors often seen as causal to mutual gains in exemplar cases can be critically evaluated. It also utilises directly workers’ opinions on AH and workplace partnership where typically, representative views of management and trade unions dominate the literature on these issues.

Wen, Xiaoyi

2016 Employee Relations: An International Journal

doi: 10.1108/ER-05-2013-0055

Purpose – Collective bargaining (CB) in China is perceived as inadequate, thanks to the lack of trade union independence and representation. However, CB of the sweater industry in Wenling, one of the world’s largest manufacturing centre, shows another tendency. Using Wenling as the case, the purpose of this paper is to explore whether a new form of CB is emerging in China. Design/methodology/approach – This paper uses a qualitative case study approach, and covers stakeholders, including the government, trade union, sweater association, workers and employers. Findings – In China, trade unions are constrained by corporatism and therefore cannot become the effective agents of CB. However, the increased industrial conflicts could in effect push employers to become the engine of change. This paper finds that employers endeavour to use CB as a tool to stabilise employment relations and neutralise workers resistance. Consequently, a gradual transition in labour relations system is on the way, characterised by “disorderly resistance” to “orderly compliance” in the working class. Research limitations/implications – The case industry may not be sufficient in drawing the details of CB in China, while it provides the trend of change. Originality/value – Conventional wisdom on the Chinese labour relations and CB tends to ignore the employer’s perspective. This paper partially fills in the gap by offering CB and change of employment relations from the aspect of employers.

Koster, Ferry ; Wittek, Rafael

2016 Employee Relations: An International Journal

doi: 10.1108/ER-11-2014-0130

Purpose – The purpose of this paper is to investigate three distinct hypotheses about the relationship between human resource (HR) practices (discretion and skill enhancement) and the level of trade openness and foreign direct investments of countries. Design/methodology/approach – The study applies multilevel analysis using data of 16,701 employees living in 23 European countries. Findings – Based on the multilevel analysis mixed support is found for the hypothesis stating that economic openness is curvilinearly related (an inverted U) to the use of HR practices. While this holds for discretion, it does not for skill enhancement. Originality/value – While economic globalization is often mentioned as an important factor in understanding organizational relations, there have only been few international comparative studies explicitly linking measures of economic openness and HR practices. This study investigate whether economic globalization is important or not.