Employee Relations: An International Journal

Reknes, Iselin; Glambek, Mats; Einarsen, Ståle Valvatne

2020 Employee Relations: An International Journal

doi: 10.1108/er-10-2019-0406

Intention to leave as an outcome of exposure to workplace bullying is well documented in previous studies, yet, research on explanatory conditions for such an association is lacking.Design/methodology/approachThe present study investigates the relationship between injustice perceptions, exposure to bullying behaviors and turnover intention, employing a moderated mediation analysis based on a reanalysis and extension of data gathered among a sample of Norwegian bus drivers (N = 1, 024).FindingsAs hypothesized, injustice perceptions were indirectly related to intention to leave via workplace bullying, however, only under conditions of higher perceived injustice levels.Practical implicationsThe results underscore the importance of preventing workplace bullying and of maintaining ample levels of justice at work, where employees are treated with fairness and respect.Originality/valueThe study adds important knowledge to the bullying literature by focusing on the role of mechanisms and moderators in bullying situations, investigating how the combination of workplace bullying and injustice perceptions is reflected in employees' intention to leave the organization.

Tulachan, Bojindra Prasad

2020 Employee Relations: An International Journal

doi: 10.1108/er-02-2020-0068

The purpose of this paper is to shed light on the unexplored characteristics of labor relations in Nepal against the backdrop of social exchange theory as it relates to labor relations.Design/methodology/approachThe paper considers the psychological contract of promises and expectations from the social exchange theory on the ground in Nepal. To do so, the paper adopts an inductive method of investigation and reviews dispersed and unstructured archival data.FindingsIn terms of the psychological contract of promises and expectations, Nepalese workers and trade unions appear to have constituted a pressure group since they aligned themselves with Nepal's political parties. Consequently, the legal labor framework and behaviors of trade unions have produced highly politicized labor relations; very high and dense union memberships; vocal unions; a labor-supportive legal framework; union-influenced government and union-driven enterprise-level collective bargaining and collective dispute settlement.Originality/valueThe paper claims that although the system framework has flimsy prospects elsewhere in the world, it is strong in Nepal as a result of the recent Labor Act of 2017. For this very reason, the paper argues that Nepal's trade unions are in their sturdiest position ever and, therefore, that the country has evaded the crisis experienced in advanced and emerging economies in other parts of world. In theoretical terms, the article contributes from the social exchange theoretical perspective to the literature on the psychological contract of promises and expectations. It also has a bearing on emerging discourses and debates about the revitalization or reshaping of traditional industrial relations.

Medina-Craven, Michele N.; Ostermeier, Kathryn

2020 Employee Relations: An International Journal

doi: 10.1108/er-04-2019-0195

The purpose of this paper is to explore the relationships between workplace bullying, organizational justice dimensions and intentions to leave. The authors posit that workplace bullying is positively related to intentions to leave, and that this effect is transmitted through lower justice perceptions.Design/methodology/approachThe authors surveyed 146 healthcare workers, using factor analysis and the Preacher and Hayes (2008) PROCESS macro to test their hypotheses.FindingsThe study results indicate that workplace bullying is positively associated with intentions to leave. This effect is transmitted through lower entity-based distributive justice perceptions.Research limitations/implicationsThe study sample was cross-sectional and collected at a single point in time. Future research should examine these relationships in a longitudinal method.Practical implicationsThe study results suggest that when a healthcare worker experiences bullying in the workplace, they begin to perceive their organization as more unfair. These negative feelings toward their organization lead to a desire to permanently separate from the organization. These results suggest that workplace bullying has serious ramifications for turnover, and that healthcare organizations can mitigate these negative effects by increasing perceptions of organizational justice through being transparent about their decisions and the process going into this decision-making.Originality/valueThese findings extend existing research by empirically testing the effects of workplace bullying on intentions to leave within the healthcare industry.

Varma, Arup; Zilic, Ivana; Katou, Anastasia; Blajic, Branimir; Jukic, Nenad

2020 Employee Relations: An International Journal

doi: 10.1108/er-06-2019-0248

The purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.

Tlaiss, Hayfaa

2020 Employee Relations: An International Journal

doi: 10.1108/er-10-2019-0411

Despite the proliferation of studies on talent management (TM), few studies focus on the perspectives of human resource management (HRM) representatives. Furthermore, there is a dearth of studies that explore talent philosophies and TM in practice in private organizations in emerging economies, such as those of the Arab Middle East (AME) region. Consequently, the purpose of this study is to explore talent philosophies and TM in practice in the country-specific context of Lebanon.Design/methodology/approachThis study was exploratory in nature and followed a qualitative interpretive methodology. It capitalized on in-depth, semi-structured interviews with HRM representatives.FindingsThe findings of this study indicated relative consensus in talent philosophies across organizations in four industries; talent was largely perceived as exclusive, despite disagreements on whether it was stable or developable. Differences were identified in terms of how TM was understood in organizations and also how it was executed in practice in terms of talent identification and recruitment, training and development, performance assessment and talent retention.Originality/valueThis study is the first to empirically explore talent philosophies and TM in practice in the context of Lebanon. It is also among the few studies to extend the use of institutional theory (IT) to talent philosophies and TM practices. The originality of this study is also derived from its focus on the practices of HRM departments through using feedback from HRM representatives.

Cintas, Caroline; Héliot, YingFei; Sprimont, Pierre-Antoine

2020 Employee Relations: An International Journal

doi: 10.1108/er-02-2020-0050

This research aims to explain, in the secular French context, the intention of managers to accommodate religious expression at work (REW) when they are not obliged to do so. This paper seeks to understand the determinants of managerial positions on REW. Building on previous studies on how organisations and managers deal with religious expression, this research seeks to extend the evidence on this important aspect of managerial behaviour in relation to accommodating REW.Design/methodology/approachThe hypotheses were tested using a structural equation model based on the theory of planned behaviour (TPB) in diversity management (N = 151 French managers). This method highlights attitudinal and organisational determinants favourable to the intent to accommodate.FindingsThe present research provides new insight by identifying two main direct factors affecting managers' accommodation, namely, organisational flexibility (flexible hours, autonomy) and perceived consequences (advantages, disadvantages) and one indirect factor, religiosity. In line with the contradictions within diversity management, the perceived consequences are ambivalent and highly context dependent. One issue to explore is that managers seek to deal with religious expression by making it invisible.Research limitations/implicationsIn the French context, the explanatory social norm might not be “religiosity” but rather “perceived secularity”. The authors recommend that future studies use qualitative methods with interviews and photo elicitation to extend this first study. Indeed, the complexity of the managerial position requires an in-depth understanding of managers' attitudes and behaviours with regard to religion. How do managers apply a common ground strategy and create unity despite differences? Is the desire to make arrangements invisible with a view to inclusive neutrality specific to France, or can it be generalised to managers in other countries? Does the intention to accommodate not essentially depend on the manager-employee relationship dynamic? This research raises questions for scholars about the relationship with the other and ethical managerial conduct.Practical implicationsFrance is a secular country where a debate is emerging on cases of discrimination due to REW. The results contribute to approaches to drafting company guidelines for managers and may help organisations anticipate the risks associated with REW. The discussion of the results reveals the importance of social norms in the sense of hypernorms (religiosity) and undoubtedly of secularism, nondiscrimination and gender equality in the decision-making process on accommodation. These inclusive norms should therefore be handled with care in the various guidelines that have been developed.Originality/valueREW is increasing but is a neglected dimension of diversity management. This study helps explore this new field by promoting an understanding of managers' intention to accommodate in a specific secular context.

, Harsh; Prasad, Asha

2020 Employee Relations: An International Journal

doi: 10.1108/er-02-2019-0119

The purpose of the study is to examine the relationship of different dimensions of employment relation (ER) with perceived organizational performance. The study also attempts to analyze the role of technological intensity in determining the employment approaches adopted by the firm.Design/methodology/approachData were gathered through the survey method and in-depth personal interviews were conducted in Indian manufacturing firms based in the National Capital Region (NCR).FindingsThe findings confirm that all dimensions of employment relation have profound and significant relationship with perceived organizational performance. It also revealed that technology intensity of the industry determines the way people are managed in the organization.Originality/valueThe study has contributed to the existing body of knowledge by understanding the impact of unique framework of ER (industrial relations and HRM) on organizational performance. The study represents the one of the fewest attempts to measure technology intensity as moderating variable in ER & Performance.

Francois Koukpaki, Adebayo Serge; Adams, Kweku; Oyedijo, Adegboyega

2020 Employee Relations: An International Journal

doi: 10.1108/er-09-2019-0375

This research explores the significant contribution of human resource development (HRD) managers in building organisational brands in the hotel industry through the lenses of dynamic capabilities for sustaining competitiveness.Design/methodology/approachUsing a qualitative case study design, this study deployed a semi-structured interview research method. It used a purposive sample of 20 HRD managers across twenty different hotels in India and South East Asia (ISEA) to explore their contribution to organisational brands. The data was analysed using thematic analysis.FindingsThe findings show the significance of HRD in building organisational brands. From a dynamic capabilities perspective, it was found that HRD has an impact on fostering brand awareness culture; HRD functional branding enhances the creation and sustaining of quality service culture; functional branding of HRD helps differentiate the brand and quality service, for product development and innovation by linking talent development and growth of key competencies and capabilities; brand training and behavioural training directly influence the right behaviour knowledge and effective communication that is translated into the enhancement of guest experience; and finally, organisational branding through branding culture and employer branding creates organisational wealth.Originality/valueThe authors propose a new conceptual framework for the branding of the Heroes to reclaim the HRD's splendour in the realm of other functions in the hotel industry in ISEA contexts. While the authors do not claim an external generalisability, we believe that an analytical application of this framework could be relevant in similar environments. The study also claims that HRD practitioners could use parallel literature repertoires from brand management discourse to value their strategic contributions in building and maintaining their reputational position at the board level. Practical implications and further research are discussed.

Oh, Jinuk; Park, Junsu

2020 Employee Relations: An International Journal

doi: 10.1108/er-09-2019-0365

The purpose of this study is to determine the current status of strategic human resource management (SHRM) research in the context of Korea as well as to provide specific recommendations for future research.Design/methodology/approachAn integrative literature review was performed to aggregate a body of studies in the Korean context. In total, 39 articles were carefully selected for inclusion in the present review.FindingsThe review demonstrated that prior studies conducted in Korea have examined whether the established relationship between strategic human resource (HR) practices and organizational outcomes has cross-national validity in Korean contexts, the extent to which the established relationship is moderated by contextual factors, as well as whether a combination of strategic HR practices and the congruence of HR practices with other organizational factors affect organizational outcomes. In addition, the review revealed four unique methodological characteristics of Korea-based studies, namely, the extensive use of self-reported questionnaires, personnel in managerial positions serving as the main sources of primary data, secondary data collected by Korean government research bodies being actively dealt with and an awareness of the necessity of a longitudinal design for causal research.Originality/valueThe present review makes an important contribution to the study of SHRM in general and the strategic human resources management model in Korea in particular. It is clear that more research is required, although it is encouraging to note the quality of prior research concerning Korean contexts and the specific mechanisms by which strategic HR practices influence organizational outcomes. Finally, there is a clear need for future research that explicitly considers employees' perceptions of strategic HR practices and specific contextual factors in Korea, and further, that utilizes more rigorous and diverse research methods to investigate the effectiveness of strategic HR practices in Korea.

Fuller, Ryan P.; Michael, Boniface

2020 Employee Relations: An International Journal

doi: 10.1108/er-05-2019-0230

This research investigates the issues of concern for American film and television (TV) unions, the features of issues, whether issues are threats, opportunities or mixed evaluations, and unions' distributive or integrative approaches to issues (Walton and McKersie, 1965).Design/methodology/approachThe first author interviewed 25 union leaders and used thematic analysis to identify issue characteristics and evaluations of issues as threats, opportunities or mixed. Using language analysis, the authors then connected these evaluations to integrative or distributive approaches.FindingsThe findings revealed three larger issues of concern (positioning the union and jurisdiction, shifting patterns of risk and negotiating and enforcing contracts) and five characteristics (locus, boundary, manageability, predictability and scope). These characteristics then determined how interviewees viewed issues as threats, opportunities or mixed evaluations. Three characteristics grouped together to form threats: external locus, indistinct boundaries and low manageability. Indistinct boundaries contributed to assessments of issues as mixed. These issue types, characteristics and interpretations revealed a metaphorical above- and below-the-line differentiation among film and TV unions based on the members continued ownership of their work. With one exception – BTL unions on positioning union and jurisdiction – leaders' language reflected distributive approaches to issues.Originality/valueThis study delves deeper into Walton and McKersie's (1965) classical two-part classification of issues by adding a typology of characteristics and operational definitions to aid in identifying threats, opportunities and mixed evaluations through the novel use of issue analysis in industrial relations.